The goal of this essay is to develop a plan that will address the characteristics of “Learning Team D” including the team member designated as manager. If the plan is effective it can be used to determine the needs of the learning team. It can also be used a as a tool for the members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. DISC Assessment During week one of organizational leadership all of the members of “Learning Team
D” took the DISC Platinum rule; a behavioral style assessment that breaks down the individuals predominant behavioral styles; dominance, interactive, steadiness, and cautious. There are sixteen sub-styles that further attempt to explain the results. “Learning Team D” is comprised of a total of five members and none of them have the steadiness style. There out of five have the dominance style. Those with dominance styles are driven self-starters who are most at ease when they are responsible for individuals and circumstances. They strive to undertake numerous things, so they UT emphasis on straightforward methodologies to bottom-line outcomes.
The Interactive Styles are outgoing, vigorous “party-animals” who like to be anywhere the action is. They flourish on the appreciation, acknowledgment, and praises that arise with being in the limelight. The I Styles only want to have fun. They are more relationship-oriented than task-oriented. The Cautious Styles are logical, tenacious, methodical individuals who appreciate problem solving. The sub-styles are enthusiast, adventurer, producer, pioneer, and the master-mind. The enthusiast Is less open and more direct. This particular Individual Is driven by swaying people They enjoy symbols of authority and prestige.
The adventurer Is less guarded and more direct. The Individual Is driven by dominance and Independence. They have a results-oriented nature. The producer Is less guarded and less direct. Their primarily driven by personal goals set to an Internal timetable that requires they accomplish bigger and better goals. The pioneer Is more guarded and less direct. This person is driven by being in a position to direct and redirect task more guarded and less indirect. They are driven by opportunities for unique and significant personal accomplishments. Often this person allows actions to speak for them more than their words.
An e-graph (see Table 1 page 3) has been included in this document which lists all of the team members and where they fall on the in relation to each other. Tendencies “Teamwork is critical to successful use of talent, skills, knowledge and labor in a globally competitive marketplace. All members of a team and organization have something to share with others and something to learn” (Okay, & Hogan, 1999). Combined “Learning Team D” has a lot of strengths some of the innate tendencies are that a majority of the team is tenacious. As a whole they seek to get things done quickly.
The members all express confidence in their ability to achieve and make things happen. They are able to create a plan of action and follow-up routines. The team is able to take calculated risks when making decisions. The team is able to see things in black and white. This makes it easier for them to delegate and take charge when it is required. Members often downplay mistakes or weaknesses while focusing on successes prevents members from being bogged down with distractions. At the same time their ambition can allow them to lead a blind to corner cutting as hey strive for success.
As with all things there are growth opportunities. Growth Opportunities The team could do better if they were not so hard on themselves. Too much time spent focusing on a time table could have a negative impact on the problem solving needed. When dealing with people it would be great if team members could appear less aloof by displaying a little more compassion. When situations get complex or extended over a period of time taking a moment to avoid Just throwing a solution together would be better. A bit of relaxation will help to improve the quality of work life. Empowerment Pointers
If the team was more realistic in what is expected of themselves and getting training or learning from mentors or colleagues will help to correct the guarded or nature. “Teamwork often breaks down or fails to develop in even the most well-intentioned practices. To get it right takes concrete skills, structure, patience, and practice” (Gave, 2004). The improvement of interpersonal skills is going to help the team achieve their desired results. It is Just about commanding people or manipulating them but with genuine interest the member could develop a better understanding on how to treat others.
Conclusion This assessment was great in explaining what the team as a whole is like on a surface level. After more research it was good to learn about who the team will be able to work together. The recommendation after reviewing all this information that the team has dominate, yet focused, critical thinkers, and social members. It would be in the team’s best interest to play to the members strengths. Allowing the cautious member to work on all of the projects that were extremely detailed oriented and can be completed without much group interaction; would help this member feel the most enforceable on tasks.
