Team Development Scale

1. To what extent do I feel a real part of the team?

On the outside, not really part of the team

Generally outside, except for one or two short periods

On the edge, sometimes in, sometimes out

A part most of the time

Completely a part all the time

2. To what extent do I feel “under wraps,” that is, have private thoughts, unspoken reservations, or unexpressed feelings and opinions that I have not felt comfortable bringing out in the open?

Almost completely under wraps

Under wraps many times

Slightly more free and expressive than under wraps

Quite free and expressive much of the time

Almost completely free and expressive

3. How effective are we, in our team, in getting out and using the ideas, opinions, and information of all team members when making decisions?

We don’t really encourage everyone to share their ideas, opinions, and information with the team in making decisions

Only the ideas, opinions, and information of a few members are really known and used in making decisions

Sometimes we fear the views of most members before making decisions and sometimes we disregard most members

A few are sometimes hesitant about sharing their opinions, but we generally have good participation in making decisions

Everyone feels his or her ideas, opinions, and information is given a fair hearing before decisions are made

4. To what extent do you believe the goals the team is working toward are understood and have meaning to you?

I really do not understand or feel involved in the goals of the team

Much of the activity is not clear or meaningful to me

A few things we are doing are clear and meaningful

I feel fairly good, but some things are not too clear or meaningful

I feel extremely good about goals of our team

5. Our planning and the way we operate as a team is largely influenced by:

One or two team members

A “clique”

Shifts from one person or clique to another

Shared by most of the members, some left out

Shared by all members of the team

6. What is the level of responsibility for our work in our team?

Nobody (except perhaps one) really assumes responsibility for getting work done

Only a few assume responsibility for getting work done

About half assume responsibility, about half do not

A majority of the members assume responsibility for getting work done

Each person assumes personal responsibility for getting work done

7. How are differences or conflicts handled in our team?

Differences or conflicts are denied, suppressed, or avoided at all costs

Differences or conflicts are recognized, but remain unresolved mostly

Differences or conflicts are recognized and some attempts are made to work them through by some members, often outside the team meetings

Differences or conflicts are recognized and some attempts are made to deal with them in our team

Differences or conflicts are recognized and the team usually is working them through satisfactorily

8. How do people relate to Germán as the leader of this team?

The leader dominates the team and people are often fearful or passive

The leader tends to control the team, although people generally agree with the leaders decision

There is some give and take between the leader and the team members

Team members relate easily to the leader and are able to influence leader decisions

Team members respect the leader, but they work together as a unified team with everyone participating and no one dominates

9. How well do we work as a team NOW?

I try and avoid it because there is not much need to work together

We get the job done, but not without frustration

We work together fairly well

10. How well do we NEED to be working together in the future?

We don’t really need to work together that often

When we have a common business need, we should work together well

We should work together well all the time