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Team Management Systems
are recognized internationally as the foremost integrated work-based assessment
system. They offers research-proven assessments that reveal critical dynamics to
enable the development of high performance in the workplace.
Please visit
http://www.tms.com.au/tms03.html to view profile reports.
 Team
Management Profile
People tend to practice what they prefer and therefore
perform better in those areas that match their work preference.
Understanding work preferences is a critical component in developing individual,
team, and organizational performance. Team Management Systems' Team Management
Profile Questionnaire (TMPQ) is a 60-item assessment focused on enhancing
understanding of an individual's approach to work. Based on the responses to the
TMPQ, the Personal Team Management Profile provides constructive, work-based
information outlining an individual's work preferences, based on the Team
Management Wheel, and the strengths that an individual brings to a team.
 Types
of Work Profile
Whether designing a new job or restructuring an existing
one, the critical activities which the job holder will have to perform must be
identified. The concept of "criticality" is fundamental to Team Management
Systems' approach to job analysis. The Types of Work Profile Questionnaire
(TWPQ), a 64-item individual or multi-rater assessment, has been designed to
determine those areas of activity, as defined by Team Management Systems' Types
of Work Model, that are critical to success in a particular job.
Team
Performance Profile
For high performance in teams, ongoing assessment is a
requirement. The Team Performance Profile Questionnaire (TPPQ) and resulting
Profile are tools developed to support this process. The TPPQ is a 54-item
multi-rater instrument that focuses on assessing a team's performance in nine
team performance factors associated with high performing teams.
 The
Opportunities-Obstacles Profile (QO2TM)
Is your glass half-empty or half-full? This Profile looks
at people's approach to risk and determines the balance of effort put into
seeing the opportunities and obstacles at work. Some people have a higher risk
acceptance than others and may see only the opportunities, often ignoring the
obstacles. Others may be risk averse and see only the obstacles, ignoring the
possibilities of new projects or ventures. This Profile measures the five
subscales of MTG Energy, Multi-Pathways, Optimism, Time Focus and Faultfinding
and calculates an individual's Opportunities-Obstacles quotient QO2TM.
 Influencing
Skills Profile
Influencing Skills enable you to:
- Work collaboratively
in changing environments
- Establish rapport
and gain buy-in, support, and commitment
- Motivate others to
"do more with less"
- Dissolve or overcome
resistance
- Create positive
partnerships critical for success
Building on the concepts
of the Team Management Wheel, the Influencing Skills Profile has been designed
to offer Team Management Systems Network Members an assessment to highlight
successful communication strategies for working with others.
 Window
on Work Values Profile
Values have a major influence on how individuals approach
their work. Values drive our decisions, cause us defend what we believe in and
determine our behaviour at work. This Profile is based on Dick McCann's Window
on Work Values which describes eight core Value Types. The Window on Work Values
Profile Questionnaire is a 64-item questionnaire where individuals record those
activities or situations at work that they value. Profile feedback gives a work
values hierarchy and key information to help individuals understand how their
values influence behaviour.
 Strategic
Team Development Profile
Through many years of experience, we've found that most
teams fail because they have no clear picture of where they are heading or how
they will get there.
Successful teams need clear expectations and a common purpose. They need open
communication and trust among team members. Individuals need to understand each
other's differences and what each person brings to the team that adds value. And
team members need the right level of skills in order to get the job done
effectively, while being adequately rewarded for their efforts.
The Strategic Team Development Profile uses the High-Energy Teams Model to
address eight fundamental areas that all teams need to resolve, in order to
perform effectively. The Profile provides an accurate roadmap for the ongoing
development of any team. It offers a quick, reliable snapshot of the issues that
matter for the group and the priorities the team needs to address.
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