Engaged Team Health Quiz Step 1 of 8 12% Every team can occasionally get off track. Maybe your team is engaged in passive-aggressive “Zoom sparring.” Maybe it seems to exist somewhere between comatose and completely checked out more days than not. Or, maybe you just feel like your team isn’t quite firing on all cylinders and could stand to sharpen operations. But it doesn’t have to be this way. The good news is that even the most disengaged group of coworkers can be led back from the abyss to become an enthusiastic team with a high degree of trust in one another. Smart leaders aren’t reinventing the wheel when it comes to optimizing their teams. They’re following a proven path to get the most out of each person on their team- and you can, too. To understand your path to improved communication, cohesiveness, and profitability, we need to sort out where your team is right now. Take this quick quiz to find out:How would you describe your team’s communication effectiveness? Most meetings and projects flow well, with a healthy exchange of dialogue and ideas. The team occasionally gets the feeling the meeting went off track or that a project is “stuck”, sometimes lacking productive outcomes or next steps. We often have to “circle back” to topics in future meetings or miss project deadlines. It can feel like it's Groundhog Day. Most of the time, meetings and multi-person projects are hard on the team and produce limited outcomes, next steps, goals, or results. How would you describe your team’s ability to engage in healthy conflict? Our team embraces conflict head-on in a healthy manner. We don’t leave issues unresolved and after a good debate we align on an answer that everyone supports. Team members occasionally avoid conflict and difficult discussions with one another. Eventually they sort it out amongst themselves. Sometimes we tip-toe around the elephant in the room during meetings. Work may not get done due to the avoidance of difficult conversations or team members sometimes attacking each other. Team members regularly engage the team leader to “sort things out” vs. dealing with each other. Team members either rarely engage in addressing conflict, avoiding the issue at hand as often as possible for as long as possible, or they engage in destructive conflict that may create a toxic environment. How confident are you in your team’s understanding of your mission, goals and priorities? Are they aligned on goals and priorities? Team members often have conflicting views on what our priorities are and often end up working at cross-purposes. Our mission statement might be on a poster somewhere in the office, but it seems to be treated more as wall art than a call to action that people remember. I’m not sure--I feel like we’ve talked about our mission and priorities, but it doesn’t seem to influence their approach to our work. Our team means well, and they want to lean into our mission for the sake of the company, but there’s probably some ambiguity around what priorities matter most, and what’s needed from each of them. Our team has a solid understanding of our mission and is aligned on the priorities and execution of our work together in support of that mission. If you asked, they could give you a summarization of that mission in their own words, articulate our priorities, and clarify their own role in delivering on that. How effective is your team in holding each other accountable and making decisions? Our team is made up of strong individual performers, but we don’t have traction and often spin our wheels. Something is off, and we’re having a hard time sorting out what that is. In routine tasks and projects, the team functions well, but a wrinkle can “throw a wrench into the machine.” We often struggle to align on a decision and share accountability. The team does well for the most part, but sometimes accountability slides if the team leader doesn’t have their eyes on a project. The team doesn’t always hold one another accountable, and waits for the leader to play “bad cop”. The team is efficient and effective in our decision making and holding each other accountable, with only occasional hiccups where work slows down due to unclear goals and project roles. How well does your team embrace a growth mindset and focus on your own leadership development? We don’t spend any time focusing on our own learning and development, and rarely do post-mortems on how we could be more effective as a team when finishing a goal or project. Some team members work with coaches individually, but I have no idea what people are working on and we never talk about how we could be more effective as a team. We sometimes discuss how we could be more effective as a team, but we really don’t make any significant changes to address those issues. Most people seem committed to their own personal and leadership growth individually. We know each other’s strengths and blindspots, and actively work to support each other in our own growth by providing rich feedback. We take time out to discuss how well we are operating as a team and create action plans to address opportunities. What best describes your role/level? CEO C-suite Executive VP Director Associate/front-line Entrepreneur managing a team Solo-prenuer Other / prefer not to say What is the size of the team you manage (if applicable)? 5 or less 6-10 10-20 25+ What is the size of your company? 0-25 26-50 50-200 200+ What is your age range? 18-20 21-29 30-39 40-49 50-59 60+ What is your gender? Male Female Other/Prefer not to answer What is your highest level of education High School Bachelor’s Degree Professional Degree (J.D., M.D.) Graduate Degree (MBA) Ph.D. Get Your Results Enter your name and best email below to instantly receive your results directly in your inbox!Name(Required) First Last Email Address(Required) Mobile PhoneSMS ConsentBy checking this box, you consent to receive marketing text messages (e.g. promos) from Susan Drumm at the number provided, including messages sent by autodialer. Msg & data rates may apply. Msg frequency varies. Unsubscribe at any time by replying STOP. Privacy Policy & Terms. I Agree to Receive SMSEmailThis field is for validation purposes and should be left unchanged. Δ
