Survey system to identify your Synergy Score

SYNERGY SCORE

If a team have poor organizational behavioral health, it is likely to have limited opportunities for development, success and growth. This questionnaire is to assess the health of your organization/team which generally, is an organization's ability to function effectively, to cope with change appropriately, and to grow from within, which results in high performance (Synergy). A synergy score will help you identify the Behavioral health of your team / organization / individual.

Please respond to the following statements of fact (organizational elements) by indicating the response that most closely applies to you and your team.

Question # 1

I have great self-awareness

Question # 2

I am constantly identifying opportunities to learn new task to help my team be successful

Question # 3

I am confident when performing task with team members

Question # 4

I ask questions for clarity

Question # 5

I am prepared to perform my task

Question # 6

I respond to request in a timely manner

Question # 7

I hold myself accountable for my actions

Question # 8

I use a positive tone with team members

Question # 9

I promote team cohesion in my professional environment

Question # 10

I look forward to genuine feedback about my performance for tasks

Question # 11

I share my knowledge and understanding to help the team be successful

Question # 12

I give team members credit when its due

Question # 13

I demonstrate respect to all team members

Question # 14

I listen to other team members opinions

Question # 15

Collaborating with team members is important to me

Question # 16

I consistently show my appreciation to team members

Question # 17

I consistently have a positive attitude with team members

Question # 18

I think critically to resolve problems for the team

Question # 19

I am specific on what’s needed for my team members

Question # 20

adjust to change well

Please fill all questions. Thank you!

Results

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Synergy Information Theory Practitioners Theoretical Concepts Practical Experience Self Awareness 1. Thinking 2. Knowledge 3. Understanding 4. Wisdom Opportunity for Change Opportunity for Change Opportunity for Change Opportunity for Change Opportunity for Change Cognitive

Less than 30

Here, members are not highly motivated to be a part of the team; they do not appear to be committed for the long-term success of the team. Team members approach the process with an "I attitude”, arm length approach, and preference to be in control. Their attitudes are not positive and view things with a cup half empty approach. A lot of this could be contributed to not being on the right team and so they are not motivated to improve the synergy of the team. Team members think independently about their tasks. Not fair enough. As a leader, you want to ensure a thorough process of creating awareness of everyone on the team. That's a better way to start, so members can be sure and willing to want to commit or not.

31 – 50

At this range, most team members could be viewed as comfortable with their role on the team, they are good with just being viewed as a team member for personal or professional reasons. Most of their decisions and approach is more about them than it is for the synergistic efforts of the team at hand. Communication and sharing of information are poor, which could mean a platform for communication and team cohesion is at a minimal or does not exist at a consistent level at all. Team members begin to think and be more dependent on others in their task. Knowledge is new and the system is considerably basic and not consistently executed at a successful level. Here, the leader should plan by taking into consideration opportunities for change and a better collaboration amongst the team.

51 – 69

This level has the team communication as effective, and the focus of the information is team first. Team members listen to others and share information openly to the improvement of the team synergetic outcomes. Team members try to build team cohesion through their daily efforts and positive attitude. Team members traditionally see problems as an opportunity for resolution to improve the overall efficiency of the team process. You have a respect for diverse viewpoints and open to new ideas and change. Team member’s knowledge base is vaster, they understand the team’s system and the application of concepts are more defined. Team members begin to be more interdependent in completing their task. Yes, know that the team is on its way to being poised to achieve its mission over the long run. This is fair enough. But there is more. Leaders should he identifying opportunities to refine and improve their system to move from a good to great team and or organization.

70 – 80

Any team at this level is focused on driving the success of the team, through creating time and space for creativity to flourish, you are focus on refining system concepts and empowering others to be more effective. You share knowledge openly and make sure bad news travels faster than good news. There is a relationship within the organization that allows for healthy dialogue and conflict. Team members respectively disagree with the understanding that it’s about the “We Attitude”. You go beyond your normal task to put the success of the team first. You are proactive in your approach to the success and synergistic outcomes of the team. You view diversity as an opportunity for inclusion and change as a step forward for the team. Above all, the team is both properly and healthily equipped to promote sustainable success.