TeamBuilders WorldWide offers training and development programs that help organizations improve team and leadership dynamics and realize their high-performance potential. The FiveSTAR Team Performance is just one of several tools used by TBW to tailor a results driven program for global businesses.

1. www.teambuilders.com

3. 3 Third Edition The balance of Task, People and Processes

4. Results prepared for: SAMPLE PROFILE

5. Reliability

6. Team Stages of Development High Process “How we do it” High Relationships “People” Low SYNERGISTIC COHESIVE CONFLICT DEPENDENCY LowTask: “What We Do”High

7. Team Stages of Development High Process “How we do it” Tuckman Model High Relationships “People” Low PERFORMING NORMING STORMING FORMING SYNERGISTIC COHESIVE CONFLICT DEPENDENCY LowTask: “What We Do”High

9. Questioning

10. Cautious

11. Establish belonging

12. Politeness

13. Looking for guidance and direction from leadershipFORMING DEPENDENCY LowTask: “What We Do”High

15. Nonaligned goals

16. Confusion and inept feelings

17. Political behavior

18. Silos or camps

19. Non closure

20. Lack of Communication

21. CompetitiveSTORMING CONFLICT LowTask: “What We Do”High

22. Team Stages of Development High Process “How we do it” High Relationships “People” Low This is a critical stage in a teams development. It basically takes one of four courses: CONFLICT LowTask: “What We Do”High

24. Not the right people

25. Lets call it a dayCONFLICT LowTask: “What We Do”High

27. I did my job

28. Productive with restricted qualityCONFLICT LowTask: “What We Do”High

30. Polite

31. Non-productiveCONFLICT LowTask: “What We Do”High

33. Polite

35. I did my job

36. Productive with restricted qualityCONFLICT DEPENDENCY LowTask: “What We Do”High

38. Polite

40. I did my job

41. Productive with restricted qualityCONFLICT DEPENDENCY LowTask: “What We Do”High

43. Confidence issues

44. Communication issues

45. Commitment issues…that all needs time to heal.

47. Disagreement, which allows members to see things in a different light

48. The diversity becomes an asset

49. Commitment is strongerCONFLICT LowTask: “What We Do”High

51. Sense of Team

52. Open feedback

53. Norms are established

54. Trusting

55. Supportive

56. Progress/successLowTask: “What We Do”High

58. Shared leadership

59. Clear roles with accumulative impact

60. Candor

61. Pride

62. Successfully achieving objectives

63. High quality standardsLowTask: “What We Do”High

64. Core Competencies of Teams High Process “How we do it” High Relationships “People” Low TRUST COMMUNICATION VISION ROLE CLARITY LowTask: “What We Do”High

66. The chain of command is clear.

68. Who am I answering to?

70. The “why’s” of our business.

72. Inspiring and uplifting.

73. Check in the box work.

75. Survival.

77. Inspect VS Expect.

78. Efficient.

79. Open & honest.

80. Not afraid of conflict.

81. Keep it close to the vest.

82. I assumed you understood.

83. I sent you an email last month.

84. Guarded.

86. Candid and direct.

88. True to thy self.

89. Fully armored.

90. Filtered.

91. When did that happen?

92. Perceived as weakness.

94. Statistical Medians 3.20 2.80 2.60 2.40 3.00

96. Leaving meetings fully aligned.

97. Actions, decisions and behaviors are about the team.

98. Total commitment to one another.

99. Motivated and energized.High Relationships “People” Low 4.550 LowTask: “What We Do”High

102. The Median is the middle of a distribution: half the scores are above the median and half are below the median. The median is less sensitive to extreme scores.

103. Variance is a measure of how spread out a distribution is.

105. Validity Validity Validity is the degree to which an instrument measures what it intends to measure, and the degree to which the “stuff" that the instrument measures has meaning. The FiveStar TPI® is intended to understand and predict a group’s stage of development, core competencies and the behaviors associated with them. The FiveStar TPI® is a test-retest but we are not looking for thereliability of consistency, yet the self-validation of increasing and decreasing numbers in respective categories. Performance strategies indicate desired outcomes and the multiple administration of The FiveStar TPI® addresses the issues of validity and the question, "Is this stuff real?" Remember, validity is the degree to which an instrument measures what it intends to measure. By enhanced team performance scores in relationship to goals is self validating.