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Parker's Team Player Survey

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Shelly Snider

on 27 February 2015

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Transcript of Parker's Team Player Survey

Affirm your strengths
Look for teams and organizations in which your strengths are appreciated

Extend your repertoire by incorporating more of the strengths of other styles

Develop your ability to analyze your team

Be aware of your tendency to become an ineffective team player – to use your strengths to excess

Increasing Your Effectiveness as a Team Player

1. Revisit team goals to check progress

2. See the importance of working well together

3. Object to team actions with which they disagree

4. Complete their team assignments on time

18. In relating to other team members, at times I get annoyed because they don’t

1. Responsible and hardworking

2. Committed and flexible

3. Enthusiastic and humorous

4. Honest and authentic

17. Most of the time I am

1. Independent

2. Dependable

3. Imaginative

4. Participative

16. People have often described me as

1. The team’s mission and goals

2. A consensus of team members

3. An open and candid assessment of the issues

4. The weight of the evidence

14. I believe team decisions should be based on

1. Are not able to be as assertive as I am

2. Don’t live up to my standards of quality

3. Don’t think about long-range issues

4. Don’t care about how the team works together

12. At times I make other team members uncomfortable because they

1. Try to meet and get to know other team members

2. Ask pointed questions about our goals and methods

3. Want to know what is expected of me

4. Seek clarity about our basic mission

11. When a new team is forming I usually

1. A perfectionist

2. Unwilling to reassess the team’s mission or goals

3. Not serious about getting the real job done

4. A nitpicker

9. Sometimes other team members see me as

1. Push for increased emphasis on listening, feedback, and participation

2. Press for a candid discussion of our problems

3. Work hard to provide more and better information

4. Suggest that we revisit our basic mission

7. When things go wrong on the team I usually

1. Too results oriented

2. Too laid back

3. Self-righteous

4. Shortsighted

6. At times I am

1. Factual

2. Flexible

3. Encouraging

4. Candid

5. Other team members usually see me as

1. Press for an honest discussion of the differences

2. Provide reasons why one side or the other is correct

3. See the differences as a basis for a possible change in team direction

4. Try to break the tension with a supportive or humorous remark

4. When conflicts arise on the team I usually

A. Suggest that our work be goal directed

2. Try to help him or her build a positive team climate

3. Am willing to disagree with him or her when necessary

4. Offer advice based on my area of expertise

2. In relating to the team leader I

Be careful when recording the numbers. The order of the letters change for each item.

For example, for item 1 the order is a, b, c, d but for item 2 the order is d, a, b, c.

Recording Your Answers

You will be asked to complete 18 sentences. Each sentence has four possible endings. Rank the endings in the order in which you feel they apply to you:
4 – most applicable
3 – second most applicable
2 – third most applicable
1 – least applicable

The Questions


The Four Styles

Parker’s Team Player Survey

But sometimes you
See team process and climate as an end in itself

Fail to challenge or contradict other members

Do not recognize the importance of task accomplishment

Overuse humor and other process techniques

Do not give enough emphasis to long-range planning

Most of the time you
Help the team relax and have fun by joking, etc.

Step in to resolve process problems

Listen attentively while withholding judgment

Recognize and praise other team members

Encourage all members to participate in discussions and decisions

Communicator – Process Oriented

But sometimes you
Do not give attention to basic team tasks

Fail to periodically revisit or challenge the mission

Do not focus on the individual needs of members

Complain about lack of progress toward team goals

Do not give sufficient attention to the process

Most of the time you
Help the team establish goals, objectives, and action plans

Pitch in to help out other members

Are willing to work outside your defined role

Are willing to share the limelight

Work hard to achieve team goals even if you don’t agree with them

Collaborator – Goal Oriented

But sometimes you
Go into data overload with reports that are too long

Push for unrealistic performance standards

Lose sight of the “big picture”, the goal of the team

Lack patience with team climate and process issues

Become impatient with those who do not live up to your standards

Most of the time you
Complete all the team homework in a timely and efficient manner

Freely share information and materials

Push the team to set high performance standards

Provide technical training, serve as a mentor

Can be depended on to do what is asked of you

Contributor – Task Oriented

Total each column

The four columns should total 180

The highest total is your Primary Team Player Style

If you have two or more highest numbers within 3 points of each other, consider all of them your primary style

The lowest total is your Least Active Team Player Style

Add up your results

1. See team climate as an end in itself

2. Play devil’s advocate far too long

3. Fail to see the importance of effective team process

4. Overemphasize strategic issues and minimize short-term task accomplishments

15. Sometimes I

1. Ensure the efficient solution of business problems

2. Help the team establish long-range goals and short-term objectives

3. Create a participatory decision-making climate

4. Bring out diverse ideas and challenge assumptions

13. I believe the role of the team leader is to

1. Cooperation by all team members

2. High-level listening skills

3. A willingness to ask tough questions

4. Good, solid data

10. I believe team problem solving requires

1. Question some aspect of the team’s work

2. Push the team to set higher performance standards

3. Work outside my defined role or job area

4. Provide others with feedback on their behavior as team members

8. When necessary I am able to

1. Overuse humor and other tension-reducing devices

2. Am too direct in communicating with other team members

3. Lose patience with the need to get everyone involved in discussions

4. Complain about lack of progress toward our goals

3. Under stress I sometimes

1. Provide the team with technical data or information

2. Keep the team focused on our mission or goals

3. Make sure everyone is involved in the discussion

4.Raise questions about our goals or methods

1. During team meetings I usually

Answer each item according to how you honestly feel you
function now as a team member
rather than how you would like to be. Keep in mind that this is a survey and, therefore, there are no right or wrong answers.

Let’s take the survey!

Your Primary Team Player Style defines a set of behaviors that you use most often as a member of a team. However, this style is not necessarily the only style you use. Each of us has the capacity to use any one of the following four styles. We simply use one style – our primary style – most often.

What is your team player style?

But sometimes you
Do not know when to back off

Push the team to unreasonable risks

Become rigid and inflexible

Paint yourself into a corner

Are too direct in communicating with other team members

Most of the time you
Are willing to disagree with the team leader

Candidly share your views about the work of the team

Challenge the team to take well-considered risks

Push the team to set high ethical standards

Are willing to back off when your views are not accepted

Challenger – Question Oriented

Parker’s Team Player Survey

We are giving free software that will revolutionize the way we track attendance and audience participation. Who do we assign the task of figuring out the system?

A. Contributor
B. Collaborator
C. Communicator
D. Challenger
Quiz Time!
Quiz Time
The contract on our performance venue is about to expire. Who do you send in to negotiate?

A. Contributor
B. Collaborator
C. Communicator
D. Challenger
Quiz Time
Two members in the band are having personal issues that are spilling over into rehearsal. Who would be best suited to fix this situation?

A. Contributor
B. Collaborator
C. Communicator
D. Challenger
Quiz Time
The team wants to do a large fundraiser for a specific goal but has no idea what that goal should be. Who do you encourage to take the lead on figuring out the end-goal?

A. Contributor
B. Collaborator
C. Communicator
D. Challenger
Full transcript