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Team effectiveness: impact, percentage of respondents who select 'agree' or 'strongly agree' (Indicator)

Definition

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.

 

Alternate names:

Short name
Team effectiveness impact

Outcome Areas

Rationale

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.

Calculation rules

Computation Rule:

Percentage of respondents who select 'agree' or 'strongly agree' 
The number of questions (3)

Numerators

Three data elements with a Likert scale measuring if teams agree or disagree with the statements.

Comments

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.

Impact

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

 

References

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'.

Additional Attributes

Slot name Type Value Similar
Collection

OCASI

265
Data collection

Surveys and interviews

32
Inputs and outputs

Organizational capacity

17
Terms of use

This content is from rework.withgoogle.com (the "Website") and may be used for non-commercial purposes in accordance with the terms of use set forth on the Website https://rework.withgoogle.com/terms/

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