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.
Our management team appreciated the sensitivity of the DISC D3 tool in diagnosing the potential of individuals and the whole team. We are different, hence acceptance, understanding of this diversity is important for the team to work effectively and achieve a common goal.
We use the EFFECTIVENESS tools in our recruitment processes, projects aimed at talent development and career path selection, development of leadership competences and enhancing the quality of teamwork. What we particularly appreciate about our relationship with EFFECTIVENESS is that it is not limited to the purchase of a product or the certification training received. This cooperation is a valuable exchange of knowledge, experience with a great understanding of the client’s needs and business processes.
With EFFECTIVENESS, we carried out a collaboration on the use of DISC D3 competence tests in internal communication and recruitment. I use the knowledge from the DISC D3 survey as a starting point for preparing a strategy with tangible results for the whole company. The professional support at every stage of cooperation, including openness and attentiveness to the client’s needs, deserves recognition.
EFFECTIVENESS carried out a 360 Indicator diagnosis for us in conjunction with the DISC D3 competence survey. The results of the research project have helped us to define what our strengths already are, what values guide us, and in which direction we want to develop. And, in addition, they have become the starting point for carrying out further activities for the development of leadership competences and even better teamwork. I appreciate the EFFECTIVENESS team for their promptness, attentiveness to our needs and flexibility in their approach to achieving their objectives.
EFFECTIVENESS carried out DISC certification for our HR department and is the provider of this tool for diagnosing competences in our organisation. Working with a model helps us to better understand ourselves and those we work with, to communicate in a way that respects each other’s needs. In addition, the DISC analysis helps to define the strengths of individual employees, the values they bring to the team and what support each of us needs from others to become a stronger team.
The sensitivity of the tool and the practicality of its application in everyday collaboration was experienced by our HR team during the DISC D3 certification and subsequently by other teams in the company, whom we invited to participate in the ‘Power of Differences in Teams’ project. We would like to thank the EFFECTIVENESS team for their promptness and flexibility at every stage of the collaboration.
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