Home | Practice Areas | High Peformance Teams
Stunningly, over 90% of all the teams we have ever been introduced to were created by an executive simply putting two or more people together. Any way you look at it, that's not a team: it's a group of people, often with disjointed agendas and from different internal "micro-cultures."
Just putting people together to work on the same project doesn't make it a team-at least not a high performance one. Maverick can professionally profile and evaluate current team members to help improve their understandings of how to work more productively & effectively with their team members. And, we can help you build more effective, high performance teams using our unique engagement methodology.
Not infrequently, some team members are put in place to be the eyes and ears for their silo based managers, or for political reasons, or to help the person get his "badge" for a future promotion. And, still other team members are selected despite their lack of operating or other relevant experience. Have you ever wondered how Mr. or Ms. X became the team leader, and why? Sometimes the answer is not so obvious. We can assist you in profiling, evaluating and selecting the best candidates for team leadership positions.
At Maverick, we make extensive use of behavioral profiles as a self-assessment tool, but unlike many other firms, that’s just the first step toward evaluating a team member's or executive’s behavioral style. Once the client completes an on-line profile, the results are first analyzed by one of the firm's PhD or PsiD clinical psychologists; then the raw data and analysis are reviewed with the subject in a one-on- one private meeting. Subsequent to that analysis, review and one-on-ones with all the subjects, we convene the entire group or team so that each member can learn about the others' behavioral styles, and they are provided a variety of hands-on exercises that demonstrate how they can use their new knowledge about themselves, and their fellow team members to facilitate better outcomes.
Dr. Martin D. Cohen, Director of Behavioral Integration Management™ at Maverick employs a variety of behavioral profiles, depending upon the psychological tendencies or behaviors that are being evaluated. One such tool to provide behavioral insight-and that is similar to the Tracom assessment- is called the DISC profile. It categorizes a person's behavioral styles within various spokes in a circle. The main identifiers are driver, implementer, supporter and conductor. The complete results present in a much more detailed manner than many other similar self-assessments, and are exceptionally easy to review with the client. The data gleaned from tens of thousands of subjects has proven to be extremely accurate—and a very useful tool, when coupled with the necessary professional analysis and feedback for creating true, high performance teams.
And it's not just personality styles or behavioral profiles that matter: it's understanding what type of work motivates each team member, and does the type of project fit each individual's behavioral characteristics? Beyond that, it's also a matter of skill sets among the team members: you don't want everyone to have the same backgrounds and skills for the project. High performance team members need to have hard and soft skills that complement the other team members, and that will also drive as much value to the project as possible.
So, how can we help? Maverick can profile and evaluate current executives and team leaders to help improve their understandings of how to work more productively and effectively with their subordinates and team members. And, if there are incompatibility problems that can't be resolved, we'll give you that feedback, too. Are you ready to form new teams? That's the best time to engage the Maverick to help you build high performance teams from scratch; witness for yourself the transformation of high performance individuals when they are matched to the right team members and to the type of project that will make the best use out of the team's complete set of skills. You'll soon start to see what's possible when there are minimal intra-organizational and interpersonal conflicts: coupled with highly motivated employees, improved creativity and problem solving and more effective communication skills. Your new high performance teams will produce more significant and sustainable accomplishments then you ever thought possible.