TeamCQ is software with a built-in, step-by-step process that lets employees on a team plan the culture environment they want to work in. Teams define their desired Values and Behaviors and turn them into actions with measurements, bringing them to life in everyday decisions, actions, and working relationships.

How much does TeamCQ cost?

Pricing will be addressed later, but at this time the plan is that using TeamCQ will have no cost for use.

Does using TeamCQ require training or IT setup?

No. TeamCQ requires only a brief introduction, with no training and no IT setup. It can be done in every team, facilitated by a team member or an external consultant, face-to-face, virtually, or as a hybrid.

Is TeamCQ an employee engagement survey?

No. TeamCQ is a culture planning process, not the usual engagement survey. Employees rate current practice and future importance for each Value and Behavior, the results reveal the gaps between current and desired culture, and the team then prioritizes, selects actions, and measures progress.

Who is behind TeamCQ?

TeamCQ was founded by Gerald (Jerry) Wagner, PhD — a co-founder of Decision Support Systems and Group Decision Support Systems, former Senior Scientist at Gallup, and founder of the Institute for Employee Wellbeing at Bellevue University. It is part of Cultures in Action.

TeamCQ: Each Team Plans the Culture They Want

Q: How often should a team revisit its Values and Behaviors?

Values tend to be stable, so we recommend revisiting them every 1-2 years. Behaviors are more dynamic and important in daily work life, so we suggest revisiting them every 6 months.

Summary

Employees on a team plan the culture environment they want to work in.

TeamCQ makes that possible with software that has a built-in, step-by-step process for teams to define their desired Values and Behaviors and turn them into actions with measurements. This brings desired Values and Behaviors to life in the everyday decisions, actions, and working relationships of individual teams.

Vision

The time is coming when documented culture plans are as normal for running a company as having a business plan, a financial plan, or a project plan.

Then the culture plan becomes the operational engine that translates a team’s purpose and values into agreed-upon rules for behaviors and decision-making rules that governs how the team works every day.

To achieve this vision we present TeamCQ as a standard for culture planning.

Your Team. Your Voice. Your Culture.

TeamCQ gives everyone on the team an opportunity to help shape how the team works together. They express what they believe the team does well today and what they would like to see improve.

The goal isn't to find fault or impose someone else's idea of the right culture. It's to identify what matters to employees on the team, agree on practical steps forward, and turn those decisions into everyday working practices.

The result is a documented plan that the team understands, supports, and can act on together.

How TeamCQ Works

TeamCQ makes culture planning straightforward, inclusive, and actionable.

1. The team leader chooses Values and Behaviors. TeamCQ suggests Values and Behaviors based on best practices but the team leader can edit, change, or add as they wish.

2. Invite employee participation. Participants receive an internet link to participate anonymously.

3. Rate current practice and future importance. This is done for Values and Behaviors. The team decides the order. Employees rate “To what extent does our team practice this today?” and “To what extent should our team practice this in the future?” This is not the usual engagement survey. The results reveal the gaps between the current and desired culture.

4. Prioritize opportunities. Participants prioritize the Values and Behaviors to be strengthened.

5. Select actions and measures. Employees suggest and select actions to strengthen the priorities and determine how progress will be measured.

6. Put the plan into action. TeamCQ produces a report with recommended actions and clear accountability, with guidance for incorporating the plan into all business practices such as performance reviews, budgets, and key performance indicators.

The result: a practical culture plan created by employees and designed to become part of everyday work.

Two Parts: Values and Behaviors

TeamCQ has two parts. Values are what we stand for. Behaviors are how we make decisions and how we act.

The two parts change at different speeds, so we suggest revisiting them on different schedules. Values tend to be stable and not changing, so we recommend revisiting them every 1-2 years. Behaviors are more dynamic and important in daily work life, so we suggest revisiting them every 6 months.

Part	What It Is	Revisit
Values	What we stand for.	Every 1-2 Years
Behaviors	How we make decisions and how we act.	Every 6 Months

TeamCQ Navigation

This is the TeamCQ navigation panel that clearly lays out the planning process. It is a step-by-step guide that everyone understands.

One person on the team has a control panel to initiate start and stop times for each step. This can be done face-to-face, virtually, or as a hybrid.

TeamCQ navigation panel showing the Values, Behaviors and Plan steps

Training and Facilitation

TeamCQ requires only a brief introduction with no training and no IT setup. TeamCQ can be done in every team, with a team member or external consultant facilitating.

Let's Talk

If you believe in the vision and you would like to know more about TeamCQ, let me know.

You might be wondering about pricing. We will address that later but at this time we are thinking that using TeamCQ will have no cost for use.

Email me at jerry.wagner@culturesinaction.com.

Very best wishes,

Gerald Wagner, PhD
Founder, TeamCQ
President, Cultures in Action
jerry.wagner@culturesinaction.com

A Little About Me

My career combines software innovation, group decision-making, and employee wellbeing. After earning my PhD at Iowa State University, I led research statistics for a Fortune 100 company and later headed the Operations Research/Industrial Engineering group at the University of Texas at Austin.

I founded four software companies and became recognized as a co-founder of Decision Support Systems and Group Decision Support Systems. Later, I served as a Senior Scientist at Gallup, established the BSc degree in IT Innovation at the University of Nebraska Omaha, and established the Institute for Employee Wellbeing at Bellevue University.

My goal is simple: to help teams plan the culture they want and make it part of how they work every day.