Measuring the progress and effectiveness of the team is not the same as looking at the individual skill sets and / or behaviors of the members that make up the team.   Team builders will, at one time or another, face the challenge of fostering group harmony in groups where there are inevitably going to be flaws due to human nature. According to author Patrick Lencioni, human beings are inherently dysfunctional. Too often, leaders try to unite dysfunctional teams. Therefore, team builders must recognize and drive groups to overcome certain behavioral tendencies, many of which are negative and can bring down an entire organization. 

We have used a number of different paper instruments including those from Glenn Parker and Human Synergistics.  The model and assessment that we currently recommend is based on The Five Dysfunctions of a Team by Patrick Lencioni.  It best maps to our five collaborative leadership competencies

Comprised of 38 questions, the Team Assessment is a web-based tool that allows intact teams to assess, understand and act on their unique strengths and weaknesses. The detailed report also provides specific recommendations for overcoming potential team dysfunction.

Best-Selling Author's Five Dysfunctions Questionnaire Indicates Trend: 68% of teams struggle to confront one another on unproductive actions and behaviors

(Lafayette, CA) June 24, 2006 – The Table Group, the consulting firm of business author Patrick Lencioni, identifies a major trend plaguing teams today — team members readily avoid holding their peers accountable for both their performance and behaviors that might hurt the team.
The trend is a conclusion of The Table Group’s Online Team Assessment, a 38 question online tool that evaluates teams based on the model outlined in Lencioni’s New York Times best–selling book The Five Dysfunctions of a Team. Nearly 15,000 participants have taken the online assessment. A full 68% of teams scored "red" on accountability—or lowest on The Table Group’s three tiered rating scale of green-yellow-red. Other red scores for the remaining four dysfunctions include: absence of trust (44%), fear of conflict (39%), avoidance of commitment (25%) and inattention to results (28%).

This in itself represents a separate two / three day process where we incorporate various tools and systems to ensure that the executive team is onboard and in alignment.  The purpose is to align the team under a common vision and direction while taking into account different objectives and needs.  As stated in the Participant Material of Five Dysfunctions of a Team, the objective is simple:  To make substantial progress to becoming a more cohesive team.

From this, we design and plan with the client team a full scale and whole system change process.

Using a designed intervention that is specific to the organization and follows established whole scale change techniques not only communicates to the organization the intent and seriousness of senior management, it ensures that current and future objectives are on track.