Team Dashboard

 THE TEAM DASHBOARD | MANAGING TEAMS | ASSESSING TEAMS |  MULTI-TEAM ROLLUPS | MANAGING USERS | MANAGING TAGS | INTEGRATIONS


The Team Dashboard

  • Viewing Teams and Filter by Tags

    The first dashboard you see has the graphical version of your teams. Each team has a default image that can be replaced by their own picture or favorite avatar or team logo. You can click on the left green sidebar to filter your view by the specific team tags you want to view. For example, only view teams in a certain portfolio, program, business units, work type (software dev, support, business teams).
    team-dashboard

  • Using the Grid View

    The grid view is a tabular view of all your teams with additional information such as # of assessments this team completed, last date of their assessment in addition to how they are tagged. You can quickly search by the name of the team, program, product line or portfolio and generate a report in excel or pdf. Company admins who manage too many teams tell us this is their favorite view.
    GridView-Video
    Video: Grid View Overview

Managing Teams

  • Add/Edit Team Profile

    You can click the ‘Add Team’ button to go through the simple wizard that walks you through creating the team. This starts with the profile page that collects basic information about the team. A team can have several tags which will affect how they are displayed on the dashboard and when you roll them up into multi-teams (programs, product lines, portfolios). You can also tag them by which methodology they are using (Scrum, Kanban, Waterfall ..etc). All of these tags are customizable.

Add a team

  • Add/Edit Team Members

    Team members have basic profile information. Additionally, we’re collecting their % allocation on the team; yes, well be using this in the future to give you insights on the impact of multi-tasking ;). You can tag a person as being part of many Participant Groups. For example, John is a full time employee (not contractor), he is co-located with the team (not distributed) and he technical. All these are tags you can apply so you can filter the assessments results later by these groups.

    *Watch Video Above

  • Add/Edit Stakeholders

    Stakeholders are people not core part of the team but impacted by their work. They could be managers, other product owners, external customers/users or anyone the team wants to solicit feedback from on how they’re doing. They get a limited set of questions when a survey is sent.

  • Add/Edit Hard Metrics

    So you’re probably wondering, why are we tracking hard metrics within AgilityHealth? Most teams keep and maintain their hard metrics (velocity, quality,  release metrics) in their Agile project management tool which makes a lot of sense.

    Our view is that you can’t really fully understand your teams and organization’s health without seeing BOTH Qualitative and Quantitative metrics. AgilityHealth is 80 % about the qualitative metrics (what the people are saying) and 20% quantitative. We turn these hard metrics into INFOGRAPHICS and make them available at the team level and multi-team so that your teams and leaders can analyze them and build more effective growth plans.

    To keep things simple, you have three choices to make:

    1. Don’t turn on any hard metric tracking within AgilityHealth. This is the default 🙂
    2. Turn this one but also enable the integration with your Agile project management tool. We’ll pull only the simple metrics we need.
    3. Enter the basic metrics we’re looking for (iteration and release data) into this page below. The data takes about 30 min to enter by a ScrumMaster for the past quarter.
      metrcis-teamlevel
      Video: Team Level Hard Metrics

Assessing Teams

  • Create/Edit an Assessment

    When you click on ‘Add Assessment’ (you will only see this button if you’re AHF certified), you’ll enter the wizard which simply walks you through creating the assessment name, picking participants (team members and stakeholders) then saving this as a draft or launching it. On the Edit Assessment page, you’ll find some cool things like:

    • The Survey Preview button – you can see the survey including all the questions the participants will receive.
    • Participant specific hyperlinks – these come in handy if someone says they didn’t get their email, just copy this special link and send it to them directly via email.
    • Assessment notes – when the facilitator has completed an assessment, they can jot down their key observations right here and also provide their own rating for the team’s maturity level.
  • Launching an Assessment

    You can save the assessment as draft, or launch it to everyone, team members or stakeholders (the ones you selected in the previous page). You can also schedule the assessment to launch on a specific date/time in the future. The end date is always 7 days out from the begin date by default, you can change that. We recommend you launch the assessment for stakeholders one week before the team is taking their assessment.

