Posted by Frederic Lucas-Conwell
Understanding and predicting how one person performs is a challenging task. Understanding and predicting how several people perform together is even more challenging.
The number of variables that potentially affect a team’s dynamic is obviously more numerous than it is for a single person.
Every member of a team affects the behavior of the other members. The type of industry the team is in, the other teams they compete with, informal connections within the organization, and more, all affect the team and its members.
Special challenges may need to be embraced by the team, like developing more innovative ideas, adopting new processes, reorganizing reporting structures, or merging with another team.
There is always something happening, whether it’s a member entering or leaving, signing a new contract that generates an overload of work, or eventually a lack of work when a contract ends.
Predicting and managing the behavior of the whole may then become an impossible task.
But by acknowledging how each member performs distinctly, two-by-two and all together, we can respond with more creative and effective solutions.
Working on teams and in organizations is where the GRI’s journey truly began. The challenge of managing people quickly shifts from a one-on-one individual focus to the interactions between people and how they function as a group.
Operating in competitive markets forces a company to constantly be more efficient with its people and get better and faster at recruiting, mentoring, making quality decisions, delegating, and alleviating tensions when they occur. In all these tasks, having a better knowledge of how a team functions informs what needs to be done at the individual job level.
Managers may not have to solve clinical cases, but they nevertheless need to have a basic knowledge of psychology—mainly positive psychology—in order to efficiently manage interpersonal dynamics on their own.
A better awareness, through the use of a nuanced behavior assessment like the one of the GRI, of how individual behavior impacts the team and informs recruitment, promotions, and decisions about change helps managers in all situations.
Explore how you can build teams more effectively with the GRI. Read chapter 15 of Lead Beyond Intuition: How to Build a High-Performing Organization. Order the book on Amazon today.
Soft skills are in higher demand than ever. In a world where automation and machine learning are starting to take over the menial, rote tasks at work, soft skills are becoming...
Understanding and predicting how several people perform together as a team is more challenging than understanding a single employee’s behavior. When managers have data...
The hiring process often focuses solely on candidates’ patchwork of talents. Organizations must use data about their behavior, and the behaviors that are required in the...
This is the final part of a three-post series about reinventing recruitment and management. In this third part we discuss managing people with better quality data. At its...
How to Build a High-Performing OrganizationOrder Now
Complete the form, and we will contact you to discuss how we can assist you and your company.