Team Effectiveness Profile

Starter Kit for up to 5 Participants
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The Team Effectiveness Profile (TEP) is an assessment and workshop designed to assist groups in improving their output and work satisfaction. Under normal circumstances, issues that block a group's effectiveness may not be apparent. Issues that remain undisclosed can drain a group's energy and undermine its productive efforts. The TEP was developed to help groups systematically identify these issues.

Additional Information for Team Effectiveness Profile:

How It Works

The TEP is a self-administered learning instrument and is available in print and online versions. It yields an overall team effectiveness score as well as separate scores for each of the five categories of team effectiveness, indicating the general health of the group and blockages that may hinder team effectiveness. If administered through HRDQ's assessment portal there is the additional option of auto-generating a group aggregate report. Teams can create this manually if the print version is used.

Uses and Applications

The team effectiveness profile is most appropriate for intact work groups - groups that have some history of working together. It can also be used to prepare a newly-formed group for the kinds of issues that may block its success in the future. Uses include:

  • Measuring performance before and after team building initiatives
  • Unblocking struggling teams
  • Orienting new teams to potential problems

Learning Outcomes

  • Identify issues that block effectiveness
  • Reduce or eliminate problems that can drain a group's energy
  • Maximize the group's productive efforts

Theory and Development

The concept of a group working through blockages to its own performance has received attention from several authors. Francis and Young (1979), for example, viewed team building as the careful working through of all blockages until a group becomes a team. By grappling with specific hindrances to performance, a group can continue to learn new skills, share relevant information, build trust, and grow in maturity by taking interpersonal risks with each other and resolving previously undiscussable issues. Blake, Mouton, and Allen (1987) believe that "team building means taking deliberate action to identify and remove barriers to effective teamwork and to replace them with the kind of sound behaviors that can lead to superlative performance."
TEP assists teams to identify potential blockages to performance by measuring the extent to which teams engage in five categories of team effectiveness:

  • Mission, vision and goals
  • Team roles
  • Operating processes
  • Interpersonal relationships
  • Interteam relationships

Product Type
Assessment and workshop

Time Required
1.5 hours

What to Order

To familiarize yourself with the theory behind TEP and to prepare you to work with teams on overcoming blockages to effectiveness, we recommend purchasing the facilitator guide. In addition to assisting you to better understand the TEP, the facilitator guide includes a prepared, two-hour workshop design and six optional activities for exploring team performance. Facilitator support materials will be available to you as a digital download link in your order confirmation.
Order one participant guide for each team member if you wish to administer the TEP in a face-to-face setting. The guide includes the 50-item profile, pressure sensitive scoring form, and interpretive and descriptive information on the five categories of team effectiveness. It concludes with a separate action-planning section.

The TEP is also available online via HRDQ's assessment portal. Individuals can access the TEP using the single use version available through the HRDQ store. To administer the TEP to teams or groups purchase the credits version (account required). This not only enables you to administer the instrument to specific groups, but also opens up the group reporting option, whereby individual scores are automatically aggregated to create a profile for an entire team.

Rollin Glaser, Ed.D. is an accomplished trainer, consultant, and expert in the field of adult learning, and is also the co-founder and former chief executive officer of HRDQ. He holds several degrees, including a BS from Northwestern University and a M.Ed. from Northeastern University, as well as a MA and Ed.D. from Columbia University. In addition to many assessments, training games, programs, and articles, Mr. Glaser is the author of Personnel Management for Retailers and co-author of The Management of Training and Managing by Design.

Christine Glaser, M.Ed. is the co-founder and former president of HRDQ. Her previous experience includes management skills training, consulting, editing, and public school teaching. She holds a B.S. from Northwestern University and a M.Ed. in guidance and counseling from Northeastern University. Ms. Glaser is co-author of Managing by Design as well as several learning tools, including Jungle Escape and the Team Effectiveness Profile.

The HRDQ Development Team creates soft-skills learning solutions that help to improve the performance of individuals, teams, and organizations. At HRDQ, we believe an experiential approach is the best catalyst for adult learning. Our unique Experiential Learning Model has been the core of what we do for more than 40 years. Combining the best of organizational learning theory and proven facilitation methods with an appreciation for adult learning styles, our philosophy initiates and inspires lasting change.