Assessment | DOtsMORE

Team Performance
Achieving performance goals on time not only rewards you with the feeling of satisfaction but also keeps your customers really happy. With the right support in place, delivering on promises on time to a high quality becomes an everyday routine.
To what degree does your team achieve the performance goals on time, with a high level of quality and customer satisfaction?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Meeting Strategies
Keeping meetings on track saves time, money and also enables things to happen fast and effectively. At the end of a successful meeting not only the purpose of the meeting has been met and expectations have been addressed but most importantly – everyone leaves with a clear plan about the next steps.
To what extent are your meetings succinct, constructive and organised?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Mutual Trust
Team relationships that go beyond the usual small talk and shallow friendships bring into the team one of the most important ingredients – trust. Having trust in your team members leads to healthy risk-taking, faster progress and exceptional results.
To what degree do the team members support each other and have relationships that go beyond the formal social obligations?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Shared Accountability
The ability to hold each other accountable in a respectful manner is a powerful skill that brings fast problem-solving and constant business growth. Weak teams lack accountability. In mediocre team accountability comes from the position of authority. In high-performing teams, however, all members hold each other accountable, making sure they progress and accomplish their shared goals together.
To what degree do the team members hold each other accountable, give and receive feedback in a supportive manner to avoid breakdowns in performance, schedules or commitments?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Meaningful Purpose
Having a clear meaningful purpose that motivates the team and keeps them moving in the right direction can create a mindset shift. Team motivated by a meaningful cause genuinely cares about doing their best to make it happen by focusing on the most important shared priority.
To what degree do people at all levels have clear sense of direction and priorities rather than dealing with fragmented, competing or overwhelming priorities?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Difficult Conversations
Difficult conversations can be a rich source for improvement when we make it about the issue and not about the people. Focusing on solutions rather than finger pointing empowers us to be swap criticizing for being curious about finding ways to make things better.
To what degree do the team members openly surface and effectively resolve problems and conflicts rather than avoiding them or looking for someone to blame?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Positive Attitude
No one knows more about your company than the people who work in it. If your people feel confident to be proud of the work they do, the people they work with and the direction the company is heading in, it is the most powerful marketing you will ever get. You cannot buy dedication, it can only be inspired. Give your team a purpose, support their journey towards mastery and give them autonomy to leave their own imprint on the work they do. Purpose, mastery and autonomy are keys to unlocking motivation of your team to create truly exceptional results.
To what degree do the team members talk positively about the team, people outside the team, the management and the organization as a whole?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Collective Buy-in
Many managers and supervisors try to seek out their team's opinions. However, the tricky part is that asking for an opinion is just a fraction of the process. The important part is - are those opinions allowed to make a real difference? Listening to your team and allowing their opinions to have an impact creates their buy-in, heightens their motivation, job satisfaction and feeling of responsibility. When making a decision, it is important to focus on the shared goal of the team. If the goals are clear, the team can easily make sure the decisions are aligned with it.
To what degree do all team members participate in decision making and buy into the decisions made, even if the decisions do not fit their individual goals?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Weak Link, Strong Link
It was said many times that a team is only as strong as its weakest link. Having someone on your team who doesn't believe in your team goals, focuses on their individual success and comes to work only because they haven't won the lottery yet spreads those feelings around. Emotions are contagious and things need to be addressed. Having someone in your team that refuses to fully be part of it, drags everyone's motivation and trust levels down. It is important to seek the reasons why the person feels that way, offer them support and look for a solution. Everything is figureoutable.
To what degree are the poor performers addressed, coached, job aligned or out-placed instead of ignored, transferred or promoted?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

Taking Ownership
Every job comes with a list of required tasks that needs to be done. However, giving your team the freedom to choose what they want to work on - as much as possible - gives them the feeling of ownership over the task. There is a big difference between "I have to" and "I choose to", isn't it? Inspiring your team to go the extra mile, allowing them to bring their personalized input and appreciating the results they come up with is a fertilizer for novelty, innovation and fast progress.
To what degree do the team members seek out more responsibility and volunteer for tasks rather than only doing the minimal requirement?*
1= lowest, 10 = fabulous
1 2 3 4 5 6 7 8 9 10
Where would you like to be?*
1 2 3 4 5 6 7 8 9 10

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Team Strength Assessment