We started looking at The Forrester/Drexler Team Performance Indicator (TPI) in our last blog and will take a closer look today. The TPI is a 21 “question” examination of a team member’s perception of the seven steps in the TPM chart. 21 statements with six adjectives listed beneath them. The statements are presented to each team member and they are asked to check all that apply. Three of the adjectives are positive, three of them are negative. For example:
Our team’s purpose is:
-An organizational priority -Undervalued by the organization
This question is actually made up of three separate statements or “critical questions” (unseen by the test-taker), which are as follows:
- How clear is our team’s purpose?
- How important is the team’s work in my view?
- What value does the organization place on our team’s work?
After reading an individuals responses, it may be determined that they think the goals are vague, the team’s execution is sloppy, and the interactions among team members are boring, but there is no area for “comments”. For this reason, a discussion about the results of the TPI with the entire team is key to ensure it’s successful use. All team member’s views must be compared, contrasted, heard, and validated, to understand the issues that need to be worked on and the strengths that can be utilized and built upon.
See the following sample: