Understanding The Role You Play
In modern organisations we work in teams and the balance of players in the team is critical to success. Team leaders need to understand this diversity.
Our team management system can give you the techniques needed to help you maximise team and individual potential. This is achieved through a suite of feedback instruments. Comprehensive reports about individuals and teams promote a better understanding amongst team members and foster collaborative teamwork.
The second role is much less obvious and concerns the ability to plan for the group or socialise or set the standards. We measure this through Team Roles. Understanding team roles helps us both analyse the strengths and weaknesses of the team and see how individuals can contribute.
In a world of standardisation and conformity team roles offers you the opportunity to exploit the diversity of any group. It can bring the balance and confidence to the team members and help them achieve success. Football managers spend a fortune trying to do this-you do not have to.
Switch your team on by helping them understand themselves better and give them the edge.
There have are nine fundamental team roles:
- Plant- Original thinkers.
- Resource Investigator-Brings ideas into the group from outside.
- Co-ordinators-Social leaders of the group.
- Shapers- Provide energy and direction
- Monitor-Evaluators- Appraise proposals and monitor progress
- Team Workers-Unite by providing contact outside meetings
- Implementers- Translate plans into manageable tasks
- Completer-Finishers-Make sure that the group delivers quality
- Specialist- Highly competent in their particular
Over 50% of companies in the Footsie 100 use this approach to analyse their teams. It has also been translated into 25 different languages.
What Team Our Team Management System Can Offer
Team Role Profile: This provides a common language that allows team members to understand each other and talk about issues that are frequently very hard to define.
Job Role Profile: Provides a rich insight into how managers view each others’ roles: it also provides a means of assessing the demand of a particular job.
Team Performance Profile: This shows the strengths and weaknesses of teams and enables them to identify ways in which take a more balanced approach.
Linking Skills Approach: This index assesses the eight key skills which are at the centre of team management. This identifies perceived strengths, weaknesses and behaviours needed by all managers to successfully coordinate the work of individuals.
Self Perception V Observers: Study of the overall profile of a person’s team roles has brought out the importance of accurately projecting to others the contribution that a person is likely to make. A person with a Coherent Profile is one in which self knowledge accords with the assessments of others. Mutual expectations are met and the person is well received. In the case of the Compatible Profile observers may differ somewhat in their expectations but there is still a core of recognisable person.
Given a knowledge of the complete set of team-role data a person can make the following personal adjustments.
(a) modify their behaviour to meet the expectations of others
(b) project the their image more effectively so that others understand what team roles are on offer (If you’ve got it, flaunt it)
(c) look for a working associate who can supply the team role that they lack
Also by understanding our strengths we can begin to identify our weaknesses and avoid sometimes over playing our hand.
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