To get the greatest impact with Team Dashboard, integrate the resources and Insights into your daily routine. Consider the following best practices to integrate Team Dashboard into your team meetings, individual development plans, performance conversations, and coaching engagements.
Workshop: Use our detailed presentation to run a team-building workshop after each team member completes the Discovery step. The workshop gives everyone on the team an opportunity to start applying what they’ve learned.
Expert-Facilitated Workshops (Optional): If you want to take it up a notch, use our certified facilitators to run a team workshop. Our designated facilitator will talk with you ahead of time to coordinate logistic, collaborate on overall goals for the workshop, and learn more about your current team structure and challenges. Team-building activities can be fun and educational, and our experts will help your team celebrate strengths, improve harmony, understand conflict, and enhance decision-making. Contact us at firstname.lastname@example.org for more information.
Supporting Your Team Member Development: Team Dashboard enables you as a leader to provide more effective coaching and development support. You can work with each member of your team to build personalized learning and development plans and review progress regularly:
Step 1: Start by asking each member to review the Development Insights and identify 1 or 2 items that they feel could help them work more effectively. For the select item(s), ask them to create an Action Item.
Step 2: For each team member, you can ask them to identify a working relationship that they would like to improve. Ask them to review the specific Relationship Insights for working with that individual, and identify 1 or 2 Action Items for improving that relationship.
Step 3 For each selected Action Item, your team member will receive reminder emails on the Action Items that includes a question “how are they doing.” In your weekly or monthly meetings, ask them to open up Team Dashboard, review their response to “how they are doing,” and ask them to give examples of why they feel they are doing well, making progress, or not doing so well.
Step 4: As you complete an Action Item, you can start the process as part of a continuous learning cycle. You may also consider adding a new Lens for the team member and entire team to expand understanding, learning, and team development opportunities.
Conflict Management: As team members encounter relationship challenges, refer them to Team Dashboard to find perspective and insights on how they might adapt their behavior to get better results. Ask them to review the Insights and suggestion how they might approach the situation in a different way.
TeamPulse: We recommend that you incorporate TeamPulse into your regular team meetings to assure visibility and action that will promote important drivers of team effectiveness. Use this review template as a guide:
Step 1: Review TeamPulse results. What attributes are rated the highest? Or the lowest? Why? What attributes have changed over time?
Step 2: Discuss: Ask team members to provide their feedback on what they feel might have caused any changes in ratings? Or why a given attribute may be rated lower than others. Ask the team what they can do to improve performance on that attribute. If you want the team to move forward, creating an open and psychologically safe environment to discuss what need to change is essential. Warning: Ask questions and do not become defensive. Whether accurate or inaccurate, and whether you agree or don’t agree, let team members express how they feel.
Step 3: Discuss: What should the team start doing?
Step 4: Discuss: What should the team stop doing?
Step 5: Discuss: What should the team continue doing?
Step 6: Set goals and assign action items for the upcoming week or month and remind the team that TeamPulse will be measured by a certain date to monitor progress.