CC is a team questionnaire constructed of 12 factors with an explicit focus on how to create excellent cooperation when team members have diverse professional backgrounds.
Participants calculate their own scores as well as summarizing and calculating the means of each factor for the complete team. Parts 2 and 3 are individual inputs that can be used to facilitate team development.
CC may be applied in most contexts where you have cross-professional teams.
The Cooperation Checklist is a user friendly tool. It has 12 factors with 5 items on each. The factors have some different properties and are selected partly with reference to the focus groups mentioned above, and partly on relevant theories and research on organizations, leadership, group processes and teams. The CC results are applied to create focus on a range of different possible areas of improvements for the team, to obtain needed clarifications and skill development, and in order to shape processes giving increased attention to shared understanding of goals, standards and rules.
Co-operation in diverse teams can be complex and demanding, and if the team fails, this is often attributed to and explained by individual shortcomings. CC is a tool aiming to prevent this, by paving the way for more qualified and constructive analyses and solutions than a strong focus on individual characteristics most typically gives.
CC is primarily applied as a tool for reflection in seminars where diversity is a core issue. The multifaceted scope of CC gives increased understanding of the complexities the team is facing, and also that team success depends on efforts in all the twelve areas CC is covering. Like peeling off solid parts from a car in most cases have impacts on functionality of the metal left, good team functioning relies on paying due attention to all these CC areas.
The 12 CC factors are:
1. Goals: Clarification of goals, own contributions and goal realization.
2. Leadership Authority: Power, legitimacy and authority
3. Rules and Roles: Role distribution, clarity and flexibility
4. Team Leadership: Executing supportive team leadership
5. Meeting Structure: Time effectiveness, preparation, phase differentiation
6. Communication: Positive respect, curiosity, constructiveness
7. Decision Making: Involvement, dedication, loyalty
8. Diversity Management: Acknowledgement, appreciation of diversity
9. Reflections and Learning: Time, feedback and ability to admit failures
10. Conflict Management: Openness, respect, solution oriented problem solving
11. Trust: Reciprocity, reliability, confidentiality
12. Collective Identity: Interdependence, pride, external acknowledgement
In this model factor 1 – 3 refer to basic conditions for the team and its tasks. The factors 4 – 10 concern the team processes, and the factors 11 – 12 concern what is called psychological emergent states resulting from the team processes. Each of these twelve factors is covered up by 5 statements or items, responded to on a 5 points scale from “Strongly disagree” to “Strongly agree”. All items are stated in a positive way, with obvious transparency on ideal states in teams, explored from different angles by the different items.
Human Factors AS has collected data from 283 people in the governmental health- and social sector in Norway, and from 448 people in private health service companies (“bedriftshelsetjenesten”), with assistance from Lisa Vivoll Straume. The data was collected in the period 2005-2007, and was also applied to develop the individual normative means. The data from the 448 people in the private health service companies was applied to compute measures on reliability (internal consistency by Chronbach-Alfa) on each of factor 12 CC factors.
The test is available in Norwegian and English.
NOK 90,- + VAT and shipping, for each questionnaire (paper-version)
USD 15 + VAT and shipping, for each questionnaire (paper-version)
A user manual (30 pages) is available in English and Norwegian versions for consultants who buy the questionnaires.
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