It has been said that, “He who knows others is learned; he who knows himself is wise.” In your capacity as a leader, you are undoubtedly working with a “team”—that might be your staff, the board of directors, committee members or a combination of all of the above. A team best functions when each member knows others on the team and there is an understanding of the strengths, weaknesses, behavioral style and motivation that make up each individual. Nice idea isn’t it? But how do you build a strong team and make it happen?
There are many tools in the marketplace today. Myers-Briggs; transactional analysis (TA); StrengthsFinder; and emotional intelligence (EI) are leading the pack these days. Space does not allow me to dive into these tools, but I utilize many of them. In my experience, I see the best results within teams as the what, why and how of peak performance are uncovered and realized. They are vital to personal growth as well. Here are some of my favorite ways to determine the what, why and how:
- Attribute Index (what natural talents a person has)
- Values (why they’re motivated to use these talents)
- DISC (how they prefer to behave and perform)
Just like the business world, success in associations is often measured in human capital—having the right people on the bus and in the right seats. Assessments and profiles will help you accurately assess, develop and retain the best talent.
Perhaps you’re thinking to yourself, “That’s great for IBM, but we can’t afford to take advantage of these tools with our small association budget.” The good news is, these tools are not “expensive” and the ROI can be tremendous. It is very rewarding to see an employee realize they are either in the wrong seat, or perhaps they’re not even on the right bus. Perhaps their values and behavioral preferences do not match the job description or the mission of the organization. Or the CEO realizes they have a person in the wrong seat. Using the results of the DISC profile, you can find ways to better utilize that individual.
I encourage you to look into these tools and learn how they can help you and your team. Odds are they will help to enhance and develop your staff and volunteers so you can take advantage of the potential that already exists—a potential frequently underutilized.
Have you used any other assessment tools that have helped you create a strong team?