For every company that starts it, the journey to greater agility can be a long and challenging one. Depending on the level of effort, it can be a slow-moving initiative or a series of rapid, large-scale changes to the work environment. In either case, unless one knows the starting point, they can’t be sure where they’re headed. With a team assessment, one will get a baseline that can be used for planning, improvement, and implementation.
Setting a Frame of Reference
Like agile transformations, team assessments must begin with a frame of reference on which steps such as exploration and analysis are shaped. Otherwise, the effort will simply reflect the assessor’s views instead of a representation of the organization’s adherence to industry best practices. According to realtimecampaign.com, the chosen framework gives the assessor a set of concepts, terminology, and practices that every team member can understand. In simple terms, there must be a benchmark against which maturity is gauged. Managers and department heads can visit here to learn more about these methods.
Team assessments should be customized to meet an organization’s needs, but there are some common patterns and themes assessors use to plan and implement them. The assessment process typically involves activities such as:
Planning, scheduling, sampling, and scoping
Discovery and information gathering
Analysis of findings
A roadmap for action
Assessments focus on taking snapshots of an organization to determine its level of agility concerning a predefined scale. They also examine How Leaders Can Increase Engagement And Build Stronger Teams. In most cases, observations and findings are presented in a matrix that can be used to generate an action plan. Along with an executive summary and an in-depth report, this matrix is one of the first steps in a company’s transformation.
Not every team assessment is a complex affair requiring detailed scheduling and planning. After a baseline has been set, it’s more practical to take periodic, lightweight snapshots. Here are a few examples of the assessment modes used:
Self-assessment. Here, teams assess performance to track their progress toward a goal.
Peer assessments. Teams will assess one another to provide an outsider’s perspective.
Full assessments. During a full assessment, teams will set a baseline and/or measure interim progress.
Many organization heads are led to believe that off-the-rack solutions are the answer to all their agility questions. Firms like Tilt 365 can help business leaders tailor their approaches. While there are numerous ways to assess agility, the assessor is one of the most essential components.
The key to a successful assessment is the assessor’s ability to recognize patterns, analyze them, and make accurate observations and appropriate recommendations. This requires experience, knowledge, objectivity, collaboration, and common sense on the part of the assessor. Like most other aspects of the agile methodology, these skills are acquired through real-world experience. Therefore, choosing an effective assessor is an important consideration.
Assess Performance Find Ways to Improve
Most companies on the journey to greater agility know the value of regular assessments against a chosen framework. By offering a consistent, repeatable measurement ability, assessments complement and support continuous improvement while serving as a conduit for the promotion and exchange of industry best practices.