Assessment 2.1


TEAM STRATEGY - PERSONAL ASSESSMENT

Single User - Snapshot Version - 14 Questions

A snapshot of how clear and well-communicated your team strategy is - as perceived by an individual.


 

 

 
 
Exceptional Teams are ‘crystal clear’ about: where their team is headed (vision and mission); behavioural and performance expectations (values and goals); how they measure progress of team members and the team as a whole (personal and team KPIs); and how they will monitor results (regular team and personal performance feedback). Exceptional Teams not only have a great strategy, they over-communicate it so that everyone is crystal clear about their roles, goals and expectations.

To start developing a Crystal Clear Strategy complete the questions below. You will get a graphic report on your strategic strengths, areas for growth and guidance on how to improve. This assessment is a Snapshot Version with 14 questions. For more detailed assessments go to the Assessments Page.
 

4 Key Qualities of a Crystal Clear Strategy (the outcomes you want)

A. SIMPLICITY
 
Does your team have a simple and easy-to-understand strategy that everyone knows?
No Strategy or
Very Complicated
Simple
Strategy

B. CLARITY
 
Are all team members very clear about where the company is heading, how it’s
going to get there, and how everyone should act along the way?
Unclear Goals
& Objectives
Clear Goals
& Objectives

C. FOCUS
 
Do all team members have guidelines, metrics and accountability processes to keep
them focussed on doing activities that help achieve strategic goals?
No Reminders of
Team Goals
Excellent Reminders
of Team Goals

D. ALIGNMENT
 
Does your team have suite of strategically linked action plans to communicate,
coordinate and connect the activities of different business units to ensure everyone is
working towards the same common goals?
Lack of Focus on
Common Goals
Everyone Focussed
on Common Goals

7 High-Impact Levers for a Crystal Clear Strategy (action areas for improvement)

1. SIMPLE PLANNING FRAMEWORK
Does your team have a clear and simple planning framework
that is easy-to-use and understand?
No Framework or
Very Complicated
Clear and Simple
Planning Framework

2. CLEAR STRATEGIC OBJECTIVES
Does your strategy have clear strategic objectives that include a
vision, mission and key goals that provide the ‘big picture’ for all strategies in the plan.
Unclear Strategic
Objectives
Clear Strategic
Objectives

3. CLEAR TARGETS & BENCHMARKS
Do you have a ‘Balanced Scorecard’ that organises critical success factors into
a system of metrics to measure key results areas and key performance indicators
for the organisation, teams and individuals. Are links to the vision, mission and
key goals clearly demonstrated. Are people accountable to them?
Unclear Targets
& Benchmarks
Clear Targets
and Benchmarks

4. CLEAR EXPECTATIONS OF BEHAVIOUR
Does your strategy articulate clear expectations of behaviour though relevant and
meaningful values and ground rules. Are people held accountable to those behaviours?
Unclear Expectations
of Behaviour
Clear Expectations
of Behaviour

5. REGULAR PERFORMANCE FEEDBACK
Do your people get clear regular feedback about organisational, team and
individual performance and results. Are there processes in place to recognise
successful outcomes and processes for improvement to address poor outcomes?
No
Feedback
Clear, Regular
Feedback

6. OVER-COMMUNICATE THE STRATEGY
Are all aspects of your strategy (vision, mission, values, key goals and metrics)
very well communicated through a wide range of communication channels?
Does every team member know them off-by-heart?
No Communication
of the Strategy
Excellent Comm-
unication of Strategy

7. CONNECT PEOPLE TO THE STRATEGY
Does your company have programs, events and activities to get your team engaged,
motivated and excited about the strategy? Are your people recognised when they
demonstrate behaviours that support and enable the strategy?
Low Connection
to Strategy
High Connection
to Strategy

3 Enabling Mindsets for a Crystal Clear Strategy (the mindsets you need to develop)

i. DESIRE TO PLAN
Does your team recognise the importance of planning and allocate
an adequate amount of time, energy and resources for it?
Little Time/Resources
for Planning
Ample Time/Resources
for Planning

ii. DESIRE TO MEASURE
Do you managers demonstrate that they value the use of relevant metrics
to set, track and monitor individual and team performance?
No Desire to Measure
or Track Performance
Strong Desire to Measure
and Track Performance

iii. DESIRE TO IMPROVE
Does your team demonstrate a desire to streamline and
improve strategic planning processes?
No Desire to
Improve Planning
Strong Desire to
Improve Planning


   
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