The Marengo Group, in collaboration with Gantthead, The Creating WE Institute, and The Communication Partnership, Ltd., is developing a survey of key practices of virtual teams to determine which support a team’s performance and co-creativity. Our ultimate objective is to provide feedback to team leaders and members about their team's strengths and what they might do to be even more effective. This executive summary outlines the process we are using to develop the survey and its benchmarks.
Benchmarking ObjectiveTo build benchmark data establishing the correlation of factors that can lead to co-creative and high performing virtual teams in the areas of Engagement, Governance and Enabling Technology.
| Specific practices measured are: | ||
| 1. Engagement | ||
| i. Effective communication | ||
| ii. Inclusiveness | ||
| iii. Alignment and focus | ||
| iv. Cultural and local sensitivity | ||
| v. Team cohesiveness and synergy | ||
| vi. Training | ||
| vii. Recognition and rewards | ||
| 2. Governance | ||
| i. Effective processes | ||
| ii. Consistent measures | ||
| iii. Clear values | ||
| iv. Clear work assignments | ||
| v. Effective communication | ||
| vi. Virtual Team Meeting Management | ||
| 3. Enabling Technology | ||
| i. Information sharing | ||
| ii. Technology accessibility and training | ||
| iii. Teamwork technology | ||
| iv. Emerging technology | ||
| v. Effective use of technology | ||
Survey Development Methodology
1. Survey is based using The Infotool Diagnostic Tool as the technology platform.
2. 145 questions measure the key drivers of high performing virtual teams. A Likert scale of 1 (strongly disagree) to 7 (strongly agree) is used in the first portion of the survey.
3. Pearson Correlation analysis is used for diagnostic and interpretation purposes for Likert Scale questions.
4. Kendall’s Coefficient of Concordance is used to identify themes raised in the open-opened questions.
5. Open-ended questions available at the end of the survey to provide respondents opportunities to insert additional thoughts in the following areas:
| i. If your team is using emerging technology, is there anything you particularly like or dislike about it? | ||
| ii. Is there anything you particularly like or dislike about working virtually? | ||
| iii. If you could change one thing to make your team more successful at working virtually, what would it be? | ||
Future Application of Results
1. The results of this survey are to be shared with participating organizations to facilitate the creation of high performance virtual teams through targeted development in three areas: Engagement, Governance and Enabling Technology.
2. A Virtual Summit is planned to discuss the results of the survey with interactive analysis and diagnosis by the participants. (Something made possible through the InfoTool diagnostic product.)
3. Results will be used to benchmark data for future work.
4. A research paper / book about the findings and case studies of resulting implementation of best practices will be published as data warrants.
Survey Authors
Jerry Manas is author of Managing the Gray Areas (RMC Publications, January 2008) and the international bestseller Napoleon on Project Management (Nelson Business, April 2006). His work has been cited by management guru Tom Peters and highlighted in a variety of publications, including Leadership Excellence, The National Post, The Globe and Mail, The Chicago Sun Times, and The Houston Chronicle. He has written numerous articles and appeared on radio programs nationwide with the release of his first book, Napoleon on Project Management, which Kirkus Reviews called "The ultimate case study in effective project management." Mr. Manas is a founding member of The Creating WE Institute.
Peg Esgate Aldridge is an energetic executive who focuses on developing innovative people, processes and cultures. She is the co-creator of the Diamond-Loop Learning Model: A catalyst for innovation within everyday environments. Her research and consulting practice focus on processes used to infuse innovative practices into everyday environments. Ms. Aldridge has a Masters Degree in Organizational Communication and Coaching Certification from Queens University of Charlotte and is a founding member of The Creating WE Institute.
Nancy Ring has spent 20 + years helping executives and their teams lead with their strengths to create the results they desire. As an executive coach, organizational development consultant, and trainer, her specialty is helping individuals and teams move out of their stress behavior to work more effectively. Nancy’s diverse client list includes scientific, manufacturing, legal, consulting, academic, and non-profit organizations in the US, Europe, and Japan. A resident of Charlotte, NC, she serves on the Board of Directors of The Diversity Council of the Carolinas, and is a founding member of The Creating WE Institute.
We appreciate your participation in this groundbreaking survey.
Questions about this survey, its contents or participation can be directed to Jerry Manas (jerry.manas@gmail.com), Peg Aldridge (innov8@carolina.rr.com) or Nancy Ring (nring@thecommunicationpartnership.com).