Assignfinal8o3 – 6 to 8 pages (see APA Guidelines above)  The final paper in this course is an assessment of your team and an action plan for how you will

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Assignfinal8o3 – 6 to 8 pages (see APA Guidelines above) 

The final paper in this course is an assessment of your team and an action plan for how you will improve your deficiencies and support your strengths. 

In your paper, first evaluate the results of your assessment by considering output from the assessment tool. What does this tell you about your team? Where are your strengths and weaknesses? To what extent can those strengths and weaknesses be controlled by the team leader? Next, write a reasonably realistic action plan to address areas of weakness that you find and great support for your areas of strength. Finally, provide an assessment of what would happen to your team if you fail to address the identified concerns. Leading Teams

Assessment: How Well Does
Your Team Function?
by Jessica M. Logan, Courtney L. Holladay, Andreas (Andy) Schumacher, and

Darrell Simmons

February 28, 2019

Summary.   

Fuse/Getty Images

Teams are a critical part of today’s workforce – but they’re often

unsuccessful. Some of the reasons for failure include problems with coordination,

motivation, and competition – as well as waiting too long to address these issues.

How do you know if your team is… more

https://hbr.org/topic/leading-teams

https://hbr.org/search?term=jessica%20m.%20logan

https://hbr.org/search?term=courtney%20l.%20holladay

https://hbr.org/search?term=andreas%20(andy)%20schumacher

https://hbr.org/search?term=darrell%20simmons

Teams are a critical part of today’s workforce — but they’re often

unsuccessful. One wide-ranging study looking across industries

found that 75% of cross-department teams are dysfunctional.

Some of the reasons for failure include problems with

coordination, motivation, and competition — as well as waiting

too long to address these issues.

How do you know if your team is working at the highest level? We

crafted an assessment of 23 items designed to help members of a

team become more aware of how it functions. By assessing a

series of factors known to influence a team’s success — such as

team purpose, commitment, talent, norms, goals, morale, and

rewards — you can examine how well your team is functioning

and see what levers might be most effective for improving

productivity and satisfaction.

Our tool has been validated by both current team theory and

existing team assessments, and we’ve deployed it within 14 teams

at a large-scale health care organization. We’ve received positive

initial feedback that it helped those teams diagnose where they

need to focus to be more effective.

https://hbr.org/2015/06/75-of-cross-functional-teams-are-dysfunctional

https://hbr.org/2009/05/why-teams-dont-work

https://collaboration-llc.com/2012/10/the-bottom-line-know-thyself-know-thy-team/

https://www.mdanderson.org/content/dam/mdanderson/documents/about-md-anderson/careers/MoT_SIOP_draft_9.13.17_FINAL.pdf

https://s3.amazonaws.com/academia.edu.documents/28454985/the_discipline_of_teams.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1537976212&Signature=NIQUgAwIvbnBui5Aq4gS8%2FSRLWw%3D&response-content-disposition=inline%3B%20filename%3DThe_wisdom_of_teams_Creating_the_high-pe.pdf

https://hbr.org/2005/07/the-discipline-of-teams

http://journals.sagepub.com/doi/full/10.1111/j.1529-1006.2005.00022.x#_i22

http://www.apa.org/science/about/psa/2004/06/hackman.aspx

https://onlinelibrary.wiley.com/doi/epdf/10.1111/j.1475-6773.2006.00566.x

https://onlinelibrary.wiley.com/doi/pdf/10.1002/hrm.20407

http://journals.sagepub.com/doi/pdf/10.1177/107179190200900105

ASSESSMENT

How Well Does Your
Team Function? –
Results
by Jessica Logan and Courtney Holladay

You’re on a high performing team

This team is not only ready to go, they are ready to climb the
highest mountains! It’s likely that there is only some ne-
tuning needed to maintain or elevate your status to a truly
high performing team. Focus on 1-2 areas to work on in the
next few months to further solidify and sustain your team’s
commitment and morale. Foster good team dynamics and
reiterate your team’s vision to sustain cohesion and
productivity. Remember, amazing teams don’t just happen,
they take nurturing. So take time to celebrate the exceptional
levels of performance, even if they have become the “norm”
for this team. And try to have other members and leaders
routinely assess the team as well, so everyone is involved in
evaluating progress, commitment, and energy.

YOUR SCORE

PURPOSE

BUY-IN & COMMITMENT

COMPLEMENTARY SKILLS & T…

NORMS & RULES

GOALS & ACCOUNTABILITY

MORALE

CHALLENGE, RECOGNITION, …

MEASURE RESULTS

LEADER COACHING
0 5

YOUR SCORE

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Jessica M. Logan, PhD, is a Sr. Organizational
Development Consultant for Houston
Methodist Hospital. A former research scientist
and faculty member with a specialty in
cognitive neuroscience, she now puts research
to work in the world of healthcare and
organizational development. She received her
doctorate in Experimental Psychology from
Washington University in St. Louis. She is also
an ICF Professional Certified Coach focusing on
career and leadership coaching.

Courtney L. Holladay, Ph.D. is the Executive
Director of the Leadership Institute within
Human Resources at the University of Texas
MD Anderson Cancer Center. She received her
Master’s and Doctoral degrees in Industrial
Organizational Psychology from Rice
University, holds her license as a psychologist
in the state of Texas and has earned her
International Coach Federation credential as
an executive coach at the professional certified
coach level.

Andreas (Andy) Schumacher, Ph.D. serves as
an Organizational Development Consultant in
the Leadership Institute within Human
Resources at the University of Texas MD
Anderson Cancer Center. He received both his
Bachelors of Business Administration and
Economics, and his MBA from the Westphalian
Wilhelms-University in Muenster, Germany,

JL

CH

AS

https://hbr.org/search?term=jessica%20m.%20logan&search_type=search-all

https://hbr.org/search?term=courtney%20l.%20holladay&search_type=search-all

https://hbr.org/search?term=andreas%20(andy)%20schumacher&search_type=search-all

and his Doctorate in Industrial / Organizational
Psychology from Capella University. Among
other certifications he has earned his
International Coach Federation credential as
an executive coach at the professional certified
coach level (PCC).

Darrell Simmons, J.D. is a Leadership
Practitioner in the Leadership Institute within
Human Resources at the University of Texas
MD Anderson Cancer Center. He holds a Doctor
of Jurisprudence from Thurgood Marshall
School of Law and is also an International
Coaching Federation Professional Certified
Coach and a Newfield Network Certified Coach.

DS

https://hbr.org/search?term=andreas%20(andy)%20schumacher&search_type=search-all

https://hbr.org/search?term=darrell%20simmons&search_type=search-all

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