Mannaz - founded as The Danish Leadership Institute/DIEU
Read more about the name
Team Maturity Inventory
Purpose and rationale of the TMI
Research and practice shows that in order to have a team to deliver outstanding performance, the team needs to be effective at three levels:
- The Individual level
- The Team level
- The Organisational level
At the individual level it is important that there is a clarity of the team goals and that there is sufficient individual commitment to these goals. The coaching role of the leader is key here.
At the team level focus should be on creating the right culture for the team to work in. If this will be disruptive to the customer.
At the organisational level the team is provided with the appropriate resources and support in order for the team to be able to deliver good quality performance on time.
The purpose of the TMI is to measure both the "hard" side and the "soft" side of the team work, inquiring into what has to be done, how and by whom.
In addition research and practice also show that team work can change in a rather short period, improvement can be measured within a couple of weeks.
It should be noted that the purpose of this instrument is not to show how the leader is doing or performing, but to give a picture of how the team as a whole is doing.
For the organisation:
- It helps the teams and their leaders to focus on facts.
- It gives "permission" to talk about the issues without creating an atmosphere of attacking individuals or the organisation.
- It is a conceptual toolbox to help to understand the issues.
- It puts the responsibility with the team.
- It drives to action and implementation.
For the users:
- It is simple and fast: by using a web-based solution it takes the individual about 15 min. to fill in the 32 questions.
- It is written in clear, straightforward language.
- It gives a transparant and non-treatening platform for team improvement.
For the HRD responsible:
- It is available in English, French and Dutch - and could be made available in any other language.
- It is customisable.
- It has Train-the-Trainer applicability.
- It can be used for tracking team performance at different stages.
- It can support Project Teams or Task Forces to do a fast team performance analysis after their formation stage.
Format and Usage
As a stand-alone product the TMI can be used by teams with a minimum of 6 team members, as mentioned before these might also be temporary project teams or task forces.
Once the team is defined, the team leader or the individual responsible sends the names and email addresses to the Mannaz survey administrator. Mannaz than will provide them with the questionnaire and password. As a next stage the team leader will receive from Mannaz a full report summarizing the feedback from all team members. It is for the team leader to use the different indicators of the report to discuss with his/her team for improvement actions.
This process can be facilitated by a Mannaz coach or through a Train-the-Trainer approach by an internal facilitator. A group facilitation session, based on the TMI reports can take from 2 hours to a full day. Individual coaching of a team leader by a Mannaz specialist can take from 1 to 3 hours.
Mannaz is able to providing facilitation services in different languages.
In order to ensure implementation, it is recommended that the team does at least one second measurement, e.g. in a time frame of 6 months.
This process can be fully integrated in a developmental programme such as Leadership Seminars, Development Centres, etc.
When an organisation uses this product for the first time an external facilitator or a Train-the-Trainer approach is most appropriate. The pricing of this support depends on the needs of the organisation.
If the TMI is used as an integrated module in a developmental programme co-designed and offered with Mannaz, the pricing will depend on the overall project scope and size.
The TMI measures 9 dimensions of team effectiveness.
- 1. Clarity of team objectives
- 2. Customer awareness
- 3. Commitment to team objectives
4. Team culture
5. Team spirit, respect, appreciation and fun
6. Optimisation of resources
7. Organisational support
- 8. Coaching from the leader
- 9. Delivering on promise
These dimensions are determined by 32 questions.
The measurement uses two scales:
- The importance of the factor for the success of the team.
- The appreciation for each factor in today's team performance.
Contact
For further information please contact Ms. Bente Thomassen, Programme Director, or Ms. Helle Stevenius, Programme Coordinator at our main office at tel. +45 4510 6000.
See more about Impact tools:
