The Global Team Process Questionnaire™ (GTPQ), a proprietary instrument developed by ITAP International, helps global teams improve their effectiveness and productivity. This diagnostic tool enables team leaders and other decision makers to support and develop global teams. Its proven ability to identify the barriers to success on global teams can positively impact a company's bottom line and improve team morale.
How can the Global Team Process Questionnaire™ (GTPQ) be a key to success for global teams in today's competitive environment?
The Global Team Process Questionnaire™ (GTPQ) measures human processes on global teams. It provides a benchmark for the global team's current effectiveness. Against that baseline, companies can measure change over time (by repeating the application of the GTPQ), identify areas for improvement, compare team results to industry averages, and, by correlating results with existing performance measures, measure team process to determine return on investment. Team process is a "leading indicator" of ROI.
How can the GTPQ help a company improve its competitive advantage?
The GTPQ can help your company:
Improve productivity and results - By helping teams and team leaders identify appropriate areas for improvement.
Affirm team members - By improving morale, reducing turnover, or both.
Develop leadership and manage succession - By supporting both experienced team leaders as well as new, less-experienced or faltering team leaders.
Improve the bottom line - By targeting interventions to specific needs identified by the GTPQ, costs usually associated with training and development can be reduced.
Encourage innovation and growth - By comparing global team data against industry norms and establishing baselines, continuous improvement can be measured.
Why is the support of global teams so important?
As companies strive to improve their global reach, two factors may be critical to that goal: the role of regionally or globally distributed teams, and the role of human processes in improving performance on these teams. For global teams to be competitive, they must reach excellence in at least two specific areas:
- Technical Expertise: Research, finance, sales, marketing, project management, general management, etc., and
- Human Process Expertise: Establishing clear goals, virtual communications, cross-cultural communications, problem solving, resolving differences, etc.
Significant corporate HR efforts focus on hiring and compensating the best technically qualified people for these global teams or for global divisions. It is sometimes assumed that technical expertise is all that matters, although common sense tells us that if two equally technically qualified employees produce widely different quality or quantity of work, then other factors must play a role. When companies invest in improving the human process capabilities of teams, the result can become a competitive advantage.
Global teams, because they represent significant corporate investment, require proactive attention and continued support. Such support can provide early detection of and response to looming obstacles in order to prevent them from hindering the team's productivity and effectiveness. Global team leader development, combined with focused team training, doubly improves the team. Both are provided through ITAP's global team consulting process. ITAP also provides the GTPQ for internal consultants - ask about licensing.
