22 Nov Understanding your Unique Team
The secret to a happy, harmonious team is no secret at all. As a leader, team member or practice owner, all you need to do is focus on learning people’s behaviours. Behaviour differs from person-to-person; it’s subjective, it’s all about perception. Your team’s perception of things like change, personal motivations, and each other’s personality can determine whether their behaviour works with your practice, or against it.
The fact is that people tend to be most motivated, and most successful when they’re able to use their naturally preferred style. People’s behaviours are then dictated by the recognition they get and the successes born from doing something ‘their way’.
The University of California, School of Medicine, demonstrated that the brain needs to work as much as 100 times harder when an individual is using skills outside his or her area of natural preference. More oxygen and glucose is demanded by the brain because it is adapting its preferred way of working. The likely consequence is stress, fatigue, and reduced performance. Although all human brains are very similar, there are small differences in the way the brain organises itself. It is thought that these differences are what cause our unique talents; and these talents are what we as employers, need to tap into to keep our staff happy and productive.
Personal profiling typically looks at a person’s skills, characteristics, and traits. If a person is happy focusing on a task or engaging a particular skill that fits with what they like and where they have a natural strength, they are considered to be working ‘in flow’; this is highly beneficial to both you and them. When someone is ‘wired’ to do a particular job, they will progress and perform at their very best. Put simply, ‘flow’ is about playing to people’s strengths and following the path of least resistance.
Personal profiles are particularly useful when recruiting or establishing roles and responsibilities because they can help to highlight behaviour differences in people; this enables practice owners to assign the right person to the job.
You may have heard of HBDI, PRISM or Myers-Briggs; they’re all examples of personal profiling tools. The insights that these profiling tools provide help practice managers and owners to understand their team members better. They identify how to improve productivity and efficiency and provide a more positive, healthy workplace.
Team profiling is ideal for identifying strengths and weaknesses within a team. It involves much more than merely combining personal profile results. It’s an efficient way of helping individuals ‘achieve flow’ within a team; which is completely different to achieving flow on your own.
Talent Dynamics is an example of Team Profiling; it suggests that there are four main energies and eight ‘profiles’ made up of different amounts of these energies. It teaches that balancing these energies is essential to a successful team.
Team Profiles are good for teams that need to understand each other better and build stronger problem solving and communication skills. They’re effective at establishing collaboration and teamwork as well as developing a commitment to a common purpose and a growth mindset.
The best environment for anyone looking to achieve success is a work environment that nurtures uniqueness. Encourage people to be ‘in flow’ and accept their natural strengths and weaknesses; promoting understanding, self-esteem, and confidence in people. This results in employees feeling emotionally engaged, which is when they can optimise their performance.
Profiling will help you to make better-informed decisions. It provides the building blocks for a dynamic and emotionally engaged team. However, reading the intricacies of a person’s profile is not something you should do alone. Think of it like chemistry; you have a profile, a preference, and a natural strength in specific areas; but when you combine yours with one of the eight other Talent Dynamics profiles, you get a concoction which needs managing. Certain mixtures can explode, fizzle out or achieve nothing at all if handled wrong. It all depends on structuring those all-important conversations in a way that resonates with the unique dynamics of the team in question.
Interpreting ‘flow’ and profile synergy is a skill and needs professional, expert guidance and group facilitation.
Harmony, personal fulfilment, effective communication and a high performing practice are all achievable when you have a better understanding of your unique team.
By Debbie Robinson
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