Understand how your team works and turn its differences into an advantage

A team is more than the sum of its members

You can know each person perfectly and still not understand why the team:

• coordinates well or poorly;
• gets stuck when making decisions;
• turns differences into conflict;
• loses focus;
• depends too much on certain people;
• has unclear roles;
• doesn't receive enough feedback;
• or feels it lacks the necessary support from the organization.

That's why there are two different questions:

Talent360 lets you work on both.

Each person contributes to the team in a different way

Talent360 has a specific DISC Teamwork Style module. The goal isn't to classify people as «good» or «bad» team members. It's to understand:

• where they usually add the most value;
• what strengths they can put at the service of the group;
• what aspects they need to watch;
• how their way of working may complement or create tension with other styles.

Knowing the style helps understand how someone contributes, where they generate the most value and what to watch in order to collaborate better.

There is no single ideal team-member style

A team made up only of people who:

can have important strengths, but also leave other needs poorly covered.

Diversity of styles can add value, but it can also produce tension when ways of prioritizing, communicating or moving forward don't match.

Differences aren't the problem

The problem appears when we don't know how to work with them

Two different styles can complement each other perfectly. One person can bring speed while another brings analysis; one can bring creativity and another execution; one can drive results and another cohesion.

The problem appears when each member interprets the other's way of working as:

The Teamwork module analyzes how one style may relate to the others and where complementarities or tensions may arise.

Understanding the difference lets you stop taking it personally and start managing it.

Understanding people doesn't explain the whole team

After looking at the people, look at the system they form together

A team can have perfectly complementary profiles and still struggle because:

• roles aren't clear;
• coordination fails;
• leadership doesn't respond to its needs;
• there isn't enough focus;
• goals aren't aligned;
• the organization doesn't provide the necessary resources;
• or feedback doesn't work.

That's why Talent360 incorporates a Systemic Team Assessment.

24 dimensions. A view of the team as a system.

That difference is very important.

Two different maps of the same team

From diagnosis to better conversations

This solution shouldn't end at the charts. The results should let the team talk about questions such as:

The manager also needs to understand the team

Talent360 also provides DISC information that can help the manager understand how to lead, motivate and give feedback to people with different styles.

The specific module of recommendations for managers starts from the premise that leading effectively requires adapting communication, autonomy, follow-up and support to each person's style.

Developing the team also means developing the manager's ability to lead different people.

A report doesn't improve a team on its own

Not every team problem is solved with team building

A team-building activity can be useful. But if the real problem is:

• unclear roles;
• lack of coordination;
• misaligned goals;
• inadequate leadership;
• poor communication with the organization;
• or absence of feedback,

a one-off activity may not solve the cause.

First understand what's happening. Then decide what intervention the team needs.

Who it's for