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Evaluating Your Teams At Home

The following Team Profile was developed by Olson, Murphy, and Olson at the University of Idaho. It is designed to be completed by each member of a team to give a picture of how the team is functioning in four important areas, 1) role clarification, 2) communication, 3) goal setting and planning, and 4) effective meetings. More information is available in an article by Jennifer Olson, Ph.D. and Cari Lee Murphy, Ed. D. in Volume 2 #3 of Exceptional Children page 2-8.

You may print this page to assess your team functioning back home. Additional copies of the Team Profile Survey are available from Jennifer Olson, University of Idaho, 129 West Third, Moscow Idaho 83843 or by contacting Jennifer Olson at jenn@uidaho.edu.

Team Profile
Almost Never	Some- times	Often	Very Frequ- ently	Almost Always	Reflect on your team as a whole. For each item, select the appropriate number which best corresponds with your view/opinion.
					1. Team members are clear on their roles.
					2. Team members listen to one another.
					3. Team members check to understand what others are saying.
					4. Team members understand and could identify group norms
					5. Goals and objectives are set by the whole team.
					6. Timelines (due dates) are set for each team goal.
					7. Goals are accomplished within set timelines.
					8. All members are encouraged to participate.
					9. Differences of opinion are expressed face-to-face.
					10. The usual reaction to disagreement is a willingness to listen and problem solve.
					Our team meetings:
					11. Start on time.
					12. Have an agenda.
					13. Have a facilitator.
					14. Have time limits for agenda items.
					15. Include a plan for "who will do what by when."
					16. Are summarized in writing at the end of the meeting.
					17. Are evaluated by members for effectiveness.
					18. Have a recorder who writes down outcomes.
					19. Are productive and an efficient use of time.
					20. End on time.

21. To what extent do I feel a real part of the team?
Not really a part of this team.	Generally outside, except for one or two short periods	Sometimes in, sometimes out.	A part of this team most of the time.	Completely a part of the team.
22. How safe is it in this team to be at ease, relaxed, and myself?
It would be foolish to be oneself on this team.	I am fearful about being myself.	Generally, I feel I have to be careful about what I say or do.	Most people accept me if I am myself.	I feel perfectly safe to be myself.
23. To what extent do I keep my opinions "under wraps," that is, have ideas or feelings that I do not bring into the open?
Almost completely under wraps.	Under wraps many times.	Sometimes free and expressive.	Quite free and expressive much of the time.	Almost completely free and expressive.
24. How effective is the team in including all members in making decisions?
We do not encourage everyone to share their ideas.	Only ideas of a few members are used in making decisions.	We hear the views of most members before making decisions.	A few are hesitant about sharing opinions but we generally have good participation.	Everyone feels his or her ideas are given a fair hearing before decisions are made.
25. How clear are the goals that the team is working toward?
I do not understand the goals of our team.	Much of what we are doing is not clear.	Sometimes I am clear on goals, other times I am not.	I understand most of what we are doing.	I am well aware of all the goals of our team.
26. How well does the team progress toward its goals and related tasks?
Coasts, loafs, makes no progress.	Makes a little progress, most members loaf.	Progress is slow, spurts of effective work.	Above average in progress and pace of work.	Works well, achieves definite progress.
27. The way the team operates is largely influenced by:
One team member.	A clique or group.	Shifts from one person or clique to another.	Shared by most members.	Shared by all members.
28. Who accepts responsibility for most of the tasks of the team?
Nobody (except perhaps one) really assumes responsibility for work done.	Only a few assume responsibility for work done.	About half assume responsibility for work done.	A majority of the members assume responsibility for work done.	Each person assumes personal responsibility for work done.
29. How are differences or conflicts handled by the team?
Differences or conflicts are denied, suppressed, or avoided at all costs.	Differences or conflicts are recognized but discussed outside of the team.	Differences or conflicts are recognized and some members attempt to work through them.	Differences and conflicts are recognized and most (but not all) members attempt to work through them.	Differences and conflicts are recognized and the team works through them satisfactorily.
30. What is the typical style of leadership on the team?
The leader dominates the team.	The leader tends to control the team, although people generally agree.	There is some give and take between the leader and the team members.	Team members relate easily to the leader and are able to give input.	Team members respect the leader, everyone participates, and no one dominates.

If the IFSP process is not going the way you'd like, Nebraska has a mediation option. For more information, see our mediation page.

Evaluating Your Teams At Home

Team Profile

What is an IFSP? I The Cornerstones I Developing an IFSP I What's Next?