TPQ for Organizational Development

When all or most teams in an organizational unit are utilizing the TPQ System, the data can be collected and provided to senior management as a human process “dash” in a “digital dashboard.”  At the Senior Manager level, the data collected through the TPQ System can be aggregated in the form of metrics which track teams throughout the organization.  The metrics reveal consequences of policy or structural changes introduced across organizational units, thereby determining if the changes are effective or counter-productive.  TPQ data can impact the overall approach to:

This metric can be used as to provide:

  1. Baseline data—all teams in sector
    Establishes a baseline for all teams on the dimensions of the TPQ System
  2. Time-based charting of aggregate data—a selected set of teams
    Team leaders, consultants, or senior management, may have a need to know specific areas in which certain teams are similar or dissimilar, in terms of team process.  The TPQ System provides a way to view these team characteristics.  For team leaders, it represents an opportunity to assist their teams reach a higher level of productivity.  For consultants, it represents an opportunity to compare two or more teams to determine where interventions are suggested.  For senior management, a comparison helps them to understand why two or more teams may be producing quite different results.
  3. Correlation with performance data
    When used as a set of metrics within a larger set of divisional or other unit metrics, correlations can be made between human process measures and output or productivity measures such as return on investment, deliveries, milestones attained, sales, etc.  These correlations are potentially significant:  If correlations are found between a leading indicator such as “alignment of team to strategic objectives” with milestones attained, it provides a critical intervention point for efforts focused on improving team productivity.