CCI Team Learning Sample

CCI

REPORT TEAM LEARNING

SAMPLE CLIENT OCTOBER 2024 // PREPARED BY MISSION PERFORMANCE

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SAMPLE CLIENT

Why use CCI?

ORGANISATIONAL CONTEXT Examining company culture, clarity, interdependence, and team learning is crucial for understanding and improving team health and performance.

These four elements form the foundation of how an organisation functions, adapts, and grows.

Company culture shapes behaviour, decisionmaking, and employee satisfaction, directly impacting productivity and retention.

Clarity ensures that all members of the team understand and align with its mission, goals, and individual roles, leading to more focused and effective efforts.

Interdependence reflects how well different parts of the team work together, sharing information and resources to achieve common objectives.

Finally, team learning is vital for innovation, problem-solving, and continuous improvement, allowing the team to adapt to changing

Where we are

environments and stay competitive.

TODAY

strengths to leverage and weaknesses to

By assessing these areas, leaders can identify address, ultimately fostering a more cohesive, efficient, and resilient teams that can better navigate challenges and seize opportunities in today's dynamic business landscape.

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SAMPLE CLIENT

THE MODEL

UNDERSTANDING TEAM DYNAMICS

This assessment evaluates seven key areas essential for team success: Clarity How well the team understands its direction, roles, and priorities.

Focus and Direction Alignment and Drive Interdependence How effectively team members work together and rely on each other.

Collaboration Coordination Culture The shared values and behaviours that shape the team's interactions.

Values Behaviours Team Learning The team's ability to grow, adapt, and improve collectively.

Each area is rated using our Net Team Rating (NTR) system, ranging from 0 to 10, with sentiment labels providing additional context:

NTR Scale 0.0 - 1.0 Very Low

1.1 - 2.0 Low

2.1 - 4.0 Moderately Low

4.1 - 6.0 Neutral

6.1 - 7.0 Moderately High

7.1 - 8.5 High

8.6 - 10 Very High

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TEAM LEARNING OVERALL

We can discuss difficult issues without fear in this team: 8.4 (High) Our environment is a safe space to take risks: 8.1 (High) When we make mistakes they are not held against us: 8.3 (High) We embrace diverse opinions and perspectives in this team: 7.4 (High) Our culture makes it easy for us to ask for help: 7.1 (High) We can be ourselves at work: 7.0 (Moderately High) We believe that we share a positive intent towards one another: 7.6 (High) We are aware of each other's strengths and build upon them: 7.4 (High)

Net Team Rating

7(High) .7

We create, safe, happy & high-performing cultures.

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SAMPLE CLIENT

KEY OBSERVATIONS AND INSIGHTS

For Teams Maintain a learning journal, build help-

Team Learning: 7.7 (High)

seeking confidence, and actively share expertise within the team.

The team's overall score of 7.7 (High) demonstrates a robust learning environment with notable strengths in psychological safety. The analysis reveals three key

Engage in peer learning partnerships whilst contributing to the team's knowledge base and leading team initiatives.

insights: Practice active listening, offer

Strong Foundation in Core Safety

proactive support, and participate in

The highest scores in discussing difficult issues (8.4)

regular peer feedback sessions.

and mistake tolerance (8.3) indicate that fundamental psychological safety is well-established. This provides an excellent foundation for further growth

For Leaders Implement regular one-to-one check-

and development.

ins and anonymous feedback channels whilst maintaining

Cultural Nuances Whilst formal safety structures excel, the lower scores in being oneself at work (7.0) and asking for help (7.1)

psychological safety through dedicated learning-from-mistakes sessions.

suggest informal cultural barriers may exist. This gap between formal and informal dynamics presents a

Establish a formal mentoring

clear opportunity for targeted improvement.

programme with clear metrics, supported by structured knowledge-

Development Opportunities

sharing sessions and capability

The contrast between high psychological safety

assessments.

scores and moderately high authenticity scores indicates that the team has built trust but needs to focus on translating this trust into more personal expression and proactive help-seeking behaviours.

opportunities for genuine selfexpression through team activities that celebrate risk-taking and diverse perspectives.

CCI

We create, safe, happy & high-performing cultures.

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FEEDBACK INSIGHTS Q: "What do you believe is the most important part of our 'collective behaviour' that limits our success and why?"

Hierarchical Communication The most prominent theme emerging from responses focuses on communication barriers between organisational levels. Multiple respondents specifically cited "communication between hierarchies could be better" and "communication between higher ups and employees could be improved", suggesting a significant vertical communication gap.

Management Effectiveness Direct feedback about management appears twice with clear statements of "Management" and "Bad Managers" as limiting factors. This indicates a perception of leadership challenges that may be impacting overall team effectiveness.

Operational Processes Work allocation and process management emerged as a concern, with feedback suggesting "The way we are given jobs could be improved". This points to potential inefficiencies in task distribution and workflow management.

Critical Insights The predominant concern centres on vertical communication flows.

Feedback suggests this isn't just about information sharing, but about the quality of interaction between different organisational levels.

The repetition of this theme across responses indicates a systemic rather than isolated issue.

Direct references to management effectiveness suggest leadership development opportunities.

The brevity of these responses ("Management", "Bad Managers") indicates potential frustration.

This theme connects closely with the communication concerns, suggesting interrelated challenges.

Feedback about job allocation indicates operational inefficiencies.

The focus on 'how' jobs are assigned rather than the work itself suggests process rather than capability issues.

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We create, safe, happy & high-performing cultures.

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REPORT TEAM LEARNING

Mission Performance Ltd Bulwark Unit 3, Daedalus Drive, Daedalus Park, Lee - on-the -Solent, PO13 9FX, UK Tel: +44 (0)1329 841652 Email: info@missionperformance.com

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