How to Master Team Relationships, Increase Productivity
and Build Resilience
By Daksha Patel
Would you like to be the Manager of a dream team? Maybe a team that over-performs every time, overcomes challenges, works out their differences and keeps their eye firmly focused on the task in hand?

As a manager you intuitively know that having a high performing team means achieving the right mix of skills, experience and personalities.

If you get the mix wrong, even if it is just one individual, the result can be disastrous.

How does personality effect team performance? 

A team is made up of individuals who are required to work together to achieve common objectives. For the team to be successful it depends on individual personalities to be able to work together. Individual personalities will either make or break the team relationships.

What are the characteristics of high performing teams?

 1. Self-Awareness: High performing teams have a strong sense of self awareness of individual and collective strengths and development needs.

 2. Shared Purpose: Teams have a shared vision, goals, objectives and values. There's a strong focus on results and solutions, clarity about the direction of travel and how their decisions and actions impact the outcomes.

 3. Resilience: People see changes and challenges as opportunities and they look for continuous improvement and solutions, demonstrating flexibility and adaptability.

 4. Growth Mindset: Team members encourage difficult questions, learn from their experiences and mistakes and invest in the growth and development opportunities.

 5. Effective Working: The team knows how to gather, organise and evaluate information to explore options whilst problem solving. They encourage creativity, innovation, risk-taking, and they plan appropriately.

 6. Open Communication: Team members feel safe to express their thoughts and feelings openly to resolve conflict. People listen, empathise and engage in dialogue recognising that they may be part of the problem and therefore also part of the solution.

 7. Respect and Trust: Team members value and support others. Respect differences and provide, as well as seek out honest supportive feedback.

What are the functional and psychological team roles?

Functional roles in a team are simply based on the job description, title, position within a business or experience. Psychological roles are who you become in the team. There is a difference between ‘Doing’ (applying your technical skills and knowledge) and ‘Being’ (becoming a team player) Are you a natural leader or follower? Are you focused on logic, generating ideas and team harmony? Are you dedicated to building quality relationships and getting the best out of people? Are focused on ensuring that everybody has fun?

In terms of composition, what do teams need?

Teams need a mixture of personalities. Someone who can see the bigger picture and know how they are going to get from A to B in the most effective and efficient manner. Teams need someone to pay attention to the details as well as someone to keep harmony, generate new ideas, be innovative and creative and keep a balance between being serious all the time and having fun.

How do personality profile tests help?

Any personality profile assessment can be intriguing. We are all curious about what makes us tick at some level. Self-awareness helps you to identify your strengths, how you work best, communicate, influence and respond to different situations.

We are all different. By understanding the characteristics that make us all unique, we can play to our core strengths and develop our limitations. This way we work better together as a team.

I have come across and completed many personality assessment tools used to identify core skills, strengths, behaviours and traits throughout my working career.

The one tool that I like to use when working with clients is the People Code Personality test developed by Dr Taylor Hartman which enables you to understand why you do what you do, which is motive-based.

What is the People Code Personality Test?

The tool uses 4 colours -Red, Blue, White and Yellow. The key point to remember is what MOTIVATES each of the Colours. In other words, what is the driving force behind the way that you think, behave, and feel. This is called the “Driving Core Motive” or “DCM” for short. Here is a list of the DCMs by Colour Code:

  - Reds are motivated by Power
  - Blues are motivated by Intimacy
  - Whites are motivated by Peace
  - Yellows are motivated by Fun

There is no Colour that is better or worse than any other Colour. Every Colour has its strengths and limitations and there is no right or wrong Colour combination in a relationship.

Every colour has needs and wants. How the needs and wants are fulfilled will also impact upon how you deal with challenges and how this impacts upon your resilience.

It’s also important to remember that just because you maybe a Blue, it doesn’t mean you like the colour Blue. The Colours are used simply to describe the core driving motives.

The key is understanding what makes you tick and what motivates you to do what you do. With this understanding you can communicate, influence, inspire and connect more effectively with your team. This is crucial for building resilience within a team.

How can the People Code Personality test support teamwork?

  - Increased empathy

When people