Individual & Team Profiling
There are lots of tools which can help you profile your own working style or the profile of a team.
We find Strength Deployment Inventory (SDI) particularly effective in both analysing and developing teams.
The tool breaks down your motivations according to three scales. A blue scale, representing concern for people and a desire to help. A red scale focusing on performance and a drive for results. A green scale referring to a concern for process and desire for orderliness.
By understanding where you sit on this scale, you can gain insight into how you and your colleagues communicate. The assessment also shows you which are your key strengths, and how you can use them more effectively.
We like using it because it’s evidence based, interactive and accessible regardless of level or role in an organization. We find people hold onto and use the insights they gain about each other and themselves which means the impact is long lasting. It’s also compatible with other relationship, conflict management and team building tools (for example MBTI).
Diagnosing teams and individuals in these ways has big benefits. The portraits are accurate and scientific and people can relate to them. It shows how people function when things are going well as well as in conflict. It lets people know when they may get better results from using different behaviours.
As a tool it gives insight into what motivates people, both under normal circumstances and at times of conflict or stress, as well as providing a picture of their strengths and blind spots. This insight allows participants to become better leaders, form stronger teams and to deal with the inevitable conflict that arise in the context of work.
Fundamentally within a one-day workshop it gives you an insight into the people around you that could otherwise take months/years to gain if it at all.
Network analysis is the mapping and measurement of relationships and connections.
In the context of organisational development, it is used to assess the relationships between colleagues in a team or organisation. The aim is to construct a diagnosis of the degrees of connection between a team or organisation, and then to find ways of developing and using those connections.
We usually think about organisations in the context of job titles and structures when, in reality, culture and performance are completely shaped by the human interactions and relationships that play out in an organization everyday, and become established over time.
Network analysis enables us to see an organization through this lens and by sharing the insight gained with leaders. Better decisions can then be made about how best to develop and connect people and by doing so, shape culture and drive performance.
To map an organisation, participants are given a survey to evaluate how well they connect with people in their team or organisation and how deep their relationships are. This is then used to produce a visual representation of the organisation in question.
This visual representation can show who are the nodes in the networks, who are on the peripheries and who are acting as brokers between two better connected sub-groups. Put together, that can reveal the hidden networks at the heart of groups and organisations.
A network picture of an organisation can help shape the kind of tool most likely to have an impact, as well as measuring the impact of organisational work. The evaluations can be rerun over time, charting the path towards a better connected team. There are two main benefits. The first is diagnosing the true state of a network and devising any targeted interventions. The second is to track the effectiveness of other interventions designed to boost social connection.