Leaders and managers spend a considerable proportion of their time at work building teams. In fact, it is repetitive effort since teams keep changing every now and then It would not be wrong to say that a lot of times individuals who were functioning peacefully alone are forced to come together and indulge in team efforts when absolutely unnecessary.
This creates more work for managers or leaders who try to devise newer mechanisms to build cohesion in their teams. Our training programs are a good solution for managers and leaders who are struggling day in and day out to build collaboration at workplace.
Team members on high-performing teams understand, appreciate, and value the different strengths each member contributes to the group. The relationship is one of trust and respect. Consequently, the individual is willing to engage in the kind of dialogue and debate that leads to new and better solutions.
The Everything DiSC® system can be an excellent tool for assisting teams in achieving the behaviors described above and much more.
One secret of high-performance teams is that they would be setting the norms and guidelines of operations themselves making them more accountable for their performance. We train individuals on how to use the various psychometric profile reports to bring together people who are likely to function coherently as a team by looking at the value systems they firmly believe in.
Thus, without too much of a difference of opinion the team can self –set their culture and norms and follow it with ease. Let us look at how a leader can get his teams to set their own objectives and meet them with diligence.
Assess the individual to understand their behavioural choices
The DISC assessment can help you grow your emotional intelligence by helping you better understand yourself first. A DISC Assessment reveals your behavioral traits, tendencies, and preferences. With the report, you will figure out what your hot buttons are and what could make you frustrated, angry, or stressed.
Leadership can leverage DISC’s robust metrics to strengthen and elevate the performance of their organization. It is imperative they comprehend how their workforce communicates and what motivates them. In organizational development, DISC can be used to help leaders understand complex issues more clearly.
Open conversations with your team
Once the individuals are aware of themselves, the next step is to assist them to understand the behavioural priorities of others on the team. A person can use this learning to personalize communication in a language that is understood by the receiver. To foster relationships that are rich in trust and commitment, you should be able to tell someone what they want to hear, opening up open and transparent communication channels.
Make use of the open communication process to obtain commitment and accountability for mutually acceptable values
After the members have gained each other’s trust, the next step is to have them accept certain common values that the group will adhere to. The purpose of this would be to define the group’s culture as well as its operating procedures. The group should collaborate and develop plans of action to ensure that the values are maintained and incorporated into the operational guidelines.