1. GlobeSmart ® Teaming Assessment (GTA) Team Assessments

2. © 2014 Aperian Global 1 What is the GlobeSmart Teaming Assessment*? GlobeSmart® Teaming Assessment (GTA) is an online assessment based on Aperian Global’s Team Effectiveness Model that offers a fast and powerful way for teams to determine and gather feedback to improve their performance.  Gain insight into a team’s strengths, weaknesses, and priority areas for improvement  Identify significant gaps between the responses of groups of team members (i.e. country location)  Receive actionable advice and strategies to improve team performance Global Team Effectiveness Model *For a GTA Video Overview see: http://tinyurl.com/gtaoverviewhttp://tinyurl.com/gtaoverview

3. © 2014 Aperian Global 2 What does GTA include? After the completion of the assessment, a detailed report is available to view and download. Incorporating both qualitative and quantitative data, the detailed report highlights:  Overall scores and priority-for-action rankings of the seven elements of team effectiveness  Top five team strengths and weaknesses by survey item  Demographic gap analysis of team member’s responses  Anonymous written comments from team members  Comparison with other types of teams, both inside and outside the organization

4. © 2014 Aperian Global 3 GTA Report – Sample Graphs The detailed report available to the Team Leader and Facilitator includes:  Element Scores  Team Strengths & Weaknesses  Team Priority Areas for Action  Gap Analysis of team member responses  Written Comments from team members DEMOGRAPHIC GAP ANALYSIS Item : Team members give and receive critical feedback in a constructive manner. Element : Conflict Resolution TEAM PRIORITY AREAS FOR ACTION

5. © 2014 Aperian Global 4 1. Team Process : The team's reward system encourages cooperation and shared effort among team members. 2. Team Performance : Customers/constituents respond positively to the results of the team's performance. 3. Cultural Diversity : Each member of the team is willing to try new ideas offered by members from different cultures. 4. Team Performance : The team does a good job of seeking to understand the needs of its customers or constituents before introducing new products or services. 5. Cultural Diversity : Different cultural groups on the team mix easily with each other. GTA Report – Sample Team Weaknesses Team scores can be compared with:  The average scores of other teams  The average scores of all teams within the same Team Type (e.g., Engineering)

6. © 2014 Aperian Global 5 In your opinion, what should this team do to improve its performance? (Please be as specific as possible.) Team Responses We need to all agree on team goals. We should also adjust our meeting times so we are not just meeting at a time that is convenient to the home office. There needs to be a stronger focus on timelines that are realistic, and respectful of competing priorities of team members. Have more structured meetings to allow a balance of "brainstorming" and taking action. Implement accountability measures to ensure there is follow through on all decisions and actions. Work on our mutual trust amongst each other as team members. Hopefully this would open up acceptance of other cultural styles and communication styles Get to know each other better so we can manage our disagreements. Maybe have a session on how we prioritize things so we can be more on the same page in our daily work. GTA Report – Sample Written Comments

7. © 2014 Aperian Global 6 Who Should Use the GTA?  Team Leaders leading an intact or joint venture team for more than 3 months  Teams that are co-located or working together virtually  Team Leaders who want to measure performance and track improvement – resurvey and comparison data is available  Teams who wish to incorporate team member feedback into driving higher performance

8. © 2014 Aperian Global 7 What is unique about GTA? In addition to the important data points of team trust, conflict management and team performance, GTA also offers the following:  Evaluation of a team’s success at managing their cultural diversity  Assessment of team communications performance, in facilitating team meetings and working virtually  Reporting of response gaps by demographics (i.e. country, gender, level in the team)

9. © 2014 Aperian Global 8 Case Study #1 using GTA  Challenge: A joint venture construction project in its six month had not gotten “off the ground” with much success. The plant being built in the midwest of the USA was a JV between a US engineering/construction firm and a non-US parent engineering company. The local US firm was frustrated with the lack of structured process they experienced with the parent company, and the non-US team was frustrated with the lack of flexibility by their local US counterparts. At the six month timeframe, the “team” was mired in conflict and back-biting behavior, and the prospect for ongoing success did not look good.  Solution: A thorough assessment process was conducted including the use of the GlobeSmart Teaming Assessment and personal interviews. A two-day team working session was developed using the key results of the assessment – incorporating learning on cultural working style differences for the entire group, as well as building the essential team foundations of trust and team norms that were never built effectively.  Results: The team learned much about the reasons and drivers for the current team dynamics. They had valuable discussion and processing of the ongoing conflict, and co- authored a phased process for improving their working norms and dealing with the frustration that arose due to different working styles. The team leader reported later an increased ability to solve problems and move forward with the work at hand due to their increased awareness of the cultural style differences. Stronger cohesion and team productivity had been developed because of the working session. The team planned to utilize the GTA assessment after 6 months for a “check in” on their progress.

10. © 2014 Aperian Global 9 Case Study #2 using GTA  Challenge: One of the world’s largest makers of healthcare products sought to maximize the productivity of key global teams during and after a strategic organizational change where teams were reorganized by product group vs. geography.  Solution: A thorough needs-assessment process was undertaken, designed to gather data on critical support requirements for effective teamwork in the organization. A number of recommendations were then implemented, including ongoing Team and Team Leader Coaching, as well as the use of the GlobeSmart Teaming Assessment (GTA) to diagnose individual team issues and address key improvement areas early in the newly reorganized team lifecycle.  Results: Reorganized teams used GTA at the 3-5 month period to quickly identify their strengths, weaknesses and priority for improvement areas. They built concrete action plans to navigate their changing environment, and, according to the client, were able to accelerate their level of productivity after going through major change initiatives.

11. © 2014 Aperian Global 10 Case Study #3 using GTA  Challenge: A global leadership team for Product Development at a high-profile Pharmaceutical company desired to improve their overall functioning in a phased process over one year’s time, as well as to cascade their process to the teams they each were leading. One of their goals was to work more effectively in a global business team, as the company was a result of a recent global merger.  Solution: A year-long process was implemented that took advantage of the team’s 6 month face-to-face meeting schedule. GlobeSmart Teaming Assessment (GTA) results were utilized at the first session along with cultural awareness building to create a baseline read on current team functioning and initial improvement steps. Team members co-authored and committed to a 6-month action plan, which was revisited and realigned at the mid-year meeting. The Myers- Briggs Type Indicator® team report was also utilized at the mid-year meeting to continue to develop improvements in team functioning. A GTA resurvey was then conducted and debriefed at the one-year mark, measuring the team’s improvement over the year.  Results: The leadership team’s productivity and cohesion increased dramatically, which was indicated in the GTA resurvey results as well as in anecdotal feedback from the team itself. The global team leaders increased their commitment and level of contribution to the leadership team, and most leaders successfully implemented the GTA process in cascade with their own globally dispersed teams after their year-long experience.