This is a suggested action guide with steps to review and then debrief the team health check results with your team.  Your role as leader is to facilitate and encourage the team to identify and implement the actions, not for you to do it all yourself.  It is the team leaders role to set the expectation and demonstrate the behaviour.  It is the team's role to do it.  

Be curious and ask lots of questions.  The data gives us clues, the guide gives us a starting point, the discussion and your team will give you the answers.

Prepare for Your Team Conversation

1. Filter the Dashboard Tab for your team's results.  Print this page to share with your team.  Note all other tabs, as a team leader, are for your reference only. 

2. The questions are in order of a hierarchy of needs i.e. you won't be interested in opportunities to learn and grow, if you don't have the materials and equipment to get your job done.  

3. Review each of the supporting reports within the team health check Completions Breakdown Tab, Exploring Themes, Team Heat Map PLUS Analysis Guide.  Work your way through the Analysis Guide and note any discoveries/assumptions and questions you may have of your team.

4. Review the online insight guides for the four questions specifically mentioned in the Analysis Guide.  To access the insight guide click on the question number in the Dashboard Tab report which will open up a web page of visis https://www.jasonbiggs.nz/team-health-check-report.  Here you find insights, further questions to ask, a team activity to unpack, and suggested actions.

5. Review the comments report to see how this supports the data.  Note the comments report was e-mailed separately.  If you need a copy e-mail hello@jasonbiggs.nz

6. Formulate 1-2 questions that you would like to ask your team about the results. There is space to note these in the analysis guide

Debrief the Results with Your Team

1. Share the dashboard results with your team

2. Explain how to read the report

   • It’s a snapshot in time

   • Each score is an average from the number of people who have responded.  5 represents when a need is consistently met.  Based on Gallup benchmarks for the overall score 4 = top 1/3, 4.1 = top 20%, 4.2 = top 7%

   • It’s a hierarchy.  Pay close attention to the bottom two levels of the hierarchy (Basic Needs and Individual Needs)

   • The 1st colour coded column compares the score with itself, to determine the highest & lowest performing item.  There will always be a bright red and bright green

   • The 2nd column (with arrows, and if data is available) shows the strongest and weakest changes vs. the previous measure

   • The 3rd column (with arrows) is benchmarking the measure with the average across all your organisations results

   • The 4th column (with arrows) is benchmarking the measure against all results from people who have responded across all organisations who have taken this team health check

3. Ask your team the questions. You can capture the discussion in the template at the link below.

   • Do any of the results surprise you?

   • What areas of engagement are strong for our team? What are we doing that makes this a strong result?

   • What areas of engagement are opportunities for our team? What are we not doing that makes this an opportunity?

   • Which question should we focus on as a team?

Create An Action Plan with Your Team

1. Define which ONE of the 12 questions your team want to focus on 

2. Define The Engagement Item by asking your team "What does it look and feel like when this item is perfectly executed?"  If the team have completed a CliftonStrengths profile, call on those people high in Strategic Thinking themes to answer the question first

3. Determine Builders and Breakers what positively or negatively affects the team’s level of engagement on this item?  Ask the questions as follows.  If the team have completed a CliftonStrengths profile, call on those people high in Influencing themes to answer the question first

   • What are the things that positively influence, or build, this engagement item for us?

   • What are the things that get in the way, or break, this engagement item for us?

4. Identify Actions If the team have completed a CliftonStrengths profile, call on those people high in Executing themes to answer the question first

   • What actions do we need to start doing to build engagement on this item?

   • What actions do we need to stop doing to build engagement on this item?

   • What actions should we continue doing to build engagement on this item?

5. Conduct Follow Up If the team have completed a CliftonStrengths profile, call on those people high in Relationship Building themes to answer the question first

   • Who is best to lead each action item?

   • When and how should we check on progress?  Could we create a standard agenda item in our team meeting?

   • When we achieve our goals how should we recognise and celebrate as a team?

To capture the output from this conversation, leverage the template at the following link.