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OVERALL RESULTS
The behavioral data is based on all team members’ perceptions of the behaviors observed in the team. They are used to evaluate your team's effectiveness, the Cost of Lost Productivity, and the leader’s effectiveness with that team.
LEGEND
RED = Low Effectiveness - requires immediate attention
PURPLE = Medium Effectiveness - needs improvement
BLUE = High Effectiveness - continue to build on strengths
TEAM EFFECTIVENESS
Vivo Team has identified that there are six key indicators that contribute to team effectiveness—communication, accountability, interactive feedback, structures, emotional intelligence, and cohesion. Your Team Effectiveness score is derived from the results of the leader’s and team members' responses to the statements in these key indicators.
COST OF LOST PRODUCTIVITY
The Cost of Lost Productivity is derived from the results of the leader’s and team members' responses to the statements in the six key indicators of team effectiveness - Communication, Accountability, Emotional Intelligence, Structures, Interactive Feedback and Cohesion. The responses are run through an algorithm that calculates, in dollars the Cost of Lost Productivity which is validated by the University of British Columbia Statistics Department.
TEAM FUNCTION
The team’s average score in each of the three areas of competence, motivation, and collaboration.
Competence is the ability to consistently perform a task to expectations.
Motivation is the willingness to persist in spite of difficulties.
Collaboration is working effectively together to achieve a defined goal.
6 KEY INDICATORS
Communication
51Accountability
70Interactive Feedback
61Emotional Intelligence
75Structures
58Cohesion
65Communication
TEAM SCORE SUMMARY
Communication
68Accountability
79Interactive Feedback
72Emotional Intelligence
82Structures
68Cohesion
71Communication
TEAM SCORE SUMMARY
Communication
Clear and open communication between team members reduces misunderstanding, minimizes work delays, and enhances overall productivity.
| 1 | People on my team speak up when they have a disagreement about a decision. |
| 2 | People on my team often act on facts, rather than assumptions, about what others are saying or doing. |
| 3 | My team takes the necessary time to ensure everybody understands the facts, challenges, and opportunities of each project. |
| 4 | My team is committed to keeping communication open in order to clarify and resolve issues. |
| 5 | My team members ask people who are being silent in a discussion to contribute and share their views. |
| 6 | My team members show an interest in what others are saying. |
| 7 | If a member of my team gets 'stuck' while explaining an issue, other members will help them out. |
| 8 | Members of my team are able to empathize with others, in order to better understand their motives and perspectives. |
| 9 | My team members invite and respect dissenting opinions |
Communication
Clear and open communication between team members reduces misunderstanding, minimizes work delays, and enhances overall productivity.
~
| +17 | Difference | +33% | Performance |
| 1 | People on my team speak up when they have a disagreement about a decision. |
| 2 | People on my team often act on facts, rather than assumptions, about what others are saying or doing. |
| 3 | My team takes the necessary time to ensure everybody understands the facts, challenges, and opportunities of each project. |
| 4 | My team is committed to keeping communication open in order to clarify and resolve issues. |
| 5 | My team members ask people who are being silent in a discussion to contribute and share their views. |
| 6 | My team members show an interest in what others are saying. |
| 7 | If a member of my team gets 'stuck' while explaining an issue, other members will help them out. |
| 8 | Members of my team are able to empathize with others, in order to better understand their motives and perspectives. |
| 9 | My team members invite and respect dissenting opinions |
Accountability
Accountability is having developed the skills and motivation to get things done on time and up to expectations.
| 10 | My team members are able to accomplish their given tasks and duties. |
| 11 | My team members have the courage to be direct with one another - to hold one another accountable to the performance and success of the projects we work on. |
| 12 | My team members take responsibility for events over which they have control, whether they are positive or negative. |
| 13 | If something goes wrong, my team members acknowledge it, apologize for their part, and clearly articulate the next steps to solve the problem. |
| 14 | My team members fulfill their tasks to the best of their abilities, while articulating their recent wins and troubles. |
| 15 | My team members are committed to striving toward the best task/project outcome. |
| 16 | When appropriate, my team members go beyond their own tasks to help out the others. |
| 17 | Regarding recourse, my team members have the means to enforce agreements in the event of non-performance by any other member. |
| 18 | My team acknowledges each other's expertise in order to use it to the advantage of the project outcome. |
Accountability
Accountability is having developed the skills and motivation to get things done on time and up to expectations.
