Team Learning and Psychological Safety Survey

TEAM LEARNING CLIMATE

Psychological Safety

                represents the extent to which the team views the social climate as conducive to interpersonal risk;  it is a measure of people’s willingness to trust others not to attempt to gain personal advantage at their expense.

• 1-            When someone makes a mistake in this team, it is often held against him or her (R).
• 1-            In this team, it is easy to discuss difficult issues and problems.
• 1-            In this team, people are sometimes rejected for being different (R).
• 1-            It is completely safe to take a risk on this team.
• 1-            It is difficult to ask other members of this team for help (R).
• 1-            Members of this team value and respect each others’ contributions.

TEAM LEARNING  BEHAVIOR

Team learning behaviors (internal): TLBI

                represents the extent to which team members engage in behaviors designed to monitor progress and performance against goals (single-loop TL), as well as the extent to which they engage in behaviors designed to test assumptions and create new possibilities (double-loop TL)

• 3-            Problems and errors in this team are always communicated to the appropriate people (whether team members or others) so that action can be taken.
• 3-            We often take time to figure out ways to improve our team’s work processes.
• 3-            In this team, people talk about mistakes and ways to prevent and learn from them.
• 3-            This team tends to handle conflicts and differences of opinion privately or off-line, rather than addressing them directly as a group (R).
• 3-            This team frequently obtains new information that leads us to make important changes in our plans or work processes.
• 3-            Members of this team often raise concerns they have about team plans or decisions.
• 3-            This team constantly encounters unexpected hurdles and gets stuck (R).
• 3-            We try to discover assumptions or basic beliefs about issues under discussion. (D&M modifed)

Team learning behaviors (external): TLBE

                represents the extent to which team members engage in behaviors designed to obtain information and feedback from others in the organization or from customers.

• 3-            People in this team frequently coordinate  with other teams to meet organization objectives.
• 3-            People in this team cooperate effectively with other teams or shifts to meet corporate objectives or satisfy customer needs.
• 3-            This team is not very good at keeping everyone informed who needs to buy in to what the team is planning and accomplishing. (R)
• 3-            This team goes out and gets all the information it possibly can from a lot of different sources.
• 3-            We don’t have time to communicate information about our team’s work to others outside the team.  (R)
• 3-            We invite people from outside the team to present information or have discussions with us. (D&M)

WORK TEAM OUTCOMES

Team learning outcomes (items suggested by qualitative research) (TLO)

                represents extent of learning benefits for individual team members as a result of working on this team.

• 3-            Members of this team help others understand their special areas of expertise.
• 3-            Working with this team, I have gained a significant understanding of other areas of expertise.
• 3-            The outcomes or products of our work include new processes or procedures (D&M)