Team culture is the result of a combination of different personalities in a team and of what happens when they interact. This is where we can find an explanation as to why you work very well with some team members whereas working with others others may constitute a challenge; why despite carefully planned work on a project, there are problems with taking up personal responsibility for one’s scope of work and the common goal,as well as unexpected difficulties, such as decreased motivation, issues with communication, etc. These challenges are typical in teamwork and understanding differences in personalities is what helps to overcome them (DISC D3 model).
“Where there’s agreement, there’s power” (Dr. Sanford Kulkin, PeopleKeys). Agreement is exactly what a team needs to reach a common goal; however, agreement is not automatic consent to what is asked or expected of us. Agreement is believing in actions and decisions of a co-worker, usually someone who is different from you. And even though it might seem obvious, it is the fact of how different we are that creates challenges in cooperation which (sooner or later) occurs naturally in every team. How can the differences in a team be therefore translated into its strength?
The training participants will learn about the DISC D3 model in practice, increase their awareness of not only what kind of style of communication and behavior they have,but also what value they bring to a given team, what motivates their decisions and gives them satisfaction at work and how various personality profiles influence one another,in order to create a well-coordinated team..
The team will experience how the similarities and differences in their profiles might manifest in day-to-day cooperation and how they might influence people similar to them and, even more so, people different from them. Under the supervision of a trainer, the team will have a space to talk, reflect, to better understand themselves and each other and to develop a cooperation contact – behaviors and attitudes supporting a common goal. Information flow and communication within the team are reaching a higher level.
We communicate better when we understand the differences in communication styles
People engage in joint work when they feel listened to, appreciated and when they are doing what they are really good at
By understanding your and your co-workers behaviors and motivations, we focus on what really has happened and not on what we think has happened.
The team works better when they agree together on what kind of cooperation they need and what they find unacceptable.
Why do people do what they do and say what they say? Why do they make certain decisions? Why do you work very well with some team members whereas working with others may constitute a challenge and what can be done about it? Why do some stick to the arrangements while others can change them overnight and what attitude should you adopt in such situations?
DISC D3 surveys are not only a scientific behavior model and a psychometric tool intended for use in any HR process, but also a philosophy of cooperation and an approach to human beings.
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