Manager Onboarding on TeamScan

As a manager, the TeamScan process in MyQ7Leader helps you assess your direct reports and helps you prepare for your 1-2-1 with them.

Here's how to get started:

1. Log into the Platform

Go to my.q7leader.com and log in with your email. If you've never logged in before, look for an invitation email from welcome@q7leader.com (check your spam folder if needed).

2. Access Your Dashboard

Once logged in, your dashboard will display:

• Your personal info

• All team members you have access to

• Your pending tasks in My Agenda

3. Start a ProfileScan

From your dashboard or a team member’s profile:

• Click Start Now in the action item in My Agenda

• Review and answer the 7 Questions (Q7)

• Select the lower level if you’re unsure between two options

• Use the Notes feature to add context at any point

4. Submit the ProfileScan

When complete, submit the scan to log your input. You’ll see a persona and smart questions generated based on your answers.

5. Create a DevelopmentScan

Use the DevelopmentScan to review your team member’s alignment with their role expectations and identify areas of developement. 

6. Explore Team Insights

In the Team Overview, access insights and charts summarizing your team’s profiling data and performance trends.

Transcript

00:00 Hi there, my name is Aleks and in this video I will show you how to use the new MyQ7Leader platform to complete a TeamScan for your team.
00:08 To log in to the new workspace, if you've already logged in before, go to my.q7leader.com and use your email address.
00:17 If you've already registered to the platform before but you don't remember your password, please reset it by clicking on "Forgot password."
00:24 If you're having trouble logging in, check our guide in the knowledge base for troubleshooting tips.
00:29 If you've never registered, you should receive an invitation in your inbox from welcome@q7leader.com allowing you to create your account.
00:37 Please make sure this email hasn't landed in your spam folder. Now, I’m logging in as Dax, a manager of five team members and also Head of Production.
00:50 First, I’ll land on my Dashboard, where I can view some personal information. In the Team Members section, I’ll see everyone I have access to — my team and others in my department.
01:01 Here I can filter by Manager to display only my team. Clicking on a team member's name brings up their profile and all tasks assigned to me.
01:15 Clicking the three dots opens the individual TeamScan profile. In the My Agenda section, I’ll see all tasks assigned to me for this Talent Cycle.
01:28 I see I need to complete five ProfileScans, one per team member. Doing these also informs HR that I've completed my tasks.
01:37 I’ll now do the ProfileScan for James Bond by clicking "Start Now" — this brings me to the first question.
01:46 The first question refers to expectations for the team member’s role. This is already answered and cannot be edited, as it reflects your company’s defined expectations for the role.
02:01 In this case, James Bond is at the Implementation Management level. If needed, I can read more about it.
02:08 What I do need to answer is the second question: the Operating Mode of my team member.
02:26 Since the expectation is level 4 – Implementation Management – I’ll open the definition and check if James Bond is operating at this level.
02:40 If unsure, I can compare with definitions for Coordinator (level 3) and Operational Development (level 5).
02:55 I’ll now make my selection and confirm that James Bond does operate at Implementation Management. Moving to the next question.
03:04 Next, I assess the team member’s Competence in relation to their role expectations.
03:11 The levels are: In Development, Developed, and Developing Others.
03:22 In Development includes Starter and Confirmed; Developed includes Experienced; Developing Others includes Specialist and Guru.
03:29 If the team member is new in their role (under three months), you can select New.
03:40 After reviewing definitions, I believe James Bond is Experienced — creative, independent, and effective.
03:56 I’m not fully sure about the “team player” aspect, so I’ll read the details.
04:07 I’ll select the most fitting sub-level — in this case, Experienced 1.
04:26 If unsure between two levels, always choose the lower one. This applies to all TeamScan questions.
04:48 Next is the Performance section.
04:58 Options include Below Expectations, Meets Expectations, and Above Expectations. You can also select New if the person is new in role.
05:14 After reviewing the definitions, I’ll select High Standards for James Bond — though not Excellent, as there are still some doubts.
05:54 Now on to Notes — at any point, I can click the three lines and select Take a Note, write it down, and optionally assign a type.
06:29 Next is the Talent & Potential Matrix.
06:42 I evaluate the likelihood that James Bond will grow into a more complex role.
06:54 I believe he’s an expert in his area but not likely to move into a management role.
07:06 The best fit here is Key Contributor.
07:57 I’ll note this down if needed using the notepad.
08:04 Now onto Vision & Values, which assesses Workmanship and Citizenship.
08:24 James Bond may deliver high performance, but I’m unsure about alignment with company values — so I’ll select Prima Donna/Donno.
09:03 Next is the Remuneration question — if I know their salary level, I select it. Otherwise, I select No Clue.
09:27 Final question is about Workforce Planning — do I think James Bond will leave in 6–9 months?
09:42 I believe the Risk is Low, so I’ll select that. The rest of the questions are pre-filled by HR.
10:05 I’ll finish and submit the ProfileScan. It will now appear in the team member’s history.
10:23 If previous scans exist — even from other managers — I’ll be able to consult them.
10:34 On the individual page, I see team member info and the Persona, which is based on the latest ProfileScan.
11:02 If the persona doesn’t match how I see James Bond, I can go back to the scan and update my answers.
11:27 Changes are saved automatically, and the persona will update accordingly.
11:36 Below the persona, I see Questions to Raise, generated automatically to guide the team member’s development.
11:55 I can edit or expand on these notes directly on this page.
12:13 You’ll also see a Global Profiling tag:

Green = area of strength

Yellow = area of attention

Red = area of risk

12:35 This doesn’t mean James Bond is failing — it signals that a management decision is needed to support him.
12:42 The next step is to complete the DevelopmentScan.
12:52 This questionnaire includes expectations for the team member’s role — in this case, Implementation Management.
13:06 Answering this will give more clarity on areas of strength and development.
13:22 I’ll fill it in quickly, but please read each item carefully.
13:48 This scan will also help validate the earlier Operating Mode question.
13:57 I now see four development areas — which I can turn into Objectives.
14:15 The TeamScan Summary shows overall areas of strength and development.
14:28 I can also consult Monitoring Practices based on the Implementation Management level.
14:53 In the Team Overview, I can filter to only see my direct reports.
15:08 Here, I can review general insights, smart questions, and visual dashboards.
15:35 These graphs and charts help me understand how my team is performing overall.
15:44 That’s everything about completing a TeamScan during this Talent Cycle.
15:51 Thank you for watching, and have a great day!