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TEAM PROCESS ASSESSMENT GUIDE

Note: As part of data gathering for team building or team training, consultants often use observational data on how the team actually operates in the real time situations (e.g., makes decisions, resolves conflict). This Guide is designed to facilitate that data gathering activity.

Purpose

1. To provide a guide for observing the process aspects of the intereactions among members of an intact team.
2. To provide data to help a team improve the way members interact with each other, specifically in a group setting such as a team meeting.
3. To provide data for team building

Group Size

Designed for an intact team of up to 10 members.

Time

There is no time limit although on hour would be ideal to provide sufficient data to draw some conclusions about the quality and effectiveness of team process.

Physical Setting

A round or rectangular table with comfortable chairs around the table. As the observer, you should sit outside of the group but where you can easily observe all of the members.

Materials

A copy of What to Look for in Teams.

Process

1. Explain the purpose and your role as a silent observer. Indicate when they will hear your comments (e.g., at the end of the meeting, at a team building session).
2. Use the guide to take notes. Take detailed notes on what was said, reactions (verbal, non-verbal), the impact of certain actions and anything else that helps or hinders team or individual effectiveness. You may wish to provide more space under each topice to take notes. Write quickly to capture as much as possible.
3. As soon as possible after the meeting, transcribe your notes.

WHAT TO LOOK FOR IN TEAMS

Diections: Use this guide to take your notes. However, if you see something that is not covered by one of the areas but seems important, take notes in the margin or on the back.

Participation. One indication of involvement in verbal participation. Look for differences in the amount (high and low participators) and direction (who talks to whom) of participation.

Influence. Influence and participation are not the same. Some people may speak very little, yet they capture the attention of the whole group. Others may talk alot but are generally not listened to by other members.

Decicion-Making. Does the team make clear decisions? How does the team make decisions? Are there indications of support (or lack there of) for team decisions. Do decisions include plans for implementation and evaluation? Does the team seem to re-visit decisions made in previous meetings?

Task Focus. What behaviors do you see that reflect a focus on getting the job done or accomplishing a necessary task? Does the team have a method or way to proceed with the task? Do you see people offering information and opinions? Summarizing what's been covered? Testing for a consensus? Keeping the team on track?

Process Focus. Do you see any behaviors focusing on maintaining good and harmonious relationships among team members? Creating an atmosphere that enables each member to contribute? Helping members get involved? Preventing members from dominating the discussion? Encouraging and supporting good contributions? Relieving tension?

Membership. A major concern for team members is the degree of acceptance or inclusion. Do you see any indication of sub-grouping? Two or three members consistently agree and support each other or consistently disagree and oppose each other? Are some people "outside" the goup? Do some members move in and out of the group(e.g., lean forward or backward)?

Atmosphere. Something about the way the team works together creates an atmosphere that you can sense. What words would you use to describe the atmosphere of this team?

Norms. Standards or ground rules usually develop in a team that influence the behavior of members. These norms define the beliefs of a majority of team members as to what behaviors should and should not take place in the team. Some norms are explicit while others may operate below the surface of awareness of any team members. Some norms facilitate positive process while others hinder it. What norms seem evident on this team? Are they followed consistently? Do some members "so their own thing?"