  • Taking an Assessment

    You’ll receive an email with a link to take the survey. If the ‘allow participants to select their role’ was enabled then the first page will allow the user to self-select what Role and Participant Group they belong to. This helps when you have thousands of people with changing roles and you want the individuals to make these updates themselves (Thank you CISCO for requesting this!).The survey has questions and a rating from 1 to 10 with a slider bar. N/A means not applicable and 0 means no answer was provided. Every time you click the ‘next’ button we’re actually saving the results to the database. So if your computer or browser is closed, have no fear, just click the link again and you’ll find whatever data was saved still there! Good times! 😉

  • Reviewing Assessment Results

    To view the results of an assessment, click on the team of interest from the dashboard, this takes you to the team’s assessments page, click on the specific assessment of interest and voila! The radar appears in Summary view, you can expand/collapse this view or toggle to the Detailed view where you see the dots. Each dot represents one person. The shading between the dots is the ‘variance’. Wide variance shows lack of consensus, narrow shading shows consensus. Yeah, we know you probably already knew that but we can never assume 🙂

    • Filter the results by participant groups
      Remember when we talked about tagging team member with relevant participants group in the Add/Edit Team Members section above? Where here is where they come in handy. Using that left navigation bar, select which participant groups you want to see. For example: filter by Distributed vs. Collocated to analyze how these two groups responded, or Contractor vs. Employee or California vs. India vs. Seattle to see this by geography. Yep, VERY POWERFUL STUFF! You can customize these tags for your company.
    • View the analysis table
      These four tables provide a nice summary of the top and lowest 5 competencies (average score), highest 5 consensus (narrowest shading) and lowest consensus (widest shading). The goal is for the team to review and analyze these as part of their discussion.
    • View the textual responses
      The good thing about AgilityHealth is we’ve managed to get people to provide REALLY GOOD textual responses and there is usually a lot of them. The main sections are the Strengths, Improvements, Impediments and the Sub-Dimension Notes (what they filled out as they rated each sub-dimension).
  • Generating the PDF

    You can create a nice looking professional PDF with the output from the assessment. You also can select which sections you want to include. For example, maybe you want to share the results with the managers but the team prefers not to include their textual responses, no big deal, just select the sections and click ‘Generate PDF’.

Team Growth Planning and Tracking

  • Growth Planning

    Assessments are worthless if there is no immediate growth plan created as a result of the assessment, at least that’s our philosophy. So, if you keep scrolling down on the assessment results page, you’ll find the growth table. The goal is to help the team (or individual) focus on the most important areas they want to improve in the next few months to improve and grow. We recommend adding clear ‘acceptance/success criteria’ in the description field for each one. If the team categorizes an item as ‘Organizational’, this means they are escalating it above their level and saying they need help. Encourage them to add the ‘priority’ and detailed impact/business value so the leaders know how this item is impacting them.

  • Growth Tracking Over Time

    When you click on a team, you’ll see their assessment dashboard with thumbnails of all their radars. The the left bar allows you to ‘Compare Radars’ where you can check up to 4 radars to see how the team’s health has evolved. If you only have two radars selected then you will also get a nice Growth Measurement table that quantifies what actual %  and point growth the team has experienced. Yes, we’ve finally figured out how to measure that ‘mushy’ stuff 😉

Multi-Team Rollups

  • Creating a Multi-Team

    What are multi-teams? Well anytime you want to roll-up several sub-teams into one parent team, we call that a multi-team. These could be programs, product lines, portfolios, business units, communities of practice ..etc The power of multi-teams is viewing a rollup radar of the sub teams and doing some really cool filtering and analysis to understand the data.

    When you click the ‘Add Team’ button, you’ll be asked if you want a Team or Multi-Team. Select the multi-team and walk through the simple wizard. The main page is the profile information and the second page is where you select all the sub teams. It’s pretty straight forward. Once you click on the team you created, you’ll see the multi-team radar combing data from all the sub-teams, voila! Just like that, seriously this used to take us WEEKS if not MONTHS to do!

  • Analyzing Multi-Team Radars

    When you look at the multi-team radar, each team is represented by a line on the chart. Take some time to look and analyze what the chart is telling you. You can analyze the radar from these perspectives:

    • Are all the teams generally consistent with each other? Or is this group very divergent in their health (the lines have no patterns or consistency)?
    • Do you see one or two teams that stand out with very high or very low scores? Don’t jump to judging here, just look to understand what that means and where the attention is needed.
    • Do you see some common patterns of high or low scores? For example, we’ve seen many Agile teams suffer from low Clarity>Roadmap and low Foundation > Technical Health. What are these high and low patterns? What’s the overall story under Culture?

