Help your team make the most of its TeamDynamics
Supercharge your impact: As a manager, the greatest leverage comes from improving the effectiveness of your team. Putting your TeamDynamics into practice will help you do just that.
Start with understanding: Make sure everybody on your team knows both their TeamDynamics and which behaviors are more or less natural for them as individuals. Discuss your TeamDynamics as a group and follow up in subsequent team meetings and 1:1s.
Evolve over time: Revisit your TeamDynamics on a regular cadence as things change, like team composition (people joining or departing), team structure (changes in roles and responsibilities) or the organizational context (rapid growth, new company objectives, etc). Reevaluating your TeamDynamics every 6 months is a good starting point, though quarterly and annually also work for some teams.
Lead the charge where you’re uniquely positioned to do so
Make it explicit: Add your TeamDynamics to new hire onboarding documentation/user guides, cross-team project kickoffs, and internal profiles/directories. Communicate your TeamDynamics to external collaborators too, so they know what to expect from your team.
Update your norms: Your team will have great ideas about how to work together better based on your TeamDynamics. Incorporate these insights into your existing norms and processes — like weekly meetings, planning cycles, professional development, and so on — to put your results into practice.
See around corners: Help your team identify when it’s time to deviate from your team’s natural preferences. Acknowledge the change, explain the circumstances, and set clear expectations.
Translate for other teams: Your team likely works with many others; you probably have a decent hypothesis about these other groups’ TeamDynamics (or you can encourage them to take the assessment). Coach your team on what you have observed about how their TeamDynamics likely interact with yours.
Working with individuals’ CoDynamics
This web report shows named participants’ natural fit and potential tension in each dimension. Use the overview to prepare practical support and the coaching guidance to plan a conversation.
CoDynamics describe personal working preferences. Invite each person to choose which experiences and details they want to discuss in a group or one-to-one conversation. Make room for sharing without requiring it.
Help all CoDynamics be successful. Just as there is no such thing as a better set of TeamDynamics, individuals can be successful regardless of how naturally their preferences align with their TeamDynamics. The key is knowing how to support them (you’ll find more detailed coaching recommendations tailored for your TeamDynamics in this Manager Report):
Where individuals are natural fits, coach them to look out for scenarios where the team’s natural TeamDynamics might not be most applicable and they should flex their behaviors.
Where individuals are in tension, watch for and create opportunities where their natural preferences would make them uniquely suited to succeed. Encourage them to step up and shine.
Natural fit