feedback

As a coach, I'd like to be able to figure out what the ideal set of dominant culture values are derived from the values that the company espouses.

Page: Conflict Values Design Recommendation: Create a simple 2×2 polarity table for each conflict value pair. How it works: User clicks a button on the conflict Pair that says, "generate table" Left label: “Works Independently.” Right label: “Works Collaboratively.” Top row labeled “Benefits.” Bottom row labeled “Risks.” Table should auto-populate with the value pair selected and be editable by the coach.

We need a "Coach" role that has access to the "Team Settings" menu - so they can assign members to a team and remove members from teams. The current "coach" role does not have this access, so they can add members to the team, but cannot re-send an email or remove a member from a team.

Currently, there is no way for coaches to see "the big picture" of their outstanding invitations, invitations that have been accepted, etc. Also, coaches are required to respond to an email invitation for every team they create. This creates a bottleneck in the process if there is ever a problem with an email - including human error (overlooking emails) as well as system errors. When a coach log into CultureCamp, I want them to see a dashboard with the statuses of all of their invitations and the teams who they are working with. For now, this includes invitations they have sent to others and Invitations requiring them to accept an invitation to a team. In the future, this will also include the status of notifications (in the form of short surveys) sent out to teams who are active and enrolled in CultureCamp as well as a central pace to have the system re-send invitations or surveys as well as to cancel invitations that have been sent out in the past (if needed).

Coach would like to have an initial physical document that they could bring to a meeting with the team or manager to deliver results for team and ask some insightful questions. Readout includes Summary of Team culture archetype rollup percentages Individual team members archetype scores Descriptions of each of the archetypes from a group perspective (ie not individual perspective) Summary of team strengths and conflicts List of core values List of conflict value pairs Reflection questions for Team/Manager - Do these resonate with you? - Given your team's archetype how do you think you should best work together? - What areas would you like to improve upon with your team? - What questions do you have about the results thus far? Coach Notes - area for coach to take notes for questions Talk through each core value and conflict value and get the team's feedback (this could be shortcut with Claire prepared thoughts on working better together and have team riff on those - Thoughts Alexis") Questions for reflection from Coach Discuss interventions (Can Claire list some of this or no?)

Sometimes when values are close to being considered core or conflict but have not been algorithmically set to core or conflict and the coach has reviewed with the team, they can discover that one of those other values may in fact be a core value or conflict value pair for the team. Vice versa, when the coach thinks one of the algorithmically selected values should not be a core or conflict value, they can override the algorithm and turn it off. In this case, the coach would like to set that value as a core or conflict value, which is then used in subsequent Claire feedback.