Our core and master health assessment for Agile teams has been upgraded! We’ve spent the last few months updating the questions, competencies and sub-dimensions to reduce the subjectivity of the questions which has resulted in some teams over-rating themselves with higher scores. We also wanted to make it easier for teams to determine where they are from a maturity/fluency perspective within each competency (Crawl, Walk, Run, Fly) and to Reduce the number of overall questions while providing clarity in each one so that teams spend more time discussion HOW they will improve their target competencies. The radar still hold the same 5 key dimensions : CLARITY | PERFORMANCE | LEADERSHIP | CULTURE | FOUNDATION (View Questions)
Inspired by Marty Cagan and Jeff Patton’s Developing Strong Product Teams approach, we built this radar to help product teams (discovery and delivery members) assess these 4 dimensions: PRODUCT MATURITY | DELIVERY HEALTH | TECHNICAL HEALTH | CULTURE (View Questions)
Designed to give a holistic organizational view of your Portfolio Health. Dimensions included are: Product Maturity, Culture, Delivery Health, Technical Health & Portfolio Maturity. (View Questions)
We almost called this the Transformation Health radar but decided that Business Agility was a better name since that’s the end goal of a transformation. Use this radar to assess the overall health of a transformation (or as a baseline) so you can develop the roadmap ahead. Participants: The Transformation leadership team including executives. Dimensions include: PROCESS, CULTURE, ORG STRUCTURE, TECHNOLOGY. (View Questions)
Measure the health of your Agile transformation! This radar will help the transformation leadership team assess their current state, develop a quarterly roadmap & plan for the next quarter. Dimensions include: LEAN PORTFOLIO MANAGEMENT, CUSTOMER SEAT AT TABLE, AGILE FRAMEWORK, MAKE IT STICK, TECH. TRANSFORMATION, LEADERSHIP/CULTURE, STABLE TEAMS. (View Questions)
We’re helping Agile teams deliver the right product faster! This radar helps Agile teams assess their current state, have a healthy dialog about where they would like to grow and end with a concrete plan of action for the next quarter. Dimensions are: Building the Right Product, Faster Value Delivery, Higher Quality, and Culture of Improvement.. Dimensions include: BUILD THE RIGHT PRODUCT, FAST VALUE DELIVERY, HIGHER QUALITY, CULTURE OF IMPROVEMENT. (View Questions)
Beta: Technical Health
This Technical Health radar is provided to help a technology transformation team assess the current state of the technical maturity of program/product line or organization. The radar helps guide the retrospective conversation and the desired action plan. It can also be used later to have Agile teams assess their technical health and see if improvements have happened. Dimensions are: CONTINUOUS DELIVERY, ARCHITECTURE, TECHNICAL EXCELLENCE, METRICS. (View Questions)
This is the newest addition to our AgilityHealth radars. The Program Health radar provides a holistic view of how a program’s health is doing across 4 dimensions:
PLANNING AND LEADERSHIP | TECHNICAL HEALTH | DELIVERY HEALTH | CULTURE (View Questions)
PI PLANNING EVENT|PI EXECUTION | DELIVERY | RESULTS | PLANNING READINESS (View Questions)
This specific SAFe radar assesses the health of the portfolio team implementing the SAFe portfolio guidance and measuring these three dimensions:
VALUE DELIVERY| LEADERSHIP| LEAN PORTFOLIO MANAGEMENT (View Questions)
The Individual Radar Structure
The individual radar looks a bit different from the other radars. There are usually two halves, the right side and left side. Consider the left side your left brain, the dimensions here will be Role Specific to what you do. The right side is like the right brain, it will have Interpersonal skills you expect for everyone to share as part of this team and company.
Creating a Role Health Assessment (for a cross-functional team)
A cross-functional team (members with different roles) can choose to use AgilityHealth to run a 360 Role Health assessment across everyone on the team. Basically, as a member of the team, I would be assessing everyone in their role and providing my feedback to them in addition to everyone doing the same for me. Each person also completes a self-assessment.
I’ll be able to them view how I rated myself compared to how others have rated me. Pretty powerful stuff! The textual responses are super valuable here and of course, as you would expect, there is a growth plan attached to each assessment.
You can click on the ‘Add Assessment’ button after clicking on the team you desire to assess. A popup will appear asking you if you want to run a Team or Individual assessment. If you don’t see this popup this means ‘Individual Assessments’ hasn’t been enabled for your company.
The wizard will walk you through the completing the assessment profile, selecting who will be assessed, selecting the reviewers then deciding on when the assessment will be launched.
Each reviewer will receive one email listing all of the people that have asked for their feedback.
Each reviewee (person being reviewed) will receive an email notifying them the assessment was launched and providing them a self-assessment link.
If you enable the ‘Allow reviewee to invite others’ then the reviewee will be able to login to AgilityHealth and add additional reviewers (name, email, role) to participate in the assessment. The goal of any Individual assessment is for it not to exceed 10 min. We recommend doing them every 6 months.
Creating a Role Health Assessment (for a functional group)
A functional group (we call them a group of individuals) can also use AgilityHealth to run an assessment on that ‘community’ where everyone has the same role. You setup the reviewers for each individual separately because we don’t assume that they have all worked with each other.
For for example, you can create a new team, set the work type to ‘Group of Individuals‘ and add all the Scrum Masters in a certain area or across the company. You can then create an assessment, select the ScrumMaster Health radar for all of them and setup the reviewer list for each ScrumMaster individually. You can also enable the ‘allow reviewee to invite others’ so they can login and invite other reviewers. Each person also completes a self-assessment.
Each individual will be able to view how they rated themselves compared to how others have rated them. Pretty powerful stuff! The textual responses are super valuable here and of course, as you would expect, there is a growth plan attached to each assessment.
Analyzing Self Assessment vs. Group
When you view the results of an individual role health assessment, you’ll see the Summary Radar in addition to the Detailed view with the plotted dots for the responses. Here are some ideas for how to analyze the radar:
- At first glance, what is the overall radar telling you? Is it generally rounded with a few dips or do you see many dips and spikes? Are you stronger on one side vs. the other (left vs. right)?
- How did you rate yourself compared to what others have rated you? Are you mostly higher than their average or mostly lower or on target? What does this mean?
- Review the Top/Lowest 5 Competencies table. What does this data tell you?
- Review the Top/Lowest 5 Consensus table. What does this data tell you?
- Now review the textual responses, spend time on the Strengths comments and take a min to really focus on what you’re doing well. Go down and read the improvements and possible impediments. Keep a positive growth perspective to all of this and remember the most important message of all ‘FEEDBACK IS A GIFT’, most people don’t care enough to tell you how you’re doing, when people DO put in the energy and they share their perspective, take it in, understand it and decide what you can do to change that perception or reality (if that’s your goal. If you get defensive, emotional, angry then people will just not give you feedback again.
Individual Growth Planning
After doing the deep analysis above, it’s time to develop the growth plan. What can you focus on in the next few months to really grow your skills and effectiveness to the next level? Add these as growth items, define clear acceptance criteria for what ‘Done’ looks like and set some target dates. Keep this list visible in front of you and identify an accountability partner.
Generating the PDF
As you’ve seen with the other assessments, you can generate a professional looking PDF report and select which sections you want to include to share with others.
- Customizing Existing Radars
- Building Company Specific Custom Radars
- Partner Custom Radars