Follow these instructions:

Please respond to the following statements by writing a number from the scale below in the space given.

When you are finished answering all the questions, press the button at the bottom of the exercise to tabulate your score.

Your answers should reflect your attitudes and behavior as they are now, not as you would like them to be. Be Honest. This instrument is designed to help you discover your level of competency in empowering and delegating so you can tailor your learning to your specific needs.

After completing the exercise, consult the comparison data at the bottom of the page.

Consult the scoring key in the Team Development Behaviors Section of the answers page to find out how the scores were tabulated.



Please type the number corresponding to the approriate rating:

Rating Scale
6 Strongly Agree
5 Agree
4 Slightly Agree
3 Slightly Disagree
2 Disagree
1 Strongly Disagree

When attempting to build and lead an effective team:

1. I am knowledgeable about the different stages of development that teams can go through in their life cycles.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

2. When a team first forms, I make certain that all team members are introduced to one another at the outset.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

3. When the team first comes together, I provide directions, answer team members' questions, and clarify goals, expectations, and procedures.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

4. I help team members establish a foundation of trust among one another and between themselves and me.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

5. I ensure that standards of excellence--not mediocrity or mere acceptability--characterize the team's work.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

6. I provide a great deal of feedback to team members regarding their performance.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

7. I encourage team members to balance individual autonomy with interdependence among other team members.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

8. I help team members become at least as commited to the success of the team as to their own personal success.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

9. I help members learn to play roles that assist the team in accomplishing its task as well as building strong interpersonal relationships.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

10. I articulate a clear, exciting, passionate vision of what the team can achieve.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

11. I help team members become committed to the team vision.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

12. I encourage a win/win philosophy in the team: that is, when one member wins, every member wins.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

13. I help the team avoid "groupthink" or making the group's survival more important than accomplishing its goal.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

14. I use formal process management procedures to help the group become faster, more efficient, and more productive, and to prevent errors.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

15. I encourage team members to represent the team's vision, goals, and accomplishments to outsiders.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

16. I diagnose and capitalize on the team's core competence.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

17. I encourage the team to achieve dramatic breakthrough innovations as well as small continuous improvements.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

18. I help the team work toward preventing mistakes, not just correcting them after-the-fact.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

When preparing for and conducting team meetings:

19. I make certain that the purpose of a meeting is clear.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

20. I ensure that the proper number and mix of people are invited to attend.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

21. I prepare an agenda for every meeting.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

22. I distribute the meeting agenda in advance, follow up after the meeting with minutes, and make certain that assignments are carried out.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

23. I have a clear idea of the stages an effective meeting should pass through, from start to finish.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree

24. I manage difficult team members effectively through supportive communication, collaborative conflict management, and empowerment.
Strongly Disagree 1 2 3 4 5 6 Strongly Agree



After you have answered ALL 24 questions, please press the button to tabulate your scores.
Press to clear the page.

These are your scores in the different areas covered in the exercise:

Assessment
Skill Area
Diagnosing team development
Managing the forming stage
Managing the conforming stage
Managing the storming stage
Managing the performing stage
Managing team meetings

Total Score


Comparison Data

Compare your scores to three comparison standards: (1) Compare your score with the maximum possible (144). (2) Compare your score with the scores of other students in your class. (3) Compare your score to a norm group consisting of 500 business school students. In comparison to the norm group, if you scored
114 or above you are in the top quartile.
97-113 you are in the second quartile.
80-96 you are in the third quartile.
80 or below you are in the bottom quartile.


To see how these scores were computed, you can go to the Team Development Behaviors Section of the answers page.

"Building Effective Teams" exercises taken from Developing Management Skills by David A. Whetton and Kim S. Cameron