The average score on the impact behavior of effective teams. This indicator is one component of the overall Team effectiveness indicator.
This tool is intended for teams to take and discuss the results with each other, leading to a better understanding of their own team dynamics and identifying ways to improve.
The instrument does not define a composite or average score, and it has not been validated for use in comparisons between agencies or time periods. LogicalOutcomes recommends that the indicator be average score for each of the five areas, and that the scores be used as a guide for improvement.
- Short name
- Team effectiveness impact
Statuses: [LogicalOutcomes: Recorded]The capacity of an organization to achieve its goals.
Partnerships for the goals
Statuses: [LogicalOutcomes: Recorded]United Nations Sustainable Development Goal 17: Revitalize the global partnership for sustainable development A successful sustainable development agenda requires partnerships ...
More important than individual characteristics is how a team functions as a whole. This tool is based on independent research and is broadly applicable to a variety of team types. The indicators are action-focused, simple, and valued.
Percentage of respondents who select 'agree' or 'strongly agree'
The number of questions (3)
Three data elements with a Likert scale measuring if teams agree or disagree with the statements.
- Strongly disagree = 1
- Disagree = 2
- Neither agree nor disagree = 3
- Agree = 4
- Strongly agree = 5
- Organization - community resources capacity (impact change), behavior rating code (OMS 2005) N
- Organization - community resources capacity (impact matters), behavior rating code (OMS 2005) N
- Organization - community resources capacity (impact well-being), behavior rating code (OMS 2005) N
Please see the overall indicator, Team effectiveness, for a preview of survey questions and links to the data elements belonging to the other four behaviors.
Teams that need to improve impact often frame work as “treading water”, and may have too many goals, limiting ability to make meaningful progress.
Please rate your level of agreement, from 1 "strongly disagree" to 5 "strongly agree"
9. Team members see their work as creating change for the better
10. Team members feel their work matters for a higher-order goal
11. Current team processes positively affect well-being
Google re:Work - Guide: Understand Team Effectiveness. (n.d.) Accessed March 10, 2017. https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/help-teams-determine-their-needs/
Chamberlain, Andrew. “What Matters More to Your Workforce than Money.” Harvard Business Review, January 17, 2017. https://hbr.org/2017/01/what-matters-more-to-your-workforce-than-money
* Edits were made to the definition according to Google re:Work's Team Effectiveness Discussion Guide for simpler readability and clarity.
-The tool is meant to help team members understand their own team dynamics and find ways to improve. Team members should answer the questions individually, then discuss the results with each other.
-The instrument does not define a numerical score, and it has not been validated for use in comparisons between agencies or time periods. LogicalOutcomes recommends that the indicator be the percentage of respondents who select 'agree' or 'strongly agree', and that the scores be used as a guide for improvement.
*Changed the indictor scoring from 'average score' to 'percentage of respondants who select 'agree' or 'strongly agree'.
Surveys and interviews
|Inputs and outputs||