Where does team strength come from?
Building and developing a successful team is like building a sturdy ship for yourself, ready to sail!
“It takes two flints to make a fire.” Louisa May Alcott
This is a wonderful saying that expresses the spirit of teamwork. However, for two flints to combine and create fire, they need to have enough similarities. They help each other produce the catalyst that creates fire.
Similarly, when a team works together, it creates strength and lasting cohesion. Each member is a missing piece of the others in the complete picture of the company. Therefore, the pieces need to be compatible in many ways.
Is balance the key to team development?
Many companies and organizations believe that a strong organization is one that recruits exceptionally talented people. However, they do not realize that because of the shadow cast by their talent, they often find it difficult to accept other people’s opinions. Or they may be accustomed to generating ideas but not good at execution. The mindset that they are talented reduces their willingness to listen and empathize, and may even make them perfectionistic in certain situations.
However, balancing highly talented employees with moderately capable employees is a different matter. When an organization consists of 20% highly talented people and 80% moderately capable people, this complementarity helps the organization balance executors with idea generators and decision-makers. At the same time, this helps the organization develop sustainably and balance individual roles. Employees motivate one another to grow.
Furthermore, because highly talented people are fewer in number within the company, pressure on moderately capable employees is reduced. The 20% of highly capable employees can more easily accept new ideas when there is no barrier created by groupthink.
So what does team balance mean?
It means arranging personnel in a balanced way across roles, or leveraging one individual’s multiple strengths. Based on the company’s needs, products, and culture, build a balanced organization focused on key needs.
It means recognizing and balancing strengths and weaknesses within the organization. Put the right people in the right roles to maximize work effectiveness. Balance individual personalities to create harmony and cohesion. Limit conflicts caused by disputes or incompatible worldviews, which can lead to internal conflict and increased negative energy.
A team also needs to establish shared goals alongside individual goals. When everyone has the same destination, it is easier to create solidarity and mutual support, and to develop the team based on common principles.
How can you balance a team?
Put everyone on the same scale for comparison and assess each person individually. Where do they stand within the team in terms of both talent and character? This enables the organization to screen and assign personnel appropriately. It is also the most effective way to recognize yourself and others and develop the team sustainably.
Above is the result of measuring an organization’s leadership capabilities, conducted through the Trait-map report.
Through the image, we can see that:
- – The suitability of each individual for a leadership position.
- – What happens when too many people in an organization are suited to leadership positions?
- – Comparing the report results with current personnel positions: what is appropriate and what needs to change?
- – Whether the performance of the individuals shown above is appropriate for the company’s situation.
- – If the team becomes unbalanced between leaders and executors, what should we do?
The advantage of consolidating all individual reports into a team report is that it Trait-map speeds up and improves the effectiveness of comparisons among team members. The team’s results are measured based on the performance of each individual.
As a result, the team report helps individuals easily see and recognize one another, create their own motivation to strive, and improve their ability to learn and practice. It limits conflicts and differences of opinion.
The company can easily introduce salary and bonus policies appropriate to individual capabilities, and develop training and development strategies suited to the team’s capabilities. This reduces work pressure that could negatively affect progress and performance.
View an overview of the Trait-map report at: https://vienquest.com/trait-map/
The Trait-map report and its interesting insights
There is something quite interesting about OD-TOOLs: all the tests focus deeply on human personality, behavior, and psychology. This helps you reassess yourself and learn how to adjust yourself for greater suitability and balance. At the same time, businesses can answer the question: are an employee’s skills suitable for their current position? So, how does the Trait-map test help businesses?
To objectively evaluate or train someone for development, beyond making subjective judgments, you can rely on the following:
- Learn more their basic workplace personality in section 1
- A detailed analysis of personality traits for development and greater suitability for the job, in section 2
- Leveraging personality strengths for development in a position or profession, as discussed in section 3
- Key highlights of certain workplace skills. How they meet the requirements of the job in section 4
- An individual’s strengths and role within the team. Presented in detail in section 5 of the report
Analyzing employees’ key skills helps businesses understand how to deploy people, provide skills training, and assign suitable positions.
Personality highlights and their impact on team development.
You may have believed that the more highly developed a skill is and the higher the score, the more capable and dominant the person is. Conversely, the weaker a skill is, the more deficient the person is likely to be.
That may be true, but only in certain contexts. In other contexts, strengths may become weaknesses. The Trait-map personality-based strengths exploration chart will clarify this.
Personality strengths analysis chart.
In reality, you are influenced by circumstances, emotions, motivations, and skills. Therefore, the points mentioned above are not conclusions; they are an analysis designed to help you gain further insights into yourself and identify certain areas or aspects that you should develop and balance.
Looking at the analysis report above, you will realize that both very low and very high scores have their own advantages and disadvantages. Therefore, balancing the scores is essential.
When should the Trait-map report be conducted?
1. When businesses want to understand how suitable an employee or candidate is for an important and influential position.
2. When a business is building a succession team. This is based on the general requirements for the team and the specific requirements of each position. This report serves as an examination of each individual and measures their level of suitability.
3. When a business wants to improve its performance.
To achieve this, the business needs to understand why work performance within the organization has declined or failed to improve. Making appropriate changes and improvements is an effective way to drive performance.
4. Measuring the overall capabilities of the team and conducting periodic personnel assessments to develop suitable training methods. Screening personnel when the business changes its operating strategy or company culture.
Who is the Trait-map test suitable for?
They may be department heads, managers, directors, or ordinary employees who hold critical roles in the company. For example, an accountant who manages the company’s finances; a human resources professional who builds the workforce; or someone involved in important projects that generate significant profits for the business. In short, “they are people who influence the company’s development”.
Where can you find the Trait-map test?
Thanks to the benefits Trait-map offers, it has been used by more than 28 million people worldwide. It was introduced to Vietnam in 2020 and is distributed by VienQuest Institute—a center for comprehensive human measurement.
Because the test is quick to complete (15–20 minutes) and conducted online, it is much more convenient for you. In particular, VienQuest Institute will issue and return the report on the same day, along with other policies designed to protect customers’ interests as much as possible. Consultation support when the report is issued helps customers clearly understand the value Trait-map provides. This enables businesses to develop solutions in a timely manner.
Contact Quest Today for Advice on Competency Assessment Solutions!
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- Website: www.vienquest.com
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