You can keep scrolling down and you’ll see a cool table that lays out all the teams (again, you can hide their names) and uses colored icons to help you quickly analyze the patterns visually.

  • Filtering Multi-Team Radars

    Here comes the fun part of the analysis! Click on that left sidebar and checkout the 4 tabs available for filtering:

    1. By Teams: This is the default view, you can check or uncheck specific teams to show or hide them, you can also select ‘Hide Team Names’ if you want to share this data but want to keep the names of the teams private (to avoid judgement or protect their identity).
    2. By Tags: This one is very powerful IF this is a higher level multi-team. For example, lets say we created a multi-team with all the teams as sub-teams. Using this view you can analyze Portfolio A vs. Portfolio B’s health, Program A vs. Program B and C, Product Line A vs. B, Software Dev teams vs. Service and Support, Agile teams vs. Waterfall teams – did we really just go there! 😉 You get the idea.
    3. By Roles: Honestly, this is a really cool and one of our favorite features. It’s pretty powerful to get glance at how a specific role, say Product Owner, or Developer have responded across all the teams. It gives you a look into what that ‘community’ is thinking and feeling, is there consistency in their views? where are they struggling the most? how did they rate their ‘happiness’? Lots of interesting data to analyze here.
    4. By Participant Group: IF you actually used participant groups well, meaning you tagged the individual team member with which group they belong to, you’ll get another powerful view into how these groups responded across all the sub-teams. For example, how did all the co-located vs. distributed people respond? What about all the contractors vs. employees? What about filtering by Geography, say Atlanta vs. India vs. California? Again, all of this helps you zoom into where the real opportunities are and what’s working well so you don’t break it!
      GridView-Video
      Video: Multi-Team Filtering by Tags
  • Multi-Team Growth Planning

    If you keep scrolling down, you’ll see the Growth Backlog table. You might also see a red number indicating how many ‘Organizational Items’ were reported by the sub-teams that still haven’t been pulled yet. You can click to view these items, select and ‘pull’ the ones you feel this multi-team should be accountable for managing.

    You’ll notice that several teams might have the same issue, so you can either change the background color of these rows to show they are related OR use the ‘Group Items’ feature and select the related items and add them to a group.
    You can also use the ‘rank’ field to prioritize this list, assign an ‘owner’, provide a ‘target date’ to ensure these items are truly being managed and addressed for the sub-teams.

    One important message about these ‘organizational’ items. Think of the sub-teams as your Product Owners, they’ve given you the backlog of areas they really need help with, we strongly recommend you use ‘Agile’ to execute this backlog which means scheduling an iteration planning session, agreeing to the ones you’ll tackle in the next quarter, having stand-up meetings (whatever frequency makes sense) and ending this growth iteration with a DEMO and retrospective for the teams on what was accomplished! The level of trust and transparency this process will create between leaders and their teams is EPIC!

  • Multi-Team Hard Metrics

    Ok, if you thought visualizing the hard metrics at the team level was cool, wait until you see what the multi-team rollup view can do! Seriously, this video is worth watching!
    metrics-multiteam
    Video: Multi-Team Level Hard Metrics

  • Generating the PDF

    As you’ve seen with the team level assessments, you can generate a professional looking PDF report and select which sections you want to include to share with others. The key feature to remember here is that the PDF will capture whatever radar view is currently active. So, if you have filtered by roles and looking at a radar with one role plotted then you can expect to see that radar in the PDF. Pretty cool huh!

Managing Users

  • Add/Edit Company Admins
  • Add/Edit Team Admins
  • Add/Edit Individual Users
  • Add/Edit Organizational Leaders

Managing Tags

  • Add/Edit Team Level Tags
  • Add/Edit Team Member Level Tags
  • Add/Edit Stakeholder Level Tags
  • Master vs. Company Tags

Integrations

  • What Data Integrations We’re Building
  • Setting Up Integrations
  • Integrating with Rally
  • Integrating with VersionOne (coming soon)
  • Integrating with JIRA (coming soon)

Audit Tracking

  • Tracking and Reporting Activities
AgilityHealth Team

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