Team DISC Assessment - Coursework Example

Teamwork Teamwork Teamwork involves different people as well as different groups across the business working together in order tomaximize efficiency as well as reach a common goal. There are often many ways of organizing teams, however, the teams should be organized based on the different strengths as well as weaknesses of the team. There is a need for individuals with the potential to create a high performing team, and in order to this there is a need for people to recognize that there exists a huge difference between team building and team development of a working team (Avery, 2001). Team building often involves the bringing together of new teams and giving them a new sense of direction, a period of getting to know their colleagues, as well as recognizing abilities and skills. Team working on the other hand involves the sharing of ideas, supporting one another and being open. It is also important to note that good leadership is essential to any business; it is an important factor for making an organization successful. Leaders are a key human resource in each and every organization (Hersen, 2004). In fact, the importance of leadership in management can never be overemphasized. In order for things to get done by people in the organization, the management must supply leadership in the organization. Team work is especially essential in order for one to realize the organizational goals, and it is the work of the managers to influence the team to work and accomplish through leadership. Further, it is imperative to understand that leadership often aids authority and it must go hand in hand with team work. Pursia’s DISC assessment was an impresser. This was her strongest quality. Being an impresser in the organization is extremely useful (Sugerman, 2011). This is because it helps one charm to the business partners as well as breaks the ice when it comes to meetings within the organization. Further, being an impresser is also important as it helps employees to take greater responsibility when it comes to decision making and also helps team members to take control of the work processes (Avery, 2001). The impresser often helps in improving morale as the employee can be able to effectively gain more authority as well as ownership over the projects that one is working on. With the help of the impresser, she can help with the extra responsibility which can effectively lead to a more rewarding work environment as well as lower turnover. Further, with the impresser working on a team it gives the employees a greater sense of belonging and of recognition, and helps them to take more pride in their work as well as the company. Further, with the impresser in the team it means that it would be difficult for other business executives to refuse offers that are given by the team. It is imperative to understand that an impresser is essential when it comes to the public relations of any company and for this reason, they can be able to better their business strategy and competitive advantage. Lydia’s result was cautious. There is a need to have a cautious member in the group; this is because it helps an organization in turbulent times. Caution can be described as a virtue especially in the 21st century volatile times, it helps in ensuring that the team understands the risks that they are entering into and why they should consider and reconsider their decision. There are times that the market seems lucrative to enter, however, there are often several barriers that exist that are unseen and it is with the help of people like Lydia that such pitfalls can be avoided. Further, when it comes to new technology cautious people like Lydia also helps the team to avoid future technological problems (Sugerman, 2011). This is because at times, new technology may appear to be the answer to problems. However, there is a need to look at the technology cautiously in order to better understand the perceived problems that the technology is seeking to address (Nygaard, 2009). Cautious people often ask questions such as whether the technological solutions are cost effective. Whether there are many supplementary problems that may stem from the use of new technology and whether the new technology is tackling a symptom rather than a cause? It is of importance to note that these cautious questions are relevant to the people that are interested in the use of technology in order to pursue greater as well as more sustainable business models (Nygaard, 2009). However, there are disadvantages to this type of character. The first is that the team might miss new and nice opportunities because of the cautious character. This is because in business there is a need to take risks and the cautious character is not known to be a big risk taker and can efficiently convince the other people not to take risks (Hersen, 2004). This can work against the organization and therefore, in the long run can cost the company a lot of development and innovation opportunities. This is because without a risk taker, a lot of opportunities are wasted and for this reason, the company can lag behind in terms of productivity as well as having a competitive advantage in the market. Cleveland’s results was interactive, this is an important aspect in a team as it helps one in excelling in creativity. It is imperative to understand that people that are interactive often have a lot of information regarding the different aspects and spheres of the business world. They are therefore, a great addition to the team as they help in innovation and they are able to match their interests and their skills (Sugerman, 2011). Further, the interactive of Cleveland also helps in business meetings as he is able to explore the different spheres that exist and consult widely. This leads to decisions that are better informed and which can effectively the team to better its position in a business sense. Further, the interactive nature of Cleveland is related to greater flexibility, this is because by being interactive it helps bring the team closer when working on a project and for this reason, problems as well as bottlenecks can be ironed out more easily. Flexibility is a very important tool in any business. This is because with an interactive person in the team, when a problem arises in one area, the entire team can be able to deal with it and for this reason work can proceed much faster. An interactive person also helps in the making of different and important allies in different places. Networking has been called one of the strongest tools in business in the 21st century, and therefore, it is of paramount importance that each team has somebody that is interactive and outgoing and helps in networking the company (Nygaard, 2009). Based on the fact that I am working with people that have different personalities in my team, there is a need to make use of all their potentials and exploit their strengths in order to ensure that they are all working optimally. It is imperative to understand that likeability is a key factor when it comes to workplace success, and if there are personal conflicts that occurs in the office, the productivity is often slowed down and many targets are missed (Sugerman, 2011). There is a need to emphasize teamwork despite the team having different personalities and opinions. This is because the team should always be working towards the same objective, for example, Cleveland might not be able to complete a task in the same way that Lydia would. However, that is no reason for the team to be divisive and for this reason, as a leader I should remind all the team members that they are working towards the same goal and their strong opinions are a sign of what can be said to be a passionate team (Hersen, 2004). Further, with interactive and expressive persons in the group, as I leader I would always hear their thoughts and acknowledge them. This is because when one acknowledges a worker, the worker despite being wrong or right is motivated and he or she sees that he is respected in the organization. In conclusion, working with different personalities is not easy, however, it is imperative to understand that one cannot change their personalities but capitalize them for the betterment of the team’s overall objectives and goals (Nygaard, 2009). References Sugerman, J., & Scullard, M. (2011). The 8 Dimensions of Leadership: DiSC Strategies for Becoming a Better Leader. San Francisco: Berrett-Koehler Publishers. Hersen, M. (2004). Comprehensive handbook of psychological assessment. Hoboken, N.J: J. Wiley. Avery, C. M., Walker, M. A., & Murphy, E. O. T. (2001). Teamwork is an individual skill: Getting your work done when sharing responsibility. San Francisco: Berrett-Koehler. Nygaard, C., Holtham, C., & Courtney, N. (2009). Improving students learning outcomes. Portland, OR: Copenhagen Business School Press. Read More