At TeamLytica, we answer the 'so, now what?
TeamLytica Founder, Mark Hide, has used many psychometric tools over the last twenty years – both as a senior manager of his own teams, but also during his time as a leadership and team development coach. They all have their place, and they do offer value if they are completed, interpreted and used correctly.
Unfortunately, the vast majority aren’t - unless the report is used for a specific purpose, such as recruitment.
Too often the reality is that the candidate will complete it, often being amazed by the results (even though they completed it), the boss might have a discussion with them, and then it might make its way home to show a partner.
It then tends to gather dust in a drawer and is never seen again.
Mark wanted to go further than the average psychometric test. He wanted to build a report that would be immediately helpful to teams and managers. He wanted to provide something that could be easily understood by all who completed it. A practical report that does not rely on academia for a way forward, but a pragmatic, common sense document that would help move the performance dial, and, more importantly, track performance changes over time.
Find out more about our solution:
Technology companies face unique management and team-building issues. The fast-paced nature of the industry and the focus on exponential growth requires a special kind of team.
Managers in the sector can often struggle to meet tight deadlines or keep pace with the technical details of the projects that they oversee. Effective communication is, therefore, vital.
TeamLytica is a robust platform that managers in the technology sector can use to uncover insights about their teams and improve management practices.
Because of the specialist nature of work in the technology sector, companies rely on interdependent experts to push their operations forward, develop new technologies and bring them to market. Without a team that functions well, technology enterprises can find themselves losing competitiveness rapidly.
TeamLytica’s solution starts with a confidential survey. Colleagues in your organisation answer 54 questions ranging across nine management-relevant domains. The system then compiles a 28-page report, scoring various aspects of team and management performance. At the end, you get a range of actionable steps that you can take to improve your business units, based on the results of the survey.
The Team Summary provides a high-level overview of team performance across the nine elements the KITE survey measures: leadership, delivery, trust, capability, energy, harmony, stakeholders, accountability, and resilience. This summary lets you see how a team is performing before drilling down into the numbers and getting actionable insights.
The most common issue for managers in technology companies is communication: the ability for teams to disseminate information to relevant people to deliver the best possible solutions to market. TeamLytica provides a measure of how well people are talking to each other, captured by the harmony statistic.
The next most common problem is that of shifting goalposts or constant change. Not only must the technology sector deal with all the usual economic and political shocks that rock organisations, but also the technical ones too. Transformation changes in technological approaches are par for the course in today’s disruptive environment. TeamLytica, therefore, provides managers with insights on how well their teams are dealing with these changes over time and the steps that they can take to improve their outlook.
Managers need carefully crafted approaches that help them make the best possible use of people in their organisations. TeamLytica provides technology companies with a range of powerful tools that help with just that.
Suppose, for instance, you have several high-value, difficult-to-replace colleagues on your team. One of your management priorities is to ensure that these workers remain happy. The TeamLytica platform lets you combine employee performance metrics with survey data to create charts that plot performance against satisfaction. Managers can use this tool to identify colleagues who perform well but also at risk of leaving the organisation because they’re unhappy with some aspect of the workplace.
Finally, the TeamLytica platform also lets you disaggregate performance domains by business unit. This tool is helpful for organisations with multiple teams who want to transplant the best practices from high-performance teams to those that do not do as well.