The team profile is based on Thomas' Behaviour profile and is underpinned by the DISC theory, which provides accurate insights into how people behave at work. Each team and team member’s profile has strengths and potential challenges. Identifying a team’s behavioural profile can help foster knowledge sharing and identify effective ways of collaborating and interacting with each other.
A team's behaviour profile is defined by Dominance, Influence, Steadiness, and Compliance factors, each with two possible preferences. These preferences are shown on each side of the four scales in your team's profile.
To learn more about the theory behind the Thomas’ Behaviour profile, read here(opens in a new tab).
View Team Profile
After creating a team, you will see a visual representation of the team's behaviour profile. The team’s profile is shown on four scales. Select "i" on either side of a scale to reveal a summary of what each preference means in the context of a team.
Each circle on the scale shows the number of team members with similar behavioural preferences or profiles. The larger and darker the circle, the more team members who have similar preferences.
Each factor has four circles depicted in it, with two circles on each side. Let's focus on the first row (Dominance) that shows accommodating to direct behaviour.
- The circles on the left side indicate that there are team members who exhibit more accommodating behaviours differentiated by the degree of intensity i.e. how close they are on the left to Accommodating.
- The two the circles towards the right side represent team members who exhibit more direct behaviours differentiated by the degree of intensity i.e. how close they are on the right to Direct.
To learn more about the similarities between team member profiles, select the drop-down arrow underneath the scales for each factor. The names of team members who have similar profiles are grouped together.
Below the team members' names is a summary of the overall team profile, explaining the predominant behaviours that will be visible within this team.
Please note: This summary is based on the average profile of the team. Hover over the name to select a team member's profile.
You can also hover over the names on the right side of the page, in the Team members section, which will highlight their preferences on each of the scales. Click on a team member to view their individual behaviour profile through the Colleague View function.
Team strengths and gaps
The team's strengths and gaps are listed below the scales based on the team behavioural profile. These will only be shown for the most prevalent strengths and gaps within the team, focusing on the behaviour preferences shared by most team members or those closely aligned.
It is important to highlight that gaps are likely challenges the team may face that could influence team dynamics. The extent of these challenges will vary depending on the team. It is essential to view and discuss these insights in the context of the team for the most effective interpretation.
Interpreting a Team's profile
Use the information in the visual to answer questions about effective ways of working in the team and with others. Should the team have a specific goal or challenge they want to address, consider exploring who in your team may be the best fit to leverage or consult based on their behavioural profile. For example:
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The team finds it challenging to communicate with other teams across the business. They use their team’s profile to identify someone to take responsibility for networking with other business leaders and representing the team in conversations. In this case, they may consider someone who prefers influencing others, therefore being more Outgoing.
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The team is responsible for delivering highly accurate work across the business. They consult their team profile to identify which team member would be ideal to document quality checks before submission. They may consider someone with a stronger preference for being Perfectionistic, as they will have great attention to detail and will likely spot errors easily.
Running your own session
Are you keen to run your own session, but would like to have some extra support? Please consult our Facilitation guide below. In it, we take you through the in's and out's of running a session and provide you with some extra exercises to inspire you.