The Unify Team Assessment has been built around the world-renowned Insights Discovery model of behaviour and incorporates research completed by big data company Google during Project Aristotle. This combination makes it the perfect complement to any in-office, hybrid or remote team development programme. The framework consists of four pillars (Drive, Social, Belonging and Rigour) and sixteen facets that enable high-performance teamworking.
The Unify Team Assessment brings a data-driven approach to team development.
The diagnostic benchmarks performance, unearths hidden issues, creates clarity and embeds personal accountability for team development.
How it works.
Each team member completes an anonymous online survey based on how they see the team's performance. This consists of 48 statements, all of which filter into 16 areas of high-performing teams. The survey takes about 15 minutes.
The results are then shared with the team during a facilitated workshop. This can be with an experienced Unify facilitator or managed in-house.
During the workshop, each team member works through the data to pull out observations, themes and low and high-scoring elements. Once the data has been interrogated, the facilitator guides the team through a process to reach tangible actions with individual and team accountability.
Three to six months later, the team will recomplete the online survey to compare results. This re-completion will show ground travelled and unearth new team challenges, perceptions and actions.
Behaviours to Tangibles.
The sixteen facets measured identify not only the behavioural needs of a team, but the tangible team skills required to become outstanding. Each of the sixteen facets are underpinned by three statements that will challenge the way a team performs in each, and bring clarity around what that facet means to each team member.
The Team Assessment can be repeated over time. The comparison reports show both previous and new scores, giving recipients an immediate indication of progress made and highlighting new actions for continuous improvement.
Such an easy tool to use, and there's so much data to work with!
- Paula Knight, Thredd
The Sixteen Facets.
Ownership
Each team member takes ownership of and responsibility for their work. They are accountable for the results.
Follow-through
Team members do what they say they will do, showing resilience and not shying away from the difficult tasks.
Purpose
The team has a clear purpose, objectives that align with that purpose and the drive to achieve their goals.
Direction
Everyone knows where they are going and how they will get there, working together as a team.
Communication
Team members communicate clearly and effectively, with consideration for others.
Vision
The organisation's vision is clearly communicated and team goals are aligned with this.
Innovation
Continuous improvement is a way of life for the team, with new ideas welcomed and explored.
Collaboration
Team members work together effectively, play to their strengths and support colleagues.
Listening
Team members can talk freely, without judgement, everyone gets a chance to speak and to be heard.
Psychological Safety
Team members trust each other, admit to their mistakes and apologise when required.
Inclusivity
Team members feel valued and respected, value and respect their colleagues and feel comfortable working together.
Equity
Everyone has access to the resources and support they require in a way that addresses their needs.
Information
Knowledge and information are shared freely; discussions lead to action plans.
Meetings
Meetings are engaging, with clear objectives and outcomes that everyone commits to after an open discussion.
Process
Processes are fit for purpose and followed by all, but are challenged when someone sees a better way.
Roles
Roles and responsibilities are well defined and current. Clear communication takes place when tasks or objectives intersect.
Take the guesswork out of team development.
Digging deeper into the data.
Each facet is scored and ranked in ascending order according to the collective opinion of the team.
When previous scores are overlaid, teams can easily see what's moved up and what's next to work on.
Aligning opinions.
The report offers data on how each statement has been scored, the variance of opinion, and how many people share that opinion.
Comparing opinions to previous scores is a good way to ensure everyone is on the same page and ambiguity does not creep in, thereby avoiding uncertainty and misdirection.
Optional subset of data.
View your team's performance through the lens of The Five Functions of High-Performing teams
As an additional demonstration of how the team is performing, a subset of data shows the teams results through our take on Patrick Lencioni's Five Functions of High-Performing Teams.
This model is highly facilitative and based on his seminal work in 2002 'The Five Dysfunctions of a Team' where he describes Trust, Conflict, Commitment, Accountability and Results.
This can be included in your report at no extra cost.