“The ability to find and keep the best people is the most valuable skill there is. I would give everything I have, all my money, just to have that ability.”
John D. Rockefeller
The team according to MaxieDISC®
Imagine the „ideal” team. What would such a team look like to you? What does it mean to you? Of course, for everyone this ideal may mean something different. You might say there is no such thing as an ideal team. Perhaps – it all depends on how we define that ideal. It is possible to bring together people who complement, understand and cooperate with one another. As a result, we can build a wonderfully functioning team relatively quickly. And even if it isn’t perfect, it will be able to notice its own weaker moments and immediately introduce improvements.
And besides, do we really need an ideal team? Maybe a simply good team is enough – one that delivers work on time, gets along well, enjoys coming to work and creatively overcomes any obstacles?
Imagine a team made up of Asia, Karolina, Adrian, Krzysiek and Ola.
Style S
Asia (S) is someone who always takes care of relationships. It matters to her that the team has a good atmosphere. She enjoys coming to work because she likes spending time with the people on her team. She also wants every team member to be in a good mood, so she makes sure there are no misunderstandings between them. She always notices when someone is feeling down and asks whether she can help in any way. Everyone can count on Asia at any time. Even when she has a lot of tasks of her own, she won’t refuse to help. Asia is the kind, good soul of the team and an oasis of calm. Whenever things get heated because deadlines are looming, Asia remembers to take a breath, a short break, to recharge so that the work can then flow even more effectively.
Style I
Karolina (I) adores her team. As soon as she joined it, she organised a team-building event to bond with everyone quickly. From that moment on, she regularly makes sure the team spends time together outside of work too. As a result, there are no more awkward silences during the coffee break, because they have plenty of shared interests. The rest of the team enjoys coming to work, because they know Karolina will always come up with something interesting and that the day won’t be boring. Even when the team has to work overtime, it’s not a problem, because Karolina usually organises something and the tasks immediately get done more pleasantly and with a smile.
Style C
The team also includes Adrian (C) and Krzysiek (C). They usually stick together. They get along great and often exchange particular jokes about their work that the women don’t always understand, but nobody minds. The rest of the team greatly values the two of them for their knowledge and their reliably conscientious preparation. Whenever the women are missing some piece of information, they know exactly who to turn to. Adrian is also excellent at analysing situations, so whenever the team has to make an important decision, Adrian’s opinion is worth its weight in gold. He is the best at assessing the risk of any change the team wants to implement.
Style D
We also have Ola (D), who is the manager of this team. She is usually the one who makes decisions, and whenever anyone on the team doesn’t know what to do or how to do it, Ola is the quickest to point the way and will often take responsibility for a given decision. Ola makes sure that work is delivered on time, so that not only the team but also the client is satisfied. Ola already knows her team perfectly and knows which tasks each person is best suited to. The team values Ola for her assertiveness, her negotiation skills and her ability to think quickly and logically. They know they can rely on her, above all in crisis situations and in the daily fire-fighting.
What do you think of a team like this? What is your first thought after reading this description:
– 'Sounds unrealistic!’ or perhaps: – 'I’d love to have a team like that!’
Sharing our experience, we can confidently say that building such a team is possible. So let’s take a look at how to do it.
We’ll start with the recruitment process. In the following parts of this article, we’ll show you how to use the MaxieDISC® model at later stages of a team’s work.
Whether you are building a new team or looking for a new employee to join an existing one, you can use MaxieDISC® during recruitment. This tool will help you not only check how well a given candidate fits the team, but also show whether their behavioural style matches your organisation’s culture.
How to use MaxieDISC® during recruitment and team fit?
You can ask a candidate, even before the interview, to complete the DISC test (our MaxieDISC®) online. You will then be able to analyse the report in terms of how well they fit the team/company.
During the interview itself, you can observe the candidate’s behaviour – what matters to them, how they behave in stressful situations, and so on. How can you do that? You can use ready-made solutions and tools. You can also create them yourself, or simply ask the right questions.
Important!
Bear in mind, however, that a candidate’s MaxieDISC® profile won’t allow you to predict whether they will be productive at work, whether they are suited to a specific position, or whether they are competent. So approach recruitment wisely and use tools and typologies consciously.
Two situations in which a MaxieDISC® report will certainly come in handy are:
- when you are torn between two equally good, similarly competent candidates. In that case, getting to know your future employee’s behavioural and communication style more closely can help you make a decision. It will help you answer the question of which of them will better complement your team;
- when you know exactly which personality type your team is missing in order to increase its potential and strengthen its synergy;
During recruitment, the MaxieDISC® tool is only meant to help you make a decision, not to become the sole criterion in your choice.
We wish you effective recruitment!