With assessment coaching, building high performance teams is a science. And while great leaders may follow this approach using their intuition, you can follow it with uncanny success using assessments. Assessments are “psychological instruments” – you might call them personality tests – which are validated on huge sample sizes, over many years to give scientifically reliable insights. Here is how it works.
Balancing Personality Styles
In assessment coaching, we first determine the personality style of each member of your team. This describes “How” they do things. In what is called the DISC system, people’s styles are a combination of the “dominant” style, the “inspiring” style, the “supportive” style and the “cautious” style. This is simplified of course, but the idea is to identify all of the tasks that the team needs to do, and then divide up tasks so each team member gets the tasks best suited for their style. Once this is done, adjustments may need to be made to make sure every task is assigned to an appropriate person. It may be necessary to bring in new team members to accomplish this.
Balancing Personal Values
The second element of assessment coaching is to determine the key values held by each member of the team. These are ranked in order of importance from most important to least important. The top two or perhaps three values rule each team member’s behavior. These values typically include: aesthetic, economic, individualistic, political, altruistic, regulatory and theoretical values. Each task is best performed by a person who ranks certain values highly. For example in sales, a person should value the economic value highly, but if they value the altruistic value too high, you will have someone who aggressively pursues the sale, but who will give away all the profits when negotiating the price. So your job is to match each task to the team member with the best combination of style and values. You might be thinking that this is pretty complicated, but keep in mind that all these factors are in play whether you acknowledge them or not. If you ignore them, it is like building your team by throwing darts at a board.
Using Assessment Coaching to Guide Group Leadership
Assuming that you have done all of the needed assessments and you have matched all the tasks to the right team members, you need one last element from assessment coaching. That element is knowing how to motivate each member of your team. Each DISC style includes a preference for or against factors such as fast pace, attention to detail, uncertainty, etc. Each value preference includes preferences for or against factors such as following rules, giving selflessly, harmony and balance, etc. Therefore, to optimally motivate each team member, you need to tap into their style and value preferences, and show how what you want team members to do will fit with their style and values. By doing so, you are using powerful fundamental internal drives to motivate your team members, and your team as a whole. So by tapping into these insights provided by assessment coaching, you and your team will be on track to achieving superlative results.
JTS Advisors Strategy and Accountability Coach