Team Cohesion Quiz

Is your team’s purpose well-established and understood by your team?(Required)

Our purpose is to drive results, end of story

We have a mission statement that we lean on often that guides us to our goals

We have a clear team charter with our what, who, and how, as well as a unique purpose statement with our why

How well do your team member’s individual values align with your team's core values?(Required)

We don't talk about values

My team's individual values are aligned with little or none of the values of my team as a whole

My team walks their talk with our values and takes aligned action

How collaborative is your team with your stakeholders?(Required)

There is a lot of tension between our team members and stakeholders

We try to get along well enough with stakeholders to get work done

We are confident and collaborative with our stakeholders and see our conversations as an opportunity to learn and grow

How psychologically safe might the team feel before, during, and after team meetings?(Required)

I have no idea what psychological safety is and why I would be responsible for that.

My team doesn’t often speak up or share new ideas. When we do, there is no conversation or challenging of ideas, and rarely is any action taken.

My team has a strong alliance where we trust and are committed to holding each other accountable for behaviors that may not be constructive.

How efficient are your teams’ internal processes currently?(Required)

My team is constantly putting out fires.

My team does what we need to do in a day's work and nothing more.

My team is open to revising our processes so that we can become more efficient and effective.

How well-defined is the team’s stakeholder mapping and inquisition process?(Required)

I don’t even know what this means.

My team knows who our stakeholders are but we don’t engage any more than necessary.

My team views the stakeholder mapping and interviewing process as an opportunity to learn, grow, and improve.

How well-defined is your practice for the team’s personal and professional development, individually and collectively?(Required)

We have no formal review process. If it gets done, it’s often after someone leaves, so HR can document turnover.

My team and I desperately want to spend time on personal and professional development but we can't find the time.

We dedicate time and energy to personal and professional development because it gives us valuable feedback and creates opportunities for growth so we can excel at our work and in our industry.

How resilient, agile, and strategic is your team when it comes to putting out fires?(Required)

My team is careless, inattentive, anxious, or avoidant when it comes to high-stress situations.

My team is disorganized and fearful of change but willing to move through challenges with the right encouragement.

My team is encouraged and recognized for being creative, forward-thinking, and identifying opportunities in challenges.

How often does the team reflect on its learnings, collectively?(Required)

Reflect? Are you kidding? We don’t have time for that nonsense.

We often reflect but don’t make changes to our team’s efforts or processes.

We love reflection because it is the foundation for agility and resilience and informs us of the ways we may shift or improve.

How is your team’s level of cohesion impacting the wider culture around the organization?(Required)

We’re just running with the masses and putting out our fires because everyone is out for themselves.

We’re interested in a company-wide shift but don’t know where to start and don’t have resources, support, or buy-in.

We’re leading the way and showing how a cohesive team has positive ripple effects in all directions.

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