AI assessment of the team profile

The AI assessment takes your team's overall team scores as a starting point and looks for possible explanations and correlations that can help you interpret the TeamReflect results. It also suggests some actions that may be relevant to this particular team.

 

Here's an example:

 

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Introduction

This is just a simple interpretation of the results based on artificial intelligence, for those who want to get started quickly with their preparations. We recommend that you dive into the user manual for a more thorough preparation. It's important to involve all team members when working with the results of the TeamReflect survey. Establishing a clear context and understanding of the team's tasks before diving into the results will lay the foundation for a constructive discussion. This will also help the team to set goals and working methods that are in line with their shared ambitions.

 

Interpreting the results

The results of your team's TeamReflect survey show a varied experience of how your team works. Let's take a closer look at the different factors and their scores to understand what these results might mean for the team.

• Level of Agreement: With a score of 50, this shows that there is a moderate level of agreement among team members. This may indicate that there is some consistency in how the team perceives its processes, but there is also room for different perceptions. It's important to explore the areas of greatest disagreement to understand where the team can benefit from focusing on common understanding.
• Composition, Self-Determination, and Conflict Management: These factors score around 40, suggesting that the team is experiencing some challenge with how it is assembled and how decisions are made. This can affect the team's ability to handle conflicts constructively. It may be useful to discuss whether the team has the right skills and resources to carry out tasks effectively, and whether there is a need to adjust how tasks are delegated.
• Goal Orientation, Trust, and Cohesion: With lower scores on these factors, especially cohesion, it may be that the team is struggling to achieve a common understanding of goals and trust among members. This can result in low motivation and engagement. It can be helpful to work on defining clear goals and building trust through increased openness and communication.
• External Collaboration and Innovation: These factors also have low scores, which may indicate that the team is struggling to collaborate effectively with external parties and develop creative solutions. It may be useful to explore how the team can improve their communication and coordination with external stakeholders, as well as how they can foster a more innovative culture.
• Reflection: With a high score on reflection, it seems that the team is good at taking a meta-perspective and discussing their working methods. This is a strength that can be used to improve other areas, such as goal orientation and trust, by fostering a culture of continuous improvement and learning.
• Agility: With a score of 40, it may indicate that the team has some ability to adapt to change, but there is room for improvement. Focusing on strengthening the team's ability to share knowledge and maintain mutual trust can be useful for exploring new methods of continuous improvement.
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Diversity Icebreaker colours

If your team is already familiar with the use of colours from the Diversity Icebreaker concept, it may be useful to consider the results within the three main areas:

• Tasks (Blue) : Includes Composition, Self-Determination and Goal Orientation. The team is experiencing some challenge with how tasks are solved and who does what. This could be a focus area to improve the team's effectiveness.
• People (Red): Includes Conflict Management, Trust, Satisfaction and Cohesion. Here we see that the team can benefit from working on building stronger relationships and trust among members, which can improve overall satisfaction.
• Change (Green): Includes External Collaboration, Innovation and Reflection. The team has strengths in reflection, but there is room to improve external collaboration and innovation. Agility can also be included here, as a factor that can be strengthened to improve the team's ability to manage change.
  
   

Concrete actions

To inspire the planning of the seminar, the following actions can be considered:

• Joint vision work : Work on developing a common vision and goals for the team, which includes all members' perspectives and wishes. This can help to strengthen goal orientation and cohesion.
• Trust-building exercises: Conduct activities that promote openness and trust between team members. This can include team-building exercises or workshops that focus on communication and collaboration.
• Innovation workshop : Organise a workshop to explore creative solutions and new ways of working. This can help strengthen your team's ability to innovate and collaborate externally.
• Reflection meetings : Continue to promote team reflection by organising regular meetings where the team can discuss what is working well and what can be improved.
• Customisation and Agility : Work on improving your team's ability to adapt to change by sharing knowledge and maintaining mutual trust.

These suggestions are meant as inspiration, and it's important to adapt the actions to your team's specific needs and context. Remember that your team may have addressed other needs that you want to prioritise.

 

Conclusion

It's important to remember that this analysis is based on an artificial intelligence interpretation of the results, and it's always a good idea to double-check and validate important information. By working with these insights, your team can strengthen their collaboration and performance. Good luck with your preparations for the seminar, and remember to create a positive and inclusive atmosphere where everyone feels heard and valued. This will lay the foundation for a successful team development process!

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