Running Head: 10 Key Values For Assessment

Running Head 10 Key Values For Assessment1sseit 3jennifer L Call

SSEIT 3 Jennifer L. Callahan Doctor Hellen Hassell HSA-6186 April 7, 2019 Scholarly Journal 3c 10 Key Values for Assessment Chapter 17 presents 10 Key Values for Assessment. Explore each of them in your own words by answering the “Ask yourself” questions after each value section. Do this utilizing a professional team you have intimate knowledge of (past or present). Finally, outline TWO values to target for improvement with this based on problematic answers you gave to the ask yourself questions.

However, in this process, you must use at least TWO of the key Team Effectiveness components (i.e., activities, etiquette, participation, etc.) described in Chapter 18 in order to outline a plan as to how you would target and design your intervention to improve your team’s value base AND its overall performance. The key values are: 1. Competence 2. Awareness 3. Active Participation 4. Cohesiveness 5. Commonality 6. Commitment 7. Communication 8. Independence Versus Interdependence 9. Camaraderie 10. High Energy.

Paper For Above instruction

Effective team assessment is fundamental to enhancing team performance and achieving organizational goals. The ten key values outlined in Chapter 17—competence, awareness, active participation, cohesiveness, commonality, commitment, communication, independence versus interdependence, camaraderie, and high energy—serve as essential focal points for evaluating and improving team dynamics. This paper explores each value through self-assessment based on a professional team I have been part of, identifies areas for improvement, and proposes intervention strategies grounded in team effectiveness components discussed in Chapter 18.

1. Competence

Competence refers to the team's collective skills and knowledge necessary to accomplish tasks effectively. Ideally, team members should possess a balanced set of technical, interpersonal, and organizational skills, forming a triumvirate that fosters confidence and efficiency. In my professional experience, some team members lacked certain technical skills, which hampered project execution. The “ask yourself” question revealed that targeted skill development and cross-training could bolster overall competence. To improve, I recommend implementing structured training programs and mentoring to enhance team members' skill sets, ensuring a well-rounded triumvirate of skills.

2. Awareness

Awareness pertains to understanding the team's purpose, goals, norms, and individual roles. In my team, I noticed that not all members were fully aware of our collective objectives or how their roles contributed to overarching goals. Regular clarification and reinforcement of purpose through meetings and internal communications could foster greater awareness. Addressing this, I propose establishing clear role definitions and aligning individual responsibilities with team goals, ensuring all members are consciously aware of their contributions.

3. Active Participation

Active participation involves team members engaging consistently in activities and decision-making processes. In some instances, participation was uneven, with certain members dominating discussions while others remained passive. The “ask yourself” question indicated a need for promoting equitable participation. Using facilitation techniques such as round-robin sharing or structured input methods can ensure all voices are heard. An intervention plan includes setting participation expectations and creating a safe environment where every member feels comfortable contributing.

4. Cohesiveness

Team cohesiveness reflects the unity and mutual trust among members. While our team exhibited some cohesion, I was concerned about the potential for groupthink, which can undermine diverse viewpoints. Fostering an environment where dissent is welcomed and critical thinking is encouraged can prevent such pitfalls. To strengthen cohesion, I suggest regular team-building exercises and open forums that promote trust, while being vigilant about avoiding conformity pressures.

5. Commonality

Commonality refers to shared values or experiences that unify team members. Our team shared a strong commitment to organizational goals, which was helpful. However, fostering a deeper sense of shared identity could enhance collaboration further. I propose emphasizing shared values and celebrating team achievements to reinforce this commonality, leading to improved morale and cooperation.

6. Commitment

Commitment involves dedication to team goals and responsibilities. Initially, some members appeared disengaged from assigned tasks, signaling low commitment. The self-assessment highlighted that recognizing efforts and aligning individual incentives with team objectives can boost commitment. An effective intervention includes regular feedback, recognition programs, and aligning personal goals with team success to deepen engagement.

7. Communication

Effective communication is vital for coordination and clarity. Our team faced challenges with misunderstandings and delayed information sharing. Improving communication channels—such as implementing structured updates and utilizing collaborative tools—can lead to better outcomes. Training in active listening and providing feedback sessions will further improve communication quality.

8. Independence Versus Interdependence

This dimension measures how much team members rely on each other. Our team demonstrated moderate interdependence, with some members hesitant to seek assistance. Promoting a culture of shared support and empowering members to collaborate can enhance interdependence. Creating joint responsibilities and decision-making opportunities will foster empowerment and mutual reliance.

9. Camaraderie

Camaraderie reflects interpersonal bonds. Our team maintained good camaraderie, which contributed to a positive work environment. To sustain it, team-building activities and informal gatherings were effective. Continually encouraging open communication and recognizing personal efforts reinforce camaraderie.

10. High Energy

High energy levels correlate with productivity and motivation. Initially, some projects experienced fatigue or decreased enthusiasm. Recognizing these signs and introducing motivational strategies—such as celebrating milestones or incorporating variety in tasks—revitalized team enthusiasm. Promoting physical well-being and providing opportunities for skill development also sustain high energy levels.

Targeted Improvement Strategies

Based on the assessment, two key values requiring enhancement are competence and active participation. To address competence deficits, I recommend implementing targeted training sessions, workshops, and mentorship programs, aligning with the team effect component of activities—structured learning and development initiatives. For active participation, creating structured participation protocols and implementing facilitation techniques such as round-robin discussions will ensure equitable engagement, aligning with etiquette—setting norms for respectful and inclusive interactions.

Designing Interventions

Using these team effectiveness components, I would design an intervention plan that involves regular skills assessment and tailored training (to improve competence) and establishing clear participation guidelines (to promote active involvement). Facilitated team meetings with structured turn-taking and anonymous input methods can further encourage contributions from all members. These strategies foster a culture of continuous improvement, mutual support, and shared accountability, ultimately enhancing overall team performance and cohesion.

Conclusion

Effective team assessment through these ten key values provides a comprehensive framework for identifying strengths and areas for improvement. By applying targeted interventions grounded in team effectiveness components, teams can enhance their competency, engagement, and overall productivity. Continuous evaluation and adaptation of these strategies ensure sustained team development aligned with organizational objectives.

References

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