www.cykometrix.com

Marvel Consulting

Team Health Report

CONFIDENTIAL

Each person is unique and complex. This is even more true with TEAMS of individuals. This report identifies where teams can improve their chances of success and to become more effective. Similarly, you will find within these pages indicators on how each individual can improve team effectiveness, team climate, and generally become better colleagues. Use this report to plan training and decide how to guide and modify a team's composition to improve the collective ability to reach goals. We are happy to offer this proprietary method to assess teams to help your teams grow.

While reading this, however, remember that the results provided give you a snapshot of the team based on research data and corollations. It gives a sense of a teams weaker and stronger characteristics. This is not meant to be used as a psychological diagnosis by a medical professional. The results shown are probabilistic and may not represent specific interpersonal behaviors between team members.

What is "Overall Team Score"?

Individual Cykometrix reports contain 7 Cykometrix characteristics: Execution, Collaboration, Presence, Leadership, Empathy, Dependability, Collaboration, and Cognition. You can find details on exactly what each means in the last section of this report and in the first section of each Individual Report. Each participant receives a Quality Score (QS) calculated as the average of all 7 Cykometrix. The Overall Team Score is a type of average of the whole team's Quality Scores (QS). A high score usually means the team has fairly high average Cykometrix characteristics. A score of 50 or more is generally good, but obvious improvements can be identified with analysis. If a team improves lackluster characteristics, the team will perform better and get along better too!

What is "Team Effectiveness"?

Psychological research shows that a team's effectiveness is based on some specific personality traits, behavioral patterns, and abilities, all of which can be improved with proper training. Based on the data collected from the team, we calculate this number and put it here. A Team Effectiveness of 50 or more is good, but the higher, the better.

What is "Team Climate"?

Team Climate represents where we correlate various factors from the data collected, based on modern research, to determine the expected climate within the team when stress levels are nominal. This number weighs heavily on the personalities involved and a number of other factors. A score of 50 or more will be average or okay. The higher the score, the better a team's climate is likely to be.

Conclusions from the "Team Personality Matrix"

This table shows how the measured personalities of different team members match along with the possible risk of conflict or discomfort based on the size and color of the circles. Warnings made frmo this matrix will provide additional details.

WARNINGS

Whenever you see this symbol, it means there are details written down for you at the end of the section explaining why the warning is there. The written blurb within the warning section will explain what triggered the warning and provide context with which you will be able to form a strategy to reduce or eliminate this possible issue. If you see green checkmarks, all is well and no obvious warnings need to be mentioned.

Team Overview: Cykometrix Charts

These charts contain the 7 Cykometrix and a company average as a benchmark. The description of each Cykometrix is located at the end of this section of the report. These may change over time as team members evolve, improve, and generally change.

Risk Factors by Team Member

This table illustrates different issues teams may face from individual team member behavioral patterns, based on the provided data from each member. These only indicate a likelihood of each situation tracked by column happening in each individual case. We use data from past experiences to flesh this out, as taken from our questionnaires. Trouble spots can be addressed by supporting team members, and then providing specialized training.

Enhanced 360º Team Review

This section is generated as a whole from each team member answering questions about each other team member through peer reviews. Bands show averages for the team, individual evaluations are noted, and averages for each of the 5 360º categories are noted along with company averages for reference. This information can be used to adjust through training and personal growth how each team member and team leader operates, communicates, and works together. Perception is important as well. As always, when anything of note can be used to improve the team, it will be noted in the section's Warning area near the bottom. Contrary to other sections, this section includes anonymous comments by the team members themselves for review and self-evaluation purposes.

Our expert system has determined what each individual team member should be working on to improve their ability to be effective within a team environment. We've taken the care to write down characteristics to be improved for each member in each Individual Report. Combining all the information for this team, we offer suggestions on what type of training would best improve the team as a whole. We do this by determining in what areas the team could make the largest gains and improvements overall.

Below, you will find two (2) recommendations that will help this team become more effective. The other sections of this report will go into further detail on how to modulate training specifically for this tea and its members.

