Assessing Teamwork Capabilities

I was once asked to be on an interview panel for an IT engineering role. The hiring manager was comfortable evaluating candidates for their ability to do the technical side of the job, but he wanted me to assess how they would work with the rest of the team. This person would be working with non-technical employees, and it was important that whoever we hired be able to communicate effectively and build solid relationships. One candidate had the technical skills we were looking for, but was defensive in his interview with me and gave examples of his working style that showed inflexibility and lack of empathy toward others. The manager agreed with my feedback and we chose not to move him forward. He was shocked, and insisted that he had all the skills we were looking for – but what he didn’t understand was that our organization ranked collaboration and high EQ as highly as technical ability. In a positive work culture, having industry skills are only one piece of the puzzle. As leaders, it’s crucial to assess not only the hard skills of candidates but also their ability to connect with others and foster teamwork. Managers: reflect on your hiring practices! Do you have defined competencies for your open roles? Are you assessing a broad range of qualities in your interviews? Remember: the strongest teams are built with technical AND interpersonal skills working hand in hand.

Exciting news! 🥳 With the launch of our "Agile Mindset" model - developed in close collaboration with Dr. Karen Eilers - Columinity offers three powerful, science-backed models to help teams grow and improve! 👉 Model #1: Agile Team Effectiveness How effective is your Agile team? This evidence-based model, developed by Christiaan Verwijs and Prof. Dr. Daniel Russo, assesses key factors that drive team effectiveness. With insights from over 15,000 teams in our database, it helps teams understand and improve: - Team effectiveness - Responsiveness - Stakeholder concern/product ownership - Continuous improvement - Team autonomy - Management support 👉 Model #2: Teamwork Quality Developed by Christiaan Verwijs and Prof. Dr. Daniel Russo, with help from Ornela Vasiliauskaite, this model explores the essential aspects of teamwork. It assesses how capable a team is at actual teamwork, what defines high-quality teamwork, how team composition influences collaboration, and what organizations can do to support teamwork more effectively. Measure factors like: - Cohesion - Psychological safety - Goal commitment - Collaboration - Support structures for teamwork 👉 Model #3: Agile Mindset How Agile is the mindset in your team(s), and how does it impact team effectiveness? This evidence-based model assesses the attitudes typical to an Agile mindset and investigates to what extent a foundation is present to foster such a mindset. Measure factors like: - Customer co-creation - Knowledge impulses - Work design - Empowered self-guidance - Learning spirit - Collaborative exchange - Leadership By using these models, your team will: ✅ Gain valuable, evidence-based feedback ✅ Receive insights into key influencing factors and outcomes ✅ Get a personalized report with practical tips for improvement Are you curious to see how your team scores? Try the free version (https://columinity.com/try) and uncover actionable insights! Upgrade to access deeper analysis, spot trends, and gain organization-wide insights. Let’s build better teams—together! 🚀

One assessment method won’t cut it... Multi-methods unlock hidden potential. Relying on a single method misses the full picture: → It overlooks important skills and abilities. → It may lead to biased or incomplete evaluations. → It fails to identify specific areas for improvement. A multi-method approach paints a full picture: 1. Performance Reviews Deliver structured feedback to highlight growth areas. Focus on actionable steps to improve performance.     2. Surveys & Interviews Gain honest insights directly from key stakeholders. Uncover both strengths and hidden challenges.     3. Skills Gap Analysis Identify critical priorities for targeted development. Design plans to close gaps and build key skills.     4. Self-Assessments Encourage leaders to reflect on their unique strengths. Build self-awareness to fuel ongoing growth.     5. Team Discussions Foster collaboration to unlock team potential. Reveal hidden strengths within group dynamics. Mix at least three methods for real impact: ☑ Schedule regular feedback check-ins. ☑ Build impact skills like communication. ☑ Use tech for surveys and real-time data. Smart assessments drive future-ready leaders. Follow Jonathan Raynor. Reshare to help others.

𝐇𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰 𝐢𝐟 𝐲𝐨𝐮 𝐡𝐚𝐯𝐞 𝐭𝐡𝐞 𝐑𝐈𝐆𝐇𝐓 𝐩𝐞𝐨𝐩𝐥𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐑𝐈𝐆𝐇𝐓 𝐩𝐥𝐚𝐜𝐞𝐬? Here is a way to figure it out 👇 Over the years, I have had to come up with a quick, systematic way to assess the alignment of my team (sometimes myself). R.I.G.H.T. stands for Role, Impact, Growth, Habits, Teamwork. You can use it to check on five key areas of team fit and effectiveness. 🔹 The R.I.G.H.T. Framework: ✅ R - Role Fit (Are they in the right role?) -Does their work match their strengths? -Are they spending time on high-value work, staying busy, or struggling? -If they left today, would you re-hire them for the same role? If not: Reassign or clarify expectations. ✅ I - Impact (Do they create measurable value?) -Are they consistently delivering results? -Is their work moving the business forward, or just “activity”? (versus accomplishment) -Can they clearly articulate the value they bring to the team? If not: Dig into skills, clarity of goals, or alignment issues within the team. ✅ G - Growth Mindset (Are they improving over time?) -Do they seek feedback and actively learn from mistakes? -Are they developing new skills or stuck in place? -When given challenges, do lean in and engage, or do they pull away? If not: Are they stagnating? Challenge them or set improvement goals, and look at the example you are setting. ✅ H – Habits & Ownership (Do they work effectively?) -Do they take initiative or wait for instructions? -Are they accountable for their work, or do they make excuses? -Do they manage their time and priorities well? If not: Do they need help with accountability? Coach them or set clear goals and involve them in the process including consequences of not delivering. ✅ T - Team Fit (Do they elevate others?) -Do teammates trust and respect them? -Would their peers say they make the team better? -Do they contribute to a positive culture or create friction? If not: They may be a disruptive influence, or hurting morale. Address behaviors or consider other actions. 🔥 Would this system work for you? What would you tweak to make it better? Drop me a comment 👇

After studying hundreds of teams across sectors, I've developed this quick assessment to help you gauge your team's current state: 𝗥𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗼𝗻 𝘁𝗵𝗲𝘀𝗲 𝗶𝗻𝗱𝗶𝗰𝗮𝘁𝗼𝗿𝘀 (𝟭-𝗹𝗼𝘄 𝘁𝗼 𝟱-𝗵𝗶𝗴𝗵): 🔄 𝗣𝘂𝗿𝗽𝗼𝘀𝗲: Team members understand and agree on the team's purpose and goals  📊 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: The team consistently accomplishes what it sets out to achieve  🗣️ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Conversations are balanced, productive, and include diverse perspectives  🤝 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀: There are clear agreements about how decisions will be made  💪 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁: Members buy into decisions without hidden reservations  ⚙️ 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻: Members share expertise in ways that enhance productivity  🔎 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: The team regularly evaluates its process and productivity In my research, I've found that teams often score high on purpose but low on reflection—creating a dangerous hidden spot in their development. The most significant predictor? Teams that scored highest on "interpersonal communication" consistently outperformed all others on their ultimate outcomes. Want to take the full assessment with your team? It's available in The Art of Coaching Teams. What's the single most important indicator of team effectiveness in your experience? Let's discuss. P.S. Check out my on-demand webinar for leaders: 5 High-Impact Practices for Teams in Transition https://lnkd.in/gAZEj-ZC #TeamEffectiveness #LeadershipDevelopment #TeamAssessment #OrganizationalSuccess #TeamPerformance