Some teams just seem to “click,” while others struggle to work with each other. While some teams perform well above expectations, other teams deliver lackluster performance. What makes the difference between highly engaged, creative and productive teams, and those who seem plagued by procrastination, status-quo or internal sabotage? It is the ability to recognize and adapt to each other’s unique SOCIAL STYLEs.
SOCIAL STYLE Advances Team Performance
TRACOM’s SOCIAL STYLE Model can teach your teams to:
- Recognize and value each others’ communication styles
- Understand others’ likely reactions to stress or adversity
- Determine which team roles or tasks will resonate most with each member
- Reach mutual understandings in team conflicts
- Coach and support each other towards personal success
More effective teams results in a stronger bottom line by increasing efficiency and productivity throughout entire departments. Participating in an effective team can also increase employee engagement and job satisfaction, leading to the same positive effect for an entire organization. With SOCIAL STYLE training, team development efforts can finally reach their full potential.
Even With Advanced Technology, Working In Teams Is Crucial For Success
While some people think technological advances has made it easier for us to work individually, this isn’t necessarily true. We still need team collaboration to produce high quality work.
According to Geoff Colvin, Senior Editor at Time Inc, “… as information technology has grown more powerful and influential, the importance of human groups—as distinct from individuals—in creating knowledge has increased enormously.”
Colvin says, “As knowledge increases, people must specialize in narrower slices of it to achieve mastery. For almost any given problem, more people’s contributions are required to find the best response… The trend is so broad that it has apparently become self-reinforcing: As teams increasingly produce higher quality work than individuals, individuals become less likely to match it and thus more likely to become part of teams striving to produce even better work. The result is that humans working in groups are more crucial to the success of organizations (and whole economies), and the ability to work in groups is more crucial to the success of individuals.”
Working in teams is so invaluable to a corporations because it does exactly that – produces higher quality work than what could be achieved by one individual.
What Drives Team Success?
Colvin’s article discusses what researcher Alex Pentland of MIT discovered by utilizing a device known as a sociometric badge to observe and measure team interactions. Pentland found that the most important factor to team effectiveness was surprisingly social skills. Individual intelligence, technical skills, and anything else you could think of was not as important to group effectiveness as were their soft skills.
Improving Team Interactions
SOCIAL STYLE and Versatility training teach teams how to work cohesively together by educating learners to understand other people’s unique needs and patterns of behavior as well as teaching us about our “hot-buttons”. For example, the Driving Style person is very results oriented. They do not like to focus on actions they deem a waste of time, like chit chat before getting a meeting started. They prefer to stay on target and get to the point. The Amiable Style person on the other hand is very people and relationship oriented. They tend to move slowly with less time-discipline and feel fulfilled when they are cooperating, collaborating and forming bonds with members of their team.
When we understand SOCIAL STYLEs we have an enhanced awareness of ourselves and we better understand what motivates us and what irritates us as well as what is motivating for our peers. If I am a Driving Style, I might recognize I tend to get short with Mary, an Amiable Style person, when she tries to make small talk before reviewing the project tasks. I find myself getting frustrated when she tries to make small talk as I want to start working on the project immediately. By understanding my SOCIAL STYLE I can understand why this frustrates me. Having an understanding of our “hot-buttons” and what causes them helps us to control them.
With SOCIAL STYLE understanding I now also understand that the small talk is what motivates Mary. She wants to build a relationship with me. An understanding of Mary’s needs also helps me to adapt my SOCIAL STYLE to better work with her. This is known as Versatility. Mary will be a more productive teammate if she feels she has my approval, because as an Amiable Style person this is her “need”, but if I get short with her she will feel frustrated by me and we will not work as effectively together.
SOCIAL STYLE training helps us to understand people’s natural behavioral tendencies and preferences. When we are trained in SOCIAL STYLE we have “Ah Ha” moments as we learn what is the most effective ways to work with others, motivate our colleagues, and the best ways to influence them.
Working in Teams Research and Resources
Savvy organizations equip their people with the tools to work productively with different people across a variety of workplace situations. This video discusses the benefits and outcomes of SOCIAL STYLE training for individual contributors and general audiences.
Research shows that individuals who score high in Versatility demonstrate greater success in key workplace skills like managing conflict, developing positive relationships, and communicating effectively with others. This study, along with others, provides a measure of the value of Versatility.
Given the proven importance of teamwork, why do so many people complain about their teams? In his book, “The Five Dysfunctions of a Team,” Patrick Lencioni outlines five common pitfalls that prevent teams from achieving their full capabilities. The SOCIAL STYLE Model provides an ideal platform that serves as a starting point for solving the Five Dysfunctions.