Have you ever been part of a team that clashes? Perhaps you’ve been on a team that fails to communicate, or even fails to organize themselves. Studies suggest that in the workplace, a lack of understanding people’s communication styles and tailoring their own to collaborate more effectively, accounts for 42% of communication fails, resulting in reduced productivity and lower engagement levels.
While having a mix of Work Styles and communication styles is not a problem in itself (in fact, it’s a benefit) it’s essential for employees to understand each other’s work styles and preferred communication styles. Leadership and communication styles can be tailored to fit the needs of the Work Style of other employees, leading to less miscommunication and higher levels of workplace happiness.
To be effective, engaged and productive, teams need to be made up of a well-balanced group of employees whose strengths and weaknesses complement one another. In order for teams to work well together, there needs to be a range of skill sets, preferences, and talents on each team.
Using the deltPRO methodology, you’ll be able to make use of the detailed information about employees’ strengths, weaknesses and preferences while building teams who are well suited to work together.
A team made up of a mix of complementary Work Styles will result in a happier and more productive workforce. In this post, we’ll show you how having a mix of well-balanced Work Styles is advantageous to a team.
Understand each employee’s unique Work Style
In order to develop well-balanced and productive teams, it’s essential to understand each of your current and potential employee’s unique Work Styles. Current employees and future candidates alike should take the Work Style Assessment to identify their unique Work Style.
As a manager, once you have a solid understanding of each of your employees Work Styles, you’ll be able to understand who works well together on your team and why. This will also help you to understand why some team members might clash in certain situations.
By understanding each of your employees’ Work Styles you won’t have to guess at developing well balanced and effective teams, you’ll know which Work Styles will blend well together to create a positive and productive working environment.
Identify areas for improvement
Once you have identified a group of employees or candidates who you think will make a good team, it’s important to identify what drives each person.
Each of the 11 Work Styles has a unique combination of four key drivers. One employee may be driven by structure and order while another may be driven by inventiveness and flexibility.
Key drivers influence a person’s strengths, weaknesses and preferences at work. Recognizing these drivers will help you build a team of individuals that complement each other in their Work Style.
Overall team weaknesses will occur when there is either a lack of specific key drivers on a given team or when there are too many individuals with the same Work Style.
Having a mix of Work Styles on one team isn’t wrong, in fact, it’s critical to put together a mix of complementing Work Styles to ensure your workforce is the most productive and engaged it can be.
Understanding leads to Appreciation, regardless of differences. We want diverse thinking teams, but we need them to understand each other to avoid the usual friction that can result from people who have different preferences at work.
For example, if you were to put together a team of individuals who were all driven by Relationships & Advocacy and Inventiveness & Flexibility, you may find the team to be highly effective at brainstorming new ideas and being patient with one another, but they may have a deficit when it comes to planning and execution without people who bring Structure 7 Order and Goals & Results to the table. These kinds of deficits will ultimately hinder results and productivity.
Teams that work well together are made up of Work Styles that complement each other so that there is not a deficit of key drivers – meaning that is a good balance of strengths, weaknesses, and preferences across the board.
Our Work Style Assessment will help you understand which employees are likely to work well together and ultimately help you build a team of individuals who are productive and engaged in their work output.
How do I build an effective team with complementing work styles?
Once you are actively aware of the gaps that may be on your team, you’ll be able to narrow down vast pools of candidates into those with Work Styles that will actually be well suited for not only the role but the team they’ll be placed on as well.
Try not to just focus on skills, experience, and resumes. Instead, focus on each employee or candidate’s unique Work Style. This will give you a clearer idea as to how they will perform on the job and collaborate with other team members who may have the same or different Work Styles.
Once you focus on Work Style, you’ll find that you’re building teams of individuals who are a good fit for the role and the team. Not just qualified for the position.
Building teams of employees who complement each others’ preferences, behaviors and strengths will result in a happier more productive workplace.
How do I incorporate Work Style methodology into building high performing teams?
Incorporating Work Style Assessments into your current team and interview process couldn’t be simpler. A 10-minute assessment, it can be taken by both candidates and longstanding employees. Useful in narrowing down vast pools of candidates, you’ll be able to figure out those candidates who have a Work Style that is a good fit for the role and the team. Saving you and your team time in the screening and interview process.
When using Work Style Assessments to build a team from scratch, it’s important to assess what sort of behaviors, work preferences and strengths you’re looking for in a candidate.
Using our Position Assessment, you’ll be able to define which of these qualities are most necessary in a team-based setting. In essence, our Position Assessment helps you prioritize the qualities that will best suit the successful candidate for the role, on the team and in the company you are hiring them into.
Once all candidates or employees have taken the Assessment, you’ll be able to put together a list of employees or candidates who will work well together based on which Work Styles complement one another and which don’t.
Having a mix of Work Styles on one team is definitely not wrong and is in fact advantageous. Once you understand which Work Styles complement each other you’ll be able to create highly engaged and successful teams of employees who are part of a happier working environment.