What We Do

Our behavioral analytics tool is similar to a traditional 360 in that it incorporates a self-assessment and the ability to add supervisor, peer, subordinate, and other raters. However, unlike a traditional 360, this tool doesn’t rely on Likert scale ratings or free-flow comments, which can often result in either feedback being filtered out due to fear of reaction or retribution on the one hand or people being “brutally honest” resulting in hurt feelings or defensiveness. This often leaves people with a negative experience. In addition, too many traditional 360s can lead toward a regression to the mean over time (e.g.everyone scores between 4.6 and 4.7 out of 5). The Teamalytics 360 by contrast filters out most of the bias and subjectivity that typically accompanies a traditional 360 survey and presents each rating on a scientifically valid normed behavioral scale from 0-10 along with a reference range of where best-in-class leaders score. For more information, view the Methodology Video.

Our workshops leverage best-practices based on adult learning theory to ensure high levels of engagement, thoughtful reflection, interaction and commitment to application. During the initial team awareness workshop we focus on:

* Aligning the team to a standard definition of leadership and agreeing on what exceptional leadership looks like behaviorally

* Discussing the concept of Constraints, and understanding the importance of leaning on strengths and addressing counterproductive behaviors individually and as a team

* Reviewing the eight key behaviors most impacting team performance, including an interactive line-up activity to create team awareness and discussion

* Identifying the one or two behaviors most impacting the team, and developing a team action plan to increase team effectiveness

* Participating in a tailored activity based on the specific 360 Report data of the team

*Defining an ongoing accountability process for the team

When addressing individuals resistant to change, we begin by assisting them in defining their personal and professional objectives. Our coaches then help them find a strong emotional motivation for change. This forms the foundation of their Traction Plan. From there, coaches collaborate with individuals to pinpoint behaviors they aim to modify and establish action steps. Each person commits to these steps and is held accountable by their supervisors, peers, and direct reports.

We work with you to ensure that our coaches have the past performance, industry knowledge, and level of applied business and leadership experience that your team can relate to and respect. At senior levels within organizations, we strongly believe in the value of a single coach working with a team leader and every member of the team to ensure alignment to team and business objectives, consistency and impact.

We are highly selective when it comes to our team of coaches - 100% of participants rate their coach favorably, with 90% rating their coach “Outstanding”. Our coaches have all demonstrated exceptional leadership and coaching experience during their career prior to joining Teamalytics. In addition, we implement an apprenticeship-based coaching certification and training process that includes weekly peer reviews and client case studies so your team benefits from the collective insight of our entire team.

Download our practical guide, “Measuring ROI on Human Capital Investments,” to learn more.

One off team building events can generate short term gains that are hard to sustain over time. That’s why we intentionally build in a follow up sequence of individual and team touchpoints supported by the Teamalytics Hub and tools that integrate seamlessly within the flow of day to day work. Contact us to learn more about how we leverage tools like the Traction Plan Checkup to ensure engagement and execution over time.