11.B.6: How Good Am I at Building and Leading a Team? Instrument . Use the following rating scale to respond to the 18 questions on building and leading an effective team: 1 = Strongly disagree ‘ | 2 = Disagree | 3 = Slightly disagree 4 = Slightly agree 5 = Agree 6 = Strongly agree i | | 1. Lam knowledgeable about the different stages of development that teams can go through in their life cycles. 123456 2, When a team forms, I make certain that all team members are introduced to one another at the outset. 12345 6 4 3. When the team first comes together, I provide directions, answer | team members’ questions, and clarify goals, expectations, | and procedures. 123456 4, Thelp team members establish a foundation of trust among one another and between themselves and me. 123456 | 5. ensure that standards of excellence-not mediocrity or mere EY acceptability—-characterize the team's work, 123456 ! 6. Iprovide a great deal of feedback to team members regarding | their performance. . 23a se 7. I encourage team members to balance individual autonomy | with interdependence among other team members. ey siasiG ‘ 8. [help team members become at least as committed to the success of the team as to their own personal success. 123456 9. [help members learn to play roles that assist the team in ‘accomplishing its tasks as well as building strong interpersonal relationships. 123456 | 10. Larticulate a clear, exciting, passionate vision of what the f team can achieve. 123456 i 11. Lhelp team members become committed to the team vision. 123456 a 12. encourage a win/win philosophy in the team; that is, | ‘when one member wins, every member wins. 123456 | 13. Lhelp the team avoid "groupthink" or making the group's | survival more important than accomplishing its goal 123456 | 14. Luse formal process management procedures to help the group become faster, more efficient, and more productive, | and to prevent errors. 123456 | | 15. Lencourage team members to represent the team's vision, goals, and accomplishments to outsiders. 123456 16. I diagnose and capitalize on the team's core competence, 123456 17. encourage the team to achieve dramatic breakthrough | 64innovations as well as small continuous improvements. 123456 18. Iheip the team work toward preventing mistakes, not just correcting them after-the-fact. 2) 4)5) 6 Source: Adapted from D.A. Whetten and K.S. Cameron, Developing Management Skills, 3rd ed. (New York: HarperCollins, 1995), pp. 534-35. Scoring Key To calculate your total score, add up your scores on the 18 individual items. Analysis and Interpretation ‘The authors of this instrument propose that it assesses team development behaviors in five areas: diagnosing team development (items 1, 16); managing the forming stage (2-4); managing the conforming stage (6-9, 13); managing the storming stage (10-12, 14, 15), and managing the performing stage (5, 17, 18). Your score will range between 18 and 108. Based on a norm group of 500 business students, the following can help estimate where you are relative to others: Total score of 95 or above Youre in the top quartile 72-94 = You're in the second quartile 60-71 = You're in the third quartile Below 60 You're in the bottom quartile If you need to work on your teath-building skills, see S.A. Mohrman, S.G. Cohen, and AM. Mohrman, Ir., Designing Team-Based Organizations (Jossey-Bass, 1995). 65