Understanding how well your team is performing is like knowing your car’s fuel gauge—without regular checks, you risk stalling out on the highway to success. With the rise of remote work, hybrid models, and cross-functional teams, the need for regular team assessments has never been more critical. Let’s face it: even the best teams can drift off course, and without a clear picture of where you stand, it’s easy to go from a high-performing machine to a dysfunctional disaster.
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Acknowledge the power of team assessments—a tool that can diagnose, recalibrate, and fuel your team’s performance. It’s like taking your car in for a tune-up but for your workplace engine. And trust me, every team needs a tune-up.
Why Team Assessments Matter
Before we dive into the "how," let’s talk about the "why." Regular team assessments provide insight into not just what’s going wrong but what’s going right. The most effective leaders today—from Satya Nadella of Microsoft to Jacinda Ardern of New Zealand—have understood the importance of fostering self-awareness within their teams. As legendary basketball coach Phil Jackson said, “The strength of the team is each individual member. The strength of each member is the team.”
Team assessments offer the opportunity to amplify that strength by shining a light on blind spots, reinforcing strengths, and providing a roadmap for improvement. Consider the work of Lencioni in The Five Dysfunctions of a Team. He highlights how unresolved issues such as lack of trust, avoidance of accountability, and fear of conflict can sabotage a team from the inside. Regular assessments give you the clarity needed to tackle these dysfunctions head-on. It’s like a mirror for your team—sometimes what you see isn’t pretty, but it’s necessary for growth.
Different Types of Team Assessments
Team assessments aren’t a one-size-fits-all proposition. Just like there are different leadership styles, there are different types of assessments, each offering unique insights into team performance.
1. Self-Assessments
Sometimes, the first person to ask about performance is yourself. Encourage each team member to evaluate their own contributions and behaviors. Self-assessments build self-awareness and accountability, two pillars of personal development. In the Effective Personal Productivity program, Paul J. Meyer emphasizes the importance of introspection to identify areas of improvement. Think of it like those end-of-year Spotify Wraps—you get an unfiltered look at your most-played songs (or in this case, behaviors). Did you engage in productive communication, or did you overplay the “procrastination anthem” too many times this year?
2. 360-Degree Feedback
Want the full picture? 360-degree assessments allow team members to evaluate each other. Leaders, peers, and even subordinates offer feedback, ensuring that no stone is left unturned. This holistic approach ensures everyone gets a fresh perspective on their impact, which is especially valuable for leaders who might have blind spots about their influence on the team.
According to research from the Journal of Organizational Behavior, companies that implement 360-degree feedback see a significant improvement in employee performance and engagement. Think of this as the “all-access backstage pass” to your team’s inner workings.
3. Personality Assessments
Knowing your team’s personality dynamics can improve collaboration tenfold. Tools like Myers-Briggs, DiSC, and the Enneagram help map out how each person approaches conflict, communication, and decision-making. As Simon Sinek said, “The goal is not to be perfect by the end. The goal is to be better today.” By understanding who you’re working with, you can tap into each person’s strengths and avoid unnecessary friction.
Personality assessments also help leaders assign tasks in ways that play to individual strengths. Need a creative problem solver? Ask the “ENFP” on your team. Want a detailed plan? Give that task to your “ISTJ.”
4. Skills Gap Analysis
No team has it all, and that’s okay. What’s not okay is letting those gaps go unaddressed. Skills gap assessments help you pinpoint where your team is lacking critical skills or knowledge. Whether it’s technological expertise or leadership abilities, a skills gap analysis helps tailor development programs or recruitment efforts to shore up deficiencies.
It’s like scanning the Avengers to find out who’s missing their superpower. Sure, Iron Man is cool, but without Hulk’s brute strength or Black Widow’s agility, the team wouldn’t win half its battles. Knowing where your team is lacking allows you to fill the gaps strategically.
5. Behavioral Assessments
Behavioral assessments focus on how team members react in various scenarios—stress, conflict, change, or competition. The Effective Team Development program highlights how different team members' behaviors, both positive and negative, contribute to the overall success of the group. This is especially critical in high-pressure environments where tempers can flare and egos collide.
Understanding behavioral triggers can help you navigate conflicts before they become toxic. As Brené Brown would say, “Clear is kind. Unclear is unkind.” Behavioral assessments make sure you’re leading with clarity.
How Assessments Improve Performance
Now that we’ve covered the types of assessments, let’s explore how these tools drive performance.
1. Clarifying Roles and Expectations
Ever felt lost in a team project because no one knew who was doing what? Assessments clarify roles, responsibilities, and expectations. By identifying overlapping duties or gaps in accountability, you can avoid the dreaded “I thought they were handling it” conversation.
This clarity improves performance by allowing team members to focus on their core tasks without worrying about stepping on someone else’s toes. It’s like organizing a well-choreographed dance—everyone knows their moves.
2. Enhancing Communication
Regular assessments reveal how well your team communicates—whether it’s emails, meetings, or Slack messages. Do some members dominate the conversation? Are others too quiet? Using tools like 360-degree feedback can improve the flow of communication and ensure that everyone’s voice is heard.
Just as Oprah once said, “The biggest adventure you can take is to live the life of your dreams,” clear communication allows everyone to contribute to that dream, ensuring nothing gets lost in translation.
3. Boosting Accountability
Without accountability, even the best plans fall apart. Assessments hold everyone accountable for their contributions, whether they’re leading a project or providing support. In LMI’s Effective Strategic Leadership program, accountability is described as the glue that holds teams together.
It’s like being in a band—if the drummer drops the beat, the whole song falls apart. Accountability ensures that each team member is playing their part.
4. Improving Morale
When people feel heard and valued, morale skyrockets. Regular assessments provide employees with the opportunity to voice concerns, celebrate wins, and feel part of the team’s direction. According to Gallup, teams with higher engagement levels outperform those without by 21% in profitability. Why? Because people are more committed when they know their input matters.
Just think of Serena Williams: she didn’t become a great player by ignoring feedback. She thrived because she constantly assessed her game and made adjustments to perform at the highest level. Your team is no different.
The Right Time for Assessment? Yesterday.
If your team is running without assessments, it’s like flying a plane without a compass. You might think you’re headed in the right direction, but without feedback, how would you know? The time to start team assessments isn’t tomorrow or next week—it’s now.
Like Bruce Springsteen sings in Dancing in the Dark, “You can't start a fire without a spark.” Team assessments are that spark. They ignite the engine of progress, ensure you’re not just going through the motions, and make sure every member is pulling in the same direction.
Final Thoughts
Incorporating regular team assessments is a game-changer. Whether you’re diagnosing communication breakdowns, identifying skills gaps, or simply ensuring everyone is aligned, assessments provide the blueprint for consistent improvement. As with any good strategy, it requires commitment, transparency, and a willingness to adapt. After all, you wouldn’t drive your car for years without checking the engine—don’t let your team run on empty either.
Start now. Take the pulse of your team and fine-tune your path to greatness.
Renwick Brutus' career has spanned roles as research economist, wealth manager, entrepreneur, consultant, executive coach and author. He holds an MBA from Fordham University and has been recognized for his outstanding achievement in sales and business leadership. Today, Renwick applies his unique blend of business strategy and interpersonal skills to help individuals flourish and companies grow. He owns multiple ventures, coaches business leaders and speaks on becoming irresistible and financially invincible. Contact him by email and LinkedIn.
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