Corporation.
Understanding human nature better… how and why people do what they do.

Total Energy and the Ideal Team

By: Bob Picha

It would be easier for us if people were all one way or another. Fortunately, or unfortunately, it is more complicated; they are a composite of many tendencies. However, some tendencies are stronger than others. There is not a “best” or “ideal” behavioral pattern. Executives with a specific style are effective with some people and circumstances and less so with others. People with different behaviors can be successful in the same activity. One answer as to why this is so may be found in a person's motivation to succeed. Another possible answer is that people often modify their particular behavior to fit different situations.

In general, the effectiveness of a behavioral style Is determined by the needs of the environment and the person's ability to adapt strategies to meet those needs. Thus, people are not successful because they have a certain behavioral pattern. Rather, people are effective if they know their style, with it's strengths and limitations. They are successful if they can evaluate the needs of others and assist in meeting them.

The unique strengths of management personnel can be assets or liabilities depending on a variety of circumstances. It is extremely important that the strengths be matched to the position. Demands and expectations can change. A person who may have been right at a certain point in time may be subsequently out of place. An entrepreneur motivated by change and challenge will not fit in an organization requiring stability and maintenance of established procedures.

The “ideal team” consists of individuals who have different work behavioral styles. To bring together such a team, to integrate it and have it effectively work together is a real challenge because, predictably, there are differing degrees of compatibility in terms of task and human relationships.

When the strengths and work behavioral tendencies have been identified, four different strategies may be utilized to Improve results. These strategies are (1) Maximize, (2) Augment, (3) Modify or Adapt or (4) Blend these strategies.

1. MAXIMIZE — this strategy focuses on maximal use of your predominate behavioral tendency. This is particularly possible when your natural style of behaving is the same as that required by the situation.
2. AUGMENT — when you do not possess the required skills, you seek out those individuals who have the natural skills and add them to your team.
3. MODIFY or ADAPT — you make an effort to lean or to acquire the behavior that is appropriate for the situation. This may be difficult or impossible to achieve. It can also be time consuming or it can interfere with maximizing the value of your natural behavioral tendencies.
4. BLEND — an effort is made to Integrate individuals with different behavioral patterns so that each can maximize their skills for the good of the group's goal. When alignment is achieved, the results can be synergistic - unpredictably greater than expected.

The CHIPS WorkStyle Indicator can be effectively used to identify the strengths of key personnel so that appropriate strategies can be implemented. Process oriented dimensions such as Dominance and Influence are appropriate for leadership during times of change and growth. Product oriented dimensions such as Steadiness and Compliance provide the supportive foundation and are Indicated for times of stability and for maintenance purposes. One behavioral style can excel during a particular phase of an organization's life cycle but be out of place during another phase.

In order to expect to achieve any degree of success developing the "ideal team" (which is increasingly important In today's complex world with accelerated change), it is necessary to identify our individual strengths and those of others. We must develop an appreciation of one another's unique values and consciously and continuously employ the strategies (maximize, modify, augment and blend) to maximize the value of our strengths and minimize the effects of our weaknesses. A specific written plan of action with clearly defined goals is essential in this endeavor.

CONCLUSION

An awareness of his/her behavioral style of the executive can be used to maximize his/her strengths. Appropriate strategies can be employed to achieve alignment with individuals who have different work behavioral styles to complement those of the executive. An appropriate behavioral style can be selected for the position or the circumstances. Periodic reassessment is necessary because conditions continually change.

The CHIPS WorkStyle Energy Indicator can be productively and profitably used to maximize the value of an organization's most important resource… people.

In your search for the ideal team.…        

Most people think they know what they are good at, but they are usually unsure when they have to explain it. More often, people know what they are not good at, but miss the mark here as well. You need to know your strengths to perform effectively. Start here with an article about your Greatest Personal Asset (GPA).