HR Pulse - Winter 2007 - (Page 46) Team, Know Thyself Enhancing Productivity by Recognizing Strengths By Bridgette Dipboye and Dale Hannegan football team on the offensive line to block 350-pound linemen. You give him the ball 30 times and let him run toward the end zone. So, is building a successful team in your organization any different? Using the DISC Model We recognize five basic phases of team development: 1. Know your own communication “style” 2. Test or evaluate every team member to determine individual communication styles 3. Meet as a team to discuss the different styles and evaluate the accuracy of the data 4. Decide who would work best in a particular position or role based on each individual’s communication style and skill set 5. Teach the key concept to other managers with whom you will be working. As teams come together, it is helpful for participants to recognize that obstacles are inevitable but that there are strategies in place to overcome them. Over the last 30 years, the concept of “DISC” has been used to help people understand themselves and others. DISC stands for four behavioral characteristics: • Dominance – How individuals relate to problems • Influence – How individuals relate to people • Steadiness – How individuals relate to pace • Conscientious – How individuals relate to procedures. This theory of behavior styles is based on a publication titled “Emotions of Normal People,” written by Dr. William Marston in 1928. His concepts have evolved over the years and been adapted into what is now a four-quadrant model of behavior styles and preferences that help people talk about behaviors in a non-judgmental framework. The table on page 48 gives an overview of all four DiSC® dimensions (adapted from Inscape Publishing, Inc.). 46 HR Pulse Winter 2007 W ouldn’t it be great if everyone could get along in every environment and every situation and still produce the most efficient results? As an HR professional, you recognize the importance of having strong, cohesive teams. When you have a system in place for identifying and understanding behaviors, communication styles and roles within teams, you create a more engaged workforce. When it comes to building an effective team, the first thing you need to know is who the players are and what they have to offer so you can make assignments based on skills. For example, you do not put the fastest guy on the >>
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