Addressing Team Effectiveness

Written on the 18 September 2007 by Sharon Hudson

Addressing Team Effectiveness using the Extended DISC Team Analysis Report

 

The Team Analysis is based on the results of the Extended DISC Personal Analysis of the individuals who make up the team. This link is clearly delineated in the team analysis results because some segments of the team report also displays the individual analysis data that makes up the aggregated team results.

 

The procedure for creating a new team doesn't require collecting any additional information from, or on, team members and is extremely easy to produce on Extended DISC Professional Software.

Extended DISC Team Analysis has always been one of the most popular tools in the system because it can so clearly and concisely help to understand complex team issues. However, it is often used in applications that do not directly relate to team development at all.

 

Team Analysis allows you to analyse and better understand any situation or problem that involves more than one individual. In short, Team Analysis is like an MRI that a doctor uses to diagnose the problem before prescribing treatment. It the doctor does not understand the real underlying causes of the problem, they are likely to address the symptoms, or worse, a non-existent problem.

 

Here are some of the ways our consultants and clients are using the Team Analysis to ensure that they are prescribing the right treatments:

 

To identify what behaviours create success for specific jobs at your organisation

 

Simply select the top performers and map them with Shotgun and Name Maps. You will be able to identify what behavioural components create success. In addition, you can compare the top performers against other performance level employees to even more clearly understand how the behavioural style contributes to employees' success.

 

 To reduce employee turnover

 

Produce a shotgun map of the employees you have lost. This will enable identification of any patterns of behavioural style/s of exiting employees.

 

Analysing  shotgun maps from the 'job categories' or the  work units experiencing the highest  turnover will  not only provide valuable information for recruitment and selection of their replacements, but also provide information to develop a retention strategy for the new, and existing employees.

 

To develop the most effective communication strategy to implement change

 

Map the people affected by the change initiative; this could be the entire organisation, and develop communication methods to provide each style with the information that is right for them, at the right time, and in the most appropriate media and manner for their preferred communication style.

 

To identify and understand the causes, not symptoms, of low performance, /productivity or achievement

           

 

Check the alignment of the outcome/s the team is to achieve, with configuration of team's natural behavioural style. Then align responsibilities and roles within the team according to strengths and preferences of the team members. Adjust team configuration where necessary.

           

 

 To 'duplicate' high performance teams.

 

Use the team profile and the team roles configuration to identify the patterns of high performing teams. Compare these to similar, but lower performing teams to identify opportunities for intervention within existing teams.

 

Form teams from existing employees to match the high performing team configurations. Recruit individuals for 'fit' within proposed teams.

 

To support and develop team leaders

 

Provide team leaders with training in identifying, understanding, managing and leading the different behavioural styles of their team members.

 

Next time you are asked to help with a situation that involves people, consider if Team Analysis can save you time and help you make better decisions.

 

Would you like more information about improving team effectiveness or Extended DISC Tools?

Contact Talent Tools by email or phone 61 7 3103 0177. 


Author: Sharon Hudson

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