Category: Team Building

Team Building & Dynamics

Team Building & Dynamics

Using the DISC system of behavioral analysis allows you to build stronger and more productive teams by:

  • Strengthening communication
  • Minimizing conflict
  • Maximizing productivity
  • Increasing effectiveness
  • Improving morale

Assessing your team using the DISC system provides you with the tools you need to fully develop the talent that already exists with your current personnel, increase productivity, enhance teamwork and cooperation and ultimately increase your bottom line.

How it works

PeopleKeys uses the DISC system of behavioral analysis. The DISC system provides a common language throughout the organization and will lay the foundation for improving communication, maximizing personal strengths and minimizing weaknesses.
Understanding yourself and those you work with provides the following benefits:

  • Creates an atmosphere of teamwork and cooperation
  • Improves morale and communication
  • Allows team members to recognize and capitalize on their strengths
  • Allows team members to recognize and capitalize on the strengths of others

Through a greater understanding of behavioral styles, your team is better able to recognize and meet the needs of those they serve.

Five Keys to Effective Teams

Through more than thirty years of helping companies of all sizes maximize team effectiveness, we have identified five keys common to all effective teams:

  • Trust
  • Communication
  • Common Goals
  • Mutual Respect
  • Tolerance

Each of the keys to effective teams requires you to know the personality and behavioral style of yourself and your team members.

Well-Rounded Teams

The most effective teams are those comprised of people who possess differing strengths and more importantly, the ability to identify and apply those strengths appropriately.

or Dominant team members provide the following strengths and limitations to a team:

  • Great bottom-line organizers
  • May overstep authority
  • Places high value on time
  • May seem argumentative
  • Challenges the status-quo
  • Dislikes routine
  • Can handle multiple tasks at once
  • May attempt too much at once

Influencing team members provide the following strengths and limitations to a team:

  • Great communicator
  • Inattentive to details
  • Motivates others to achieve
  • Talks more than listens
  • Positive sense of humor
  • May also be sarcastic
  • Negotiates well
  • Impulsive

Steady team members provide the following strengths and limitations to a team:

  • Reliable and dependable
  • Resistant to change
  • Loyal, patient and trustworthy
  • Possessive
  • Great “team player”
  • May seem slow paced and stubborn
  • Peacemaker, maintains harmony
  • Keeps feelings to themselves

Compliant team members provide the following strengths and limitations to a team:

  • Great with facts and information
  • Gets bogged down in details
  • Focused on maintaining quality
  • May seem defensive and critical
  • Thorough and meticulous
  • Unwilling to break rules
  • Great analyzers and developers
  • Non-verbal

Knowing your strengths and the strengths of those on your team can help you to maximize your effectiveness.

As a team leader or member of a team, being aware of your style, as well as knowing the styles of the people around you can give you the insight you need to get the most out of your team.

Being able to recognize your own personality style and its strengths and weaknesses and the personality styles of your team, will give you valuable insight you can use to understand an important dynamic to your team and best utilize the strengths they bring to the team.

Become “people literate” and increase your effectiveness as a leader with solutions from PeopleKeys. For more information on your own personality style, or how to become a better communicator and become a more effective team leader or member, contact… Jeff Rossbach: 941-224-3059 mobile.

Team Problem Solving

Team Problem Solving™

   

Our approach to problem solving is simple…  We teach people an easy to understand process and the foundational steps needed to address any problem that they face.

The results are:
  • much more effective meetings
  • fast resolution of problems
  • better decisions and…
  • an increase in innovation.

Our program has been used throughout the world by many different types of organizations resulting in millions of dollars in cost savings.

Team Problem Solving is a two-day program which may be presented in two consecutive days or divided in to two, one-day sessions.

 

Talent… What is your approach?

What is your approach to Talent Acquisition, Management & Development:

Ready Aim Shoot…or Ready Shoot Aim?

In today’s competitive talent pool if a company is looking to acquire and retain the best talent it must realize that it’s not the same as it was when our parents and even grandparents were in the work-a-day world.   Once upon a time, business organizations were much like sports franchises, made up of “franchise players” that made outstanding contributions, would never think about leaving and retired from the organization they were with for many years.  In the sports world, their uniform jerseys and numbers would be enshrined and in the business world the employee would be celebrated with a dinner and a gold watch.  It certainly isn’t the same today!

Today’s business world is much like the sports world… “Free Agency”.  Statistically, employees today are far less likely to retire from the same organization they began their adult careers with.  Employees are looking for better career growth opportunities, vibrant organizational cultures and not necessarily more money.  Organizations are looking for the best talent and “talent-value”.

So, the question is… “How do we acquire & retain the best talent”?

There is an interdependence between your culture and how you approach recruiting, development and retention.  Today, more and more people are making their job decisions based upon an organization’s culture.

Have you defined your organization’s culture?

Recruiting Talent:

Your hiring decisions will impact your culture. You will either have a… “culture by design or a culture by default” based upon your talent management decisions.  Does the candidate possess the hard skills and the soft skills that “fit your culture” and will they be a long-term solution to your current and future needs, and your organization’s strategy?

Note:  The person that you hire will do one of the following to your organization:

1.          Strengthen your organization

2.         Maintain the status quo

3.          Weaken your organization.

Establish a written benchmark or profile for the position that needs to be filled including: education, experience, hard skills and soft skills necessary to effectively perform the job.

Resumes and references can provide perspective of a person’s education and experience. Assessments can also be useful tools to get a glimpse of a potential recruit’s behavioral style, values, thinking style and behavioral attitudes to name a few.  These assessments may also provide a view of what may be “hidden under the surface” that are not easily observable from a resume or work history.  Profile Assessments can also be time and cost-effective, especially when a benchmark of the behaviors, values, attitudes etc. are used to filter candidates.

Design a very intentional interview process that will not only test a candidates IQ and technical knowledge but also their EQ.

In today’s world, a person with just the technical know-how is not enough.  A person must be able to communicate, cooperate and collaborate. Emotional Intelligence is being recognized more and more as an essential trait necessary for consideration.

Retaining Talent…

Engagement should be a primary emphasis in retaining good talent.  Engagement reflects the level or intensity of an employees enthusiasm and commitment alignment with the vision, mission

The first question that needs to be asked is…”How important are my employees to me and the organization”?  The second question is…”

There are some job sectors today such as the education and medical fields that have more positions than there are people to fit those positions.  In a recent conversation with a county school superintendent, he told me that he practically must hire everyone that applies just to fill teaching positions.  He’s challenged by the fact that he superintendent of a rural and lower income school district.  Plus, there aren’t all the social, cultural, entertainment and community opportunities that many young people out of college are beating down the doors to move to for the rest of their careers.  Thus, they take the job for a year or so, get some experience and then move on to a “better position”.

In the auto industry, the NADA came out with a report a couple of year ago, that