DevelopMyTeam — Improve your team’s maturity and individual skills

Logo published with permission

DevelopMyTeam is an online self-assessment tool that helps team leaders gain insight into the skill maturity and capability levels of their team members, both individually and as a whole. For procurement and procurement related functions, because it maps skills with team gaps, it enables the CPO or procurement manager to cultivate plans for individual and team development as a whole in order to provide more value for the company.

Since Spend Matters is primarily involved in technology that can make the life of the procurement practitioner easier and more efficient, we were interested in this software which was primarily designed just over a year ago. by sourcing strategist, coach and trainer, Nick Ralphs.

We spoke with Ralphs to find out more.

Why a team development tool? – Surely they already exist

Ralphs explains that throughout his training and coaching, he found that procurement teams were inconsistent in how they developed their employees and the team as a whole – if that happened. He also explains that when this happened, it was an exercise often done using spreadsheets. He has become keenly aware, however, that organizational leaders are typically very interested in assessing where their teams are at versus where they want to be.

“It’s true that there are good tools out there that look at behavioral information,” he explained, “but nothing does the same thing from a skill/goal mapping perspective, so the compelling need was to make DevelopMyTeam not only easy for people to use, but flexible and business-friendly.

“I didn’t want to just create a benchmarking exercise that compares scores to others. It is useful, but in reality, the organization is not interested in that. The organization is interested in what you are able to do for them and whether your skills match their needs. It’s worth noting that many teams can produce great results, but they’re not necessarily always in line with company goals. And this is where procurement teams get frustrated because the rest of the organization doesn’t really understand what they do or how they add value.

How does DevelopMyTeam work?

An individual survey allows team members and their line managers to self-assess their skills to provide a baseline for implementing development plans at the team and individual level.

“The platform is intuitive to use, quick to set up, and you automatically receive your information once your team completes the survey,” he explained.

In a word:

  • A customer gets a personal portal to the system
  • They quickly set up their team members and sub-teams, if any
  • In detail, they can also enter role types, set bespoke goals for different skill areas and roles, tailor those goals to seniority or responsibility levels.
  • Once submitted, it automatically generates emails to all participants with their passwords and the different types of evaluation, whether individual or team
  • Each has a description of the different levels of maturity in areas appropriate to the role, the “appraised” and the appraiser (line manager) have chosen the level of maturity that they believe best describes that person or team.
  • When the assessment date comes to an end or when the whole team has completed it, reports are generated automatically. Some go directly to attendees, and those at the team level are kept in a portal for the CPO or designated administrator to review.

The process sounds simple, and it is. But Ralphs assures us that behind this highly customized system lies complex code that allows it to do what it does – but this complexity is completely hidden from the user.

What gives you?

Each individual receives a dashboard with goals for their particular role – which can be Category Manager, Sourcing Manager, etc. They have visibility into the line manager’s evaluation and review.

“The focus is on prioritizing the right skill development areas for the individual or team,” he says.

For one-on-one development conversations, the CPO or manager can review areas in which the individual rates themselves below the role objective and provide the individual with the necessary training to compensate for the lag between what the individual thinks and what the line manager thinks. “It really works both ways: one can score higher or lower than the other. It might be down to a lack of confidence, but when that flag pops up, it’s a great grounded conversation. about the insight to have,” he says.

Results are also aggregated at the team level, so the CPO can check the alignment of the entire team between what individuals are saying about the team’s effort and what the boss thinks. hierarchical. It brings to light discrepancies that could have gone unnoticed.

The line manager can also review how often an individual or team highlights themselves and for which skills. Gathering vendor intelligence, for example, may manifest as a team deficit. If so, it digs into more detail: how many times did this happen and for which roles in which scenarios?

So, it identifies where the gaps are so you know precisely where to target training and for which cohort.

“Team evaluation in particular is a team engagement process,” says Ralphs. “Each contributes to the review of the team’s position in specific areas such as e-procurement, sustainability, risk management, procurement process, etc.

“Results can also be broken down by sub-teams, role types, and even length of service. This helps examine which parts of teams score relatively well and what others can learn from them to bring them up to the same level.


(Click to enlarge the image)

As valuable to the management team as it is to the individual

The reports also focus on team dynamics and what can be learned from them. So the different points of view can focus on leadership for example and where the gaps are between what the leadership team thinks is working well and what team members actually see happening.

In the case of limited resources, the team leader may want to know what skill development to focus on to ensure they are increasing the right skill in the right places so that time and effort is not wasted.

Basically, for the leadership team, the system provides the big picture: do they have the right skills in place for the right roles? Is the team where it needs to be to achieve organizational goals?

For staff, it shows that development plans are in place, and it’s good for staff retention.

“What’s really important,” says Ralphs, “is that it’s not a performance measurement tool. You don’t want the staff to get nervous and not give honest feedback. It is a positive development identification tool.

What other services are available?

“If a CPO wants help determining what to do with the results, the DevelopMyTeam team can help analyze the results and develop development plans. But it’s important to get the team together and look at the results,” he advises. “If you are part of a team that is serious about improving, you can use the power of the team as a real asset: interpret the results together, then decide what to do next.

“It’s something that’s becoming more and more important to the core functions of organizations,” says Ralphs. “You have to earn the right to operate within an organization, and if you don’t do the right things at the right level, you won’t achieve your goals.”

If you’re looking for technology to help you meet your 2022 sourcing goals, try Spend Matters TechMatch℠ to assess and select vendors

Comments are closed.