~
| +9 | Difference | +13% | Performance |
| 10 | My team members are able to accomplish their given tasks and duties. |
| 11 | My team members have the courage to be direct with one another - to hold one another accountable to the performance and success of the projects we work on. |
| 12 | My team members take responsibility for events over which they have control, whether they are positive or negative. |
| 13 | If something goes wrong, my team members acknowledge it, apologize for their part, and clearly articulate the next steps to solve the problem. |
| 14 | My team members fulfill their tasks to the best of their abilities, while articulating their recent wins and troubles. |
| 15 | My team members are committed to striving toward the best task/project outcome. |
| 16 | When appropriate, my team members go beyond their own tasks to help out the others. |
| 17 | Regarding recourse, my team members have the means to enforce agreements in the event of non-performance by any other member. |
| 18 | My team acknowledges each other's expertise in order to use it to the advantage of the project outcome. |
Interactive Feedback
Ongoing interactive feedback between team members is a basic essential requirement for improving team effectiveness and performance.
| 19 | My team members give and receive feedback in a direct, respectful way. |
| 20 | My team members describe what happened by articulating "demonstrated and noticed behaviours", particularly when something has gone wrong. |
| 21 | My team members effectively address negative dynamics between each other. |
| 22 | My team members let each other know that their problematic behaviours have a negative effect on the team. |
| 23 | After giving feedback, my team members ask follow-up questions to ensure I understand their ideas, and a mutually beneficial outcome. |
| 24 | My team members choose to turn difficult conversations into productive exchanges. |
| 25 | My team members share strengths and weaknesses so that projects can be finished in the most effective way. |
| 26 | Together, my team members create real, positive changes in other people by helping rather than criticizing them. |
| 27 | My team members recognize and appreciate the strengths that each of us brings to the team. |
Interactive Feedback
Ongoing interactive feedback between team members is a basic essential requirement for improving team effectiveness and performance.
~
| +11 | Difference | +18% | Performance |
| 19 | My team members give and receive feedback in a direct, respectful way. |
| 20 | My team members describe what happened by articulating "demonstrated and noticed behaviours", particularly when something has gone wrong. |
| 21 | My team members effectively address negative dynamics between each other. |
| 22 | My team members let each other know that their problematic behaviours have a negative effect on the team. |
| 23 | After giving feedback, my team members ask follow-up questions to ensure I understand their ideas, and a mutually beneficial outcome. |
| 24 | My team members choose to turn difficult conversations into productive exchanges. |
| 25 | My team members share strengths and weaknesses so that projects can be finished in the most effective way. |
| 26 | Together, my team members create real, positive changes in other people by helping rather than criticizing them. |
| 27 | My team members recognize and appreciate the strengths that each of us brings to the team. |
Emotional Intelligence
Self-awareness and management, empathy, leader assertiveness, and social skills are required for building psychological safety amongst team members which leads to more collaboration.
| 28 | My team members can disengage from emotionally charged discussions, and quickly shift back into productive conversations. |
| 29 | In group discussions, my team members can acknowledge each other's responses and then keep asking questions, based on what they are saying. |
| 30 | My team members demonstrate a willingness to discuss their viewpoint in a clear and direct manner. |
| 31 | My team members manage their emotions well in stressful situations. |
| 32 | When we have a misunderstanding, my team takes the time to clearly address its source. |
| 33 | There is a low level of drama on our team. |
| 34 | My team is able to work together in stressful situations. |
| 35 | My team members have an ethic of reciprocity - we understand that there will be give and take among all of us over time, and that each individual issue may not be perfectly balanced. |
| 36 | My team members are open to being influenced by each other. |
Emotional Intelligence
Self-awareness and management, empathy, leader assertiveness, and social skills are required for building psychological safety amongst team members which leads to more collaboration.
~
| +7 | Difference | +9% | Performance |
| 28 | My team members can disengage from emotionally charged discussions, and quickly shift back into productive conversations. |
| 29 | In group discussions, my team members can acknowledge each other's responses and then keep asking questions, based on what they are saying. |
| 30 | My team members demonstrate a willingness to discuss their viewpoint in a clear and direct manner. |
| 31 | My team members manage their emotions well in stressful situations. |
| 32 | When we have a misunderstanding, my team takes the time to clearly address its source. |
| 33 | There is a low level of drama on our team. |
| 34 | My team is able to work together in stressful situations. |
| 35 | My team members have an ethic of reciprocity - we understand that there will be give and take among all of us over time, and that each individual issue may not be perfectly balanced. |
| 36 | My team members are open to being influenced by each other. |
Structures
Unifying and streamlining work processes and related behavioral norms builds the foundation for efficient and successful teams.
| 37 | My team meetings are always efficient. |
| 38 | My team is able to make decisions effectively. |
| 39 | My team has articulated norms for how we engage during our regular meetings. |
| 40 | My team members look forward to our team meetings |
| 41 | My team members are motivated to make our meetings as productive as possible - we speak up, listen well, and hold each other accountable |
| 42 | My team members develop connections to build rapport and mutual trust. |
| 43 | My team members accept responsibility for the overall efficacy of our team meetings. |
| 44 | My team's meetings are collaborative, engaging, and productive. |
| 45 | In our meetings, I value and respect the input of my team members. |
Structures
Unifying and streamlining work processes and related behavioral norms builds the foundation for efficient and successful teams.
