Don’t just put your reports in the top drawer and move on – expect more from your next team profiling session – here’s how..
Myers Briggs Type Indicator is one of many profiling tools applicable to team development in the marketplace.
Amongst others I have worked with Everything DiSC, SDI, Insights Discovery and Belbin Team Roles when designing and delivering team workshops for clients.
All of these reports provide insight into your team’s dynamic but too often organisations’ investment of time and money in profiling sessions is lost when the reports are popped in the top drawer and not acted upon.
Here are my 5 top tips for making the most out of your next team profiling workshop.
1. Give your team their reports in advance of the session.
A little controversial this as many of the tools advise holding the reports back until the end of the initial theory piece. In my experience circulating the reports in advance stimulates more conversation during the session allowing you skip through the theory more quickly and facilitate discussion around “What does this mean for us?”.
I also believe that team members enjoy having some time to reflect on the relevance of the report to them thus allowing them to come to the session with more formulated opinions and questions.
2. If the team is senior; use an external facilitator.
Using a newly qualified in-house practitioner may save you money but it is difficult for an existing member of a team to facilitate an impactful session for their colleagues. Proven external facilitators have a lot of experience of working with teams from all tiers across a wide range of sectors, plus if you don’t connect with them or you feel that they can no longer add value to your team sessions you can quickly engage a different one.
3. Make it enjoyable.
Dogmatically sticking to imparting the theory behind any profiling tool can often be detrimental to the impact of the session on your team. One of the key objectives of any team intervention is around building trust. The building of trust within your team will be built through introducing a tool such as MBTI but combining it with an element of team building will have a much greater impact.
4. Show the team how the tool can help them achieve their goals.
So what? Many practitioners fall into the trap of ‘telling’ teams about a profiling tool, giving them nice reports and leaving it there. The teams invariably put their reports in the top drawer and get back to work. The next time they even discuss the tool will be on the next team profiling session 3 years down the line… what a waste of time! Make sure that your team session focuses on the impact that the greater self and group awareness afforded by the tool can have on their jobs moving forwards. If it’s not useful then what is the point?
5. What next?
A well facilitated team profiling session will, unless your team is perfect, identify areas for further development – act on this valuable intelligence. Ongoing skills training for your team written specifically to close the gaps identified in the profiling session isn’t a luxury it is a necessity.
Interested in finding out more?
If your interested in exploring how to use team profiling sessions to make measurable improvements to your team or exploring how a team building event can be linked to staff development and skills outputs then I’d love to hear from you.