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.
Accommodating or Direct: The degree to which a team drives activity towards achieving objectives, even in the face of challenges.
Influence
Reflective or Outgoing: The team’s response to people and building relationships at work.
Steadiness
Spontaneous or Methodical: Refers to the team’s preferred pace and how they organise their work.
Compliance
Pragmatist or Perfectionist: The team’s response to policies and processes to deliver quality work.
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 row represents a spectrum between two behavioural preferences for each factor. The four circles show the possible positions a team can naturally lean toward. The two on the left reflect a stronger preference for the left-hand behavioural style, and the two on the right reflect a stronger preference for the right-hand behavioural style.
Each circle on the scale shows the number of team members with similar behavioural preferences. The larger and darker the circle, the more team members have similar preferences, and hence it is likely to reflect the team’s most observed behavioural tendencies.
Let us focus on the first row (Dominance) that shows accommodating to direct behaviour.
- The two 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 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 to Direct.
To learn more about the similarities between team member profiles, select the drop-down arrow on the right-hand side of each scale to uncover where each team member’s results are in relation to the team profile. Hover over a team member’s name in the ‘Team members’ section to see where exactly their preferences are within the overall team profile. The names of team members with similar profiles are grouped together for each factor.
Below the team members' names is a summary of the team's overall profile, outlining the predominant behaviours that will be visible within this team.
If you want to view individual team members’ behavioural preferences in more detail, you can click on a team member’s name to view their individual behaviour profile through the Colleagues function.
Team strengths and gaps
The team's strengths and gaps are listed below the scales based on the team's overall 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 Team Behaviour 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, and is therefore 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.