~
| +10 | Difference | +17% | Performance |
| 37 | My team meetings are always efficient. |
| 38 | My team is able to make decisions effectively. |
| 39 | My team has articulated norms for how we engage during our regular meetings. |
| 40 | My team members look forward to our team meetings |
| 41 | My team members are motivated to make our meetings as productive as possible - we speak up, listen well, and hold each other accountable |
| 42 | My team members develop connections to build rapport and mutual trust. |
| 43 | My team members accept responsibility for the overall efficacy of our team meetings. |
| 44 | My team's meetings are collaborative, engaging, and productive. |
| 45 | In our meetings, I value and respect the input of my team members. |
Cohesion
Team cohesion positively impacts project outcomes, client satisfaction, team engagement, and collaboration resulting in increased success and productivity.
| 46 | My team members positively influence the behaviour of others. |
| 47 | My team members clearly understand our contribution to the company's key goals. |
| 48 | Although we have one leader on this team, we often rely on the individual expertise of another member depending on the situation. |
| 49 | My team members are collectively committed to excellence. |
| 50 | My team members care about me and my work. |
| 51 | My team members want to work with each other. |
| 52 | My team members cooperate in order to be more productive. |
| 53 | My team members help each other out when necessary. |
| 54 | My team members have a sufficient understanding of each other's roles. |
Cohesion
Team cohesion positively impacts project outcomes, client satisfaction, team engagement, and collaboration resulting in increased success and productivity.
~
| +6 | Difference | +9% | Performance |
| 46 | My team members positively influence the behaviour of others. |
| 47 | My team members clearly understand our contribution to the company's key goals. |
| 48 | Although we have one leader on this team, we often rely on the individual expertise of another member depending on the situation. |
| 49 | My team members are collectively committed to excellence. |
| 50 | My team members care about me and my work. |
| 51 | My team members want to work with each other. |
| 52 | My team members cooperate in order to be more productive. |
| 53 | My team members help each other out when necessary. |
| 54 | My team members have a sufficient understanding of each other's roles. |
TEAM ALIGNMENT
The graph below shows how aligned your team is on any given VSR. Team names are removed to ensure anonymity.
TEAM / LEADER ALIGNMENT
The graph below indicates how well the team members and leader are aligned in their scoring of the six key indicators.
LEADER EFFECTIVENESS
The Leader Effectiveness Score is a measure of the difference between how a leader perceives their behaviors and how the team members perceive the leaders’ behaviors. The ability of a leader to influence and be effective with their team is directly related to whether the team members perceive the leader’s behaviors to be helpful or not helpful.
LEADER EFFECTIVENESS SCORE
Leader Self Perception
77
| Statements with the greatest variation between team members ONLY are highlighted below. | |
| 1 | My team leader clearly communicates the reasons for their decisions. |
| 2 | My team leader clearly illustrates how our team's actions are related to an overall strategy. |
| 3 | My team leader involves the team in decisions that affect us. |
| 4 | My team leader is accountable for their actions (they do the things that they say they will do). |
| 5 | My team leader holds the team members accountable. |
| 6 | My team leader inspires us to do the best we can. |
| 7 | My team leader ensures that we, the team members, have the necessary skills to succeed. |
| 8 | My team leader helps us to learn from our mistakes, and move forward. |
| 9 | My team leader provides us the resources needed so that we can do our jobs well. |
| 10 | My team leader facilitates team interactions that result in trust, transparency, and open dialogue. |
LEADER EFFECTIVENESS SCORE
Leader Self Perception
78
| Statements with the greatest variation between team members ONLY are highlighted below. | |
| 1 | My team leader clearly communicates the reasons for their decisions. |
| 2 | My team leader clearly illustrates how our team's actions are related to an overall strategy. |
| 3 | My team leader involves the team in decisions that affect us. |
| 4 | My team leader is accountable for their actions (they do the things that they say they will do). |
| 5 | My team leader holds the team members accountable. |
| 6 | My team leader inspires us to do the best we can. |
| 7 | My team leader ensures that we, the team members, have the necessary skills to succeed. |
| 8 | My team leader helps us to learn from our mistakes, and move forward. |
| 9 | My team leader provides us the resources needed so that we can do our jobs well. |
| 10 | My team leader facilitates team interactions that result in trust, transparency, and open dialogue. |