Team dynamics is one of the overlooked parts of setting up a project, especially the selection of the team members to fill specific roles. Yet it affects so much of a how both the organisation and its projects operate, from the individual to the sections, departments and the organisation, it is all a collection of teams.
Most projects leaders do not get the opportunity to recruit their own project team, if you do then you are very lucky. Whether you are able to recruit or not, you still need to make sure you have a balance of personalities. Most of us have a tendency to ‘hire in our own image’, but having a team of clones is not going to get the job done. But how do you know who you need and what roles they should be assigned to. How do you know what your team dynamics are going to be like.
To get the best out of teams, you need to understand them, and manage them in different ways. At the heart of Talent Dynamic’s philosophy is the belief that everyone has a fundamental right to experience both trust and flow and this needs to be experienced first at the individual level.
Every person has something of value they bring to an organisation. They are have their own strengths and talents they can contribute. This needs to be harnessed and encouraged to bring value to the team they are part of. This creates trust when the other members know they can be relied upon to contribute certain talents to ‘get the job done’.
By understanding the different personalities, their talents and ‘what makes them tick’ you know how they best:
If a team is out of sync or out of flow, nothing happen easily, progress is slow or worse, non-existence. Mistakes happen, absence increases, motivation and enthusiasm drops off and often competitiveness or lack of care develops within the workplace.
Team members begin to stop trust and supporting one another.
At Radial 1 Consulting we focus on helping organisations to create high performing teams that are in their flow and trust each other to be accountable for their own actions, but also responsible to the whole or goal.
To help us to understand each team and how effective they will work together, we use a tool called Talent Dynamics. It is a psychometric tool but it is very different than most that are on the market, the most popular being Myers Briggs (see article on Why Myers Briggs doesn’t work).
In Talent Dynamics finding out your profile is just the start of the experience. Think of it as a pathway. Once you know what path to take that fits you best, your journey will be much smoother, as you will be in your flow.
It looks at what you and your team are good at and suggests ways that you can work together to improve your team dynamics. The profile assesses personality, strengths, productivity, values and behaviour allowing you and your team to focus on your strengths and support each other in areas you aren’t naturally drawn to.
Talent Dynamics is on a mission to show you where your team’s value lies, how it can be unlocked and how you can share it with others to improve job satisfaction, productivity and most importantly the bottom line.
The benefits of this approach scale upwards from the individual to the team, from the teams to the company, from the company to the stakeholders accelerating trust and flow in all forms of teamwork and team dynamics.
How Talent Dynamics can be applied to Projects
Below shows how each profile contributes to the delivery of a project. Each profile has a unique role that they are naturally best at. Allocating responsibilities according to their talents will bring out both the best in the individual and in the team.