The 13 Key Performance Indicators for Highly Effective Teams by Ahmed Allam;Siantonas George;Siantonas Nicholas; & George Siantonas & Nicholas Siantonas

Author:Ahmed, Allam;Siantonas, George;Siantonas, Nicholas; & George Siantonas & Nicholas Siantonas
Language: eng
Format: epub
Publisher: Taylor & Francis Group

TABLE 5 Survey average data plotted against the average for the education sector

It is possible that this is as a result of the many changes within the sector over the last two decades which have meant those remaining in, or entering, have become more used to change and working with it. Perhaps because they inhabit a learning environment, the teams are aware of, and use, a variety of ‘creative thinking tools’ and techniques in their discussions and meetings.

Interestingly, even for this sector, E (Individual and team learning and development) is the lowest-scoring indicator. It appears that working in the learning field does not preserve organisations from the general low score in this area.

Table 5 shows the second lowest-scoring indicator is H (Sound team procedures and regular review), at 6.67. As with the telecommunications industry, a score in this range would indicate that current team processes and procedures could benefit from a thorough review. Some, rather than helping, may actually be felt to be hindering the effectiveness of the team. It may be that some less value-adding processes can be eliminated or at least streamlined. Perhaps long-established processes have simply not been modified in response to changing circumstances. There could also be improvements in the way in which the team reviews its work.

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