Team Dynamics, Right Vibes And You

Are you a good fit for your team?

What are the vibes like in your team?

Are there individuals who are out of step with the team?

?In our work with organizations the importance of team dynamics keeps coming to the fore. We underestimate the impact of negative vibes on performance. The beauty is that there is a remedy that can drive improved performance in as little as 90-days!

?BEHAVIOURAL STYLES?

Perhaps the biggest problem in teams is the failure to appreciate the impact of differences in personal preferences.?We tend to have a preference for tools from one or two toolkits in responding to life's unfolding events. Those preferences have a profound effect on team dynamics.

Members come to the team with differences in the level of interaction that they want. Some need to be in constant dialogue while others prefer to communicate only as necessary.?The interaction between those who prefer to remain in their corner and those who have a need for interpersonal engagement can produce tension in team dynamics.

Then there are differences in how information is shared. Some people prefer storytelling and love to have a long preamble when they provide information.?

Others spend more time repeating and reinforcing what they have said than what they said in the first place.?

Then there are those who prefer to communicate in bullet points as if they are sending a telegraph?message.?

Differences in behavioural styles are also manifested in the pace at which members prefer to proceed. Some want to operate at a fast pace including quick decision making. Others prefer to be more moderate in their pace and take their time in coming to decisions. This can be a major source of frustration and conflict.

These basic factors play a much bigger role in influencing team spirit, engagement and performance than is generally recognized. Behavioural preferences are a key determinant of team cohesiveness which in turn impacts productivity and performance.

There is a price that the organization, team and its members pay when they overlook the importance of behavioural preferences.?

ROLE FIT

The development of High Performing Teams is viewed as a key growth and competitive strategy. Consequently, it is critical to ensure that there is a good fit of the competences of the team with the future demands of the work environment.?

It is important to avoid having square pegs in round holes. Team selection and role assignment can dictate outcomes.?

Many organizations seek to address this issue by screening for technical skills.?Can the Accounting Clerk distinguish between debits and credits and so on.

Pause for a moment to reflect on this.

If you were recruiting pilots for an airline would you be willing to hire a candidate with a demonstrated preference for risk taking and a history of marching to her own beat, regardless of her piloting skills?

Well, similarly, roles in teams are best performed with given mindsets.?You want playmakers in the hospitality sector to be outgoing and people oriented. You want medical lab workers to be detailed oriented with a mindset to avoid errors.?

Identifying those mindsets is not possible from a review of academic and technical qualifications. That is why behavioural assessments that allow for the presentation of sophisticated team maps and reports are central to the development of high performing teams.?

GIVING AND RECEIVING INSTRUCTIONS AND FEEDBACK?

Conflict. Confrontation. Employee Turnover. Re-work. Lost Time and Resources.

Those are issues that arise from differences in how people like to be led. Some people just want to be told the desired outcome and left to figure out how to get it done. Others want detailed information and some degree of hand holding before feeling comfortable with their assignments.?

Leaders who fail to appreciate these important distinctions are doomed to get less than ideal results.?

The same thing applies to giving feedback. It is easy to lose the support of team members by errors in how instructions and feedback are given.

TAKE AWAY

Leaders need to appreciate differences in behavioural preferences. Working with team maps and team data is one way in which some organizations are gaining a competitive advantage.

Leading dominant, difficult and diverse personalities is challenging. It is widely acknowledged that people don’t leave their jobs, they leave their supervisors. Informed leadership is a requirement for employee engagement, especially in the context of the increased percentage of Millennials in the workforce and their different needs.

We drive teams to higher levels of performance with our 90-day High Performance Team Boost Initiative supported by 24/7/365 access to the content-rich online Team Building Clinic.

For more information send an email to?[email protected]

?Trevor E S Smith

Success with People? Academy

INFOSERV People Tech Solutions

Interpersonal relations and performance enhancement specialists. Providing human capacity development and technology-driven empowerment solutions. Expert providers of a range of Behavioural DNA assessments from Extended DISC? on the revolutionary FinxS? Platform

E-mail: [email protected]

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We often underestimate the impact of negative vibes on performance. Here is a fix!

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