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What does KTEP measure?

The KTEP survey measures 17 factors in four clusters. Extensive research has shown that these factors are essential for effective performance in knowledge and research teams.

The factors and clusters are:

Leadership Resource
  • Inspirational leadership
  • Project management
  • Clarity of purpose
  • Autonomy
  • Professional and technical expertise
  • Equipment and facilities
  • Knowledge sharing
  • Market/client awareness
Team Processes Interpersonal Dynamics
  • Conflict management
  • Decision making and implementation
  • Team learning
  • Creative dialogue
  • Trust
  • Respect for individuals
  • Goodwill and cooperation
  • Alignment of values

Click here if you would like to see a brief definition of each factor

What do the results look like?
You will get the results in text and graphic formats.

The report will give you

• aggregated team scores for each of the factors;
• an interpretation of what the results mean;
• how your team compares with other knowledge or research teams in our data base; and
• specific suggestion about to improve your team's performance.

Two graphs will give you a quick snapshot of how your team is going and the areas to focus on for quick improvements.

The line graph shows your team in comparison with the data base of most and least effective teams. Team X is a typical team. Your results would appear in place of Team X.

[click to enlarge]

The scatter plot shows the same results in a format which indicates the factors which will be most important to address to have a major impact on team effectiveness. The factors in the top right are the highest discriminators between most and least effective teams and the factors where there is substantial scope for improvement in your team.

[click to enlarge]

How can I use the results?
Awareness is the first step in changing individual or team behaviours. A significant advantage of a diagnostic approach is that it increases the awareness of members of team performance and the factors which contribute to it. People like to know how well they are doing, the implications of their current performance and they like to have a sense of how things could be improved.

It is likely that the interest of team members has already been aroused by the simple act of looking at or completing the questionnaire. They will probably be interested in the result and what it means for the team. It is therefore important that you present and discuss the results at a team meeting and that you take time to prepare for the meeting. There is no standard recipe or format for doing this. The best approach will depend on your own leadership style, the level of openness and awareness in the team and the level of team process skills.

Some suggestions for planning and conducting the meeting are shown below.

  • Allow at least an hour at a team meeting for this discussion. List it as an agenda item so that team members know the discussion will take place.
  • Provide the context, for example, your own participation in a development program or your interest in helping the team to learn about team dynamics.
  • Present the results and encourage discussion about any surprises or confirmation of expectations.
  • Practice your active listening and inquiry skills and demonstrate non defensive behaviour.
  • Consider the range of options for enhancing team performance shown in your team's diagnostic report. Distribute copies of the options to team members if you think this will help stimulate discussion.
  • Seek suggestions from team members on how they would like to enhance performance. Suggestions generated and owned by the team will usually be more powerful than suggestions you make.
  • Try to reach consensus on a few actions which you can implement quickly rather than making wholesale changes which will be difficult to sustain.
  • Schedule discussion on team performance (how your are working) on a regular basis at team meetings.
  • Consider administering the questionnaire again in 6 or 12 month's time to monitor progress.
How can I get a profile for my team?
You can get a team profile by having each of your team members complete a confidential questionnaire on the web. It takes each person about 10 - 15 minutes to complete.

After each member has completed the questionnaire, a comprehensive report will be sent back to you via the web or, if you prefer, by mail.

In the near future, you will be able to register your team online using our web-based registration system. At that time, there will be a direct link to the Survey Manager site from this page.

In the meantime, if you would like to have your team complete a survey, please contact us by phone, fax or email to initiate the process.

Knowledge Teams International Pty Ltd
PO Box 394 

Email: Info@kteams.com.au
Telephone (from Australia): 0418 781 079
How much does it cost?


Please contact us for details. The cost will depend on the number of surveys. Discounts can be arranged for bulk purchases.

Other Countries

Please email us at info@kteams.com.au for information about costs

Payment Options

For now, payment can be made by sending a purchase order or letter of authority by mail or email. In the future, payment will also be accepted securely through the web.