Here are the types of training that are most likely to improve Team Effectiveness:
Overall Team Score
0 10 20 30 40 50 60 70 80 90 100
Score
OK?
Calculated from the Quality Score (QS) of the team leader and the team itself.


57
Team Effectiveness
0 10 20 30 40 50 60 70 80 90 100
Score
OK?
Correlated prediction of a team's effectiveness based on the team's personality composition.


52
Team Climate
0 10 20 30 40 50 60 70 80 90 100
Score
OK?
Calculated based on the team leader's characteristics combined with the team members' personality traits.


47
Team Personality Matrix
Evaluation of the personality pairings within the team.
Thanos
(The Commander)
Tony Stark
(The Crafter)
Bruce Banner
(The Performer)
Thor Odinson
(The Architect)
Hank Pym
(The Giver)
Steven Rogers
(The Caregiver)
Wanda Maximoff
(The Protector)
Clinton Barton
(The Advocate)
Natasha Romanoff
(The Caregiver)
Thanos
(The Commander)
Tony Stark
(The Crafter)
Bruce Banner
(The Performer)
Thor Odinson
(The Architect)
Hank Pym
(The Giver)
Steven Rogers
(The Caregiver)
Wanda Maximoff
(The Protector)
Clinton Barton
(The Advocate)
Natasha Romanoff
(The Caregiver)
Ideal Match
Good Fit
Neutral Fit
Mediocre Fit
Problematic Fit
Small Impact

Big Impact

OK?


Note: Ideal matches are rare and the best teams are composed of a variety of personality types to see problems from different angles. Also, a team with multiple personality types will tend to be more successful across a wider range of tasks and perform well. Personality mismatches, if not recognized, respected, and nurtured, can lead to the complete collapse of a team's success, performance, and positive behaviors.

Team Climate

Based on current measurements, this team scores fairly low in many important aspects of emotional intelligence that make a team successful in the long term. This usually leads to teams being ineffective at balancing and maintaining a climate in which team members can feel comfortable being valued contributors. Training and the injection of a new team member strong in collaboration and empathy Cykometrix may help balance things out.
Team Leader Profile

ENTJ Thanos (The Commander) - QS: 65

Chief Executive Officer

Strengths

  • Strong leadership skills
  • Self-assured
  • Well-organized
  • Good at making decisions
  • Assertive and outspoken
  • Strong communication skills

Weaknesses

  • Impatient
  • Stubborn
  • Insensitive
  • Aggressive
  • Intolerant
Team Member Profiles

ISTPTony Stark (The Crafter) - QS: 48

VP, Infrastructure

ENFJBruce Banner (The Giver) - QS: 72

VP, Radiology

ESFPThor Odinson (The Performer) - QS: 55

Director, Servers

INTJHank Pym (The Architect) - QS: 66

Director, Software

ESFJSteven Rogers (The Caregiver) - QS: 48

Director, Resiliancy

INFJWanda Maximoff (The Advocate) - QS: 52

Director, Energy

ISFJClinton Barton (The Protector) - QS: 61

Manager, Operations

ESFJNatasha Romanoff (The Caregiver) - QS: 63

Manager, Procurement
Counter Productive Work Behaviour Job Stickiness Organizational Citizenship Stress Tolerance
Thanos
(The Commander)
Tony Stark
(The Crafter)
Bruce Banner
(The Performer)
Thor Odinson
(The Architect)
Hank Pym
(The Giver)
Steven Rogers
(The Caregiver)
Wanda Maximoff
(The Protector)
Clinton Barton
(The Advocate)
Natasha Romanoff
(The Caregiver)
Legend
Good Bad

Reminder

Risk Factors here show possible trends toward negative outcomes but aren't necessarily absolute predictors or a means to identify current problems. These notes should be used to help prevent issues from occurring.

RISK

Risk Factors by Team Member

Thanos, CEO, may have difficulties driving consistent results due to some emotional self-awareness weaknesses and weaker skills with collaboration. Data suggests that this behavior may lead to self-generated conflict with team members or too much effort being placed in activities which don't directly drive results.