Team Diagnostic Assessment Tool (TDA)
The TDA regards the team as a “system” -- not simply a roll up of individual member assessment results. The team itself is seen as its own body with spoken and unspoken rules, vision, ideas, blind spots, expectations, and even moods. The team is explored as its own entity, independent of the needs of any single member. The spirit of a team infects and influences the individuals and plays a significant role in how the team works together and what the team produces.
By viewing the team as a system, the individual members are less likely to be defensive or tempted to blame one another.
Instead, they are guided to:
Most current organizational and executive coaching paradigms focus on assessing and coaching the team as a collection of individuals. In this traditional model, assessments are used to measure the characteristics and performance of individual team members. These individual assessments are then aggregated to form a team profile. The limitation of this approach is that the team is represented as discrete data points rather than the system as a whole. Team members view their results in a comparative fashion, looking to see how they have responded vis a vis the other team members. This personal filter separates the individual team members from the system. The unique profile of the team as its own entity is lost.
Creating Sustainable Results
Teams exist to produce results. Research shows that the most successful teams have the means in place to take action and they build effective relationships to motivate and sustain action.
The Team Diagnostic™ Assessment is built on these two fundamental axes:
Having the tools and materials is not enough to achieve outstanding results without a high level of positive engagement and ways to neutralize negativity.
The Team Diagnostic™ Assessment model defines seven separate productivity factors and seven positivity factors. This constellation of strengths provides a complete picture for high-performing teams.
Assessment Administration
Team members go on-line to access the instrument; when the team is complete, responses are compiled in aggregate in a de-identified manner for the whole team. The result is an anonymous and candid report from the team, including their responses to a customized set of open-ended questions. With anonymity protected teams members are more frank and the results more revealing.
Optimism Inc. offers three different TDA reports:
To get the proper read of results, the TDA should be deployed prior to the commencement of team coaching, followed by at least six months of team coaching (including development of team goals), and only then be followed up by a second TDA survey to be administered no earlier than six months after the first TDA is deployed, but may be administered up to a year after the first deployment.*
(*It is not recommended to redeploy the TDA prior to 6 months, as change takes time, and earlier redeployment is not likely to show significant and sustainable change on the assessment instrument.)
If you are interested in deploying the TDA in your organization, contact us via the link below, so that we can determine an appropriate implementation process customized to your specific needs.
To return to main Assessment
Page, click here
To return to the Team
Coaching Page, click here
To return to "About Us"
Page, click here
Ready to talk? Click to contact us.
By viewing the team as a system, the individual members are less likely to be defensive or tempted to blame one another.
Instead, they are guided to:
- assess how the team as a system is doing
- determine collectively what wants to change
- create an action plan & next steps relative to team goals
- be held accountable to each other and the coach as a team
Most current organizational and executive coaching paradigms focus on assessing and coaching the team as a collection of individuals. In this traditional model, assessments are used to measure the characteristics and performance of individual team members. These individual assessments are then aggregated to form a team profile. The limitation of this approach is that the team is represented as discrete data points rather than the system as a whole. Team members view their results in a comparative fashion, looking to see how they have responded vis a vis the other team members. This personal filter separates the individual team members from the system. The unique profile of the team as its own entity is lost.
Creating Sustainable Results
Teams exist to produce results. Research shows that the most successful teams have the means in place to take action and they build effective relationships to motivate and sustain action.
The Team Diagnostic™ Assessment is built on these two fundamental axes:
- factors that optimize productivity
- factors that promote positivity.
Having the tools and materials is not enough to achieve outstanding results without a high level of positive engagement and ways to neutralize negativity.
The Team Diagnostic™ Assessment model defines seven separate productivity factors and seven positivity factors. This constellation of strengths provides a complete picture for high-performing teams.
Assessment Administration
Team members go on-line to access the instrument; when the team is complete, responses are compiled in aggregate in a de-identified manner for the whole team. The result is an anonymous and candid report from the team, including their responses to a customized set of open-ended questions. With anonymity protected teams members are more frank and the results more revealing.
Optimism Inc. offers three different TDA reports:
- The Team View (how the team sees itself)
- The Leader View (how the leader of the team views the team)
- The Cross-Functional View (how other departments interacting with the team view the team)
To get the proper read of results, the TDA should be deployed prior to the commencement of team coaching, followed by at least six months of team coaching (including development of team goals), and only then be followed up by a second TDA survey to be administered no earlier than six months after the first TDA is deployed, but may be administered up to a year after the first deployment.*
(*It is not recommended to redeploy the TDA prior to 6 months, as change takes time, and earlier redeployment is not likely to show significant and sustainable change on the assessment instrument.)
If you are interested in deploying the TDA in your organization, contact us via the link below, so that we can determine an appropriate implementation process customized to your specific needs.
To return to main Assessment
Page, click here
To return to the Team
Coaching Page, click here
To return to "About Us"
Page, click here
Ready to talk? Click to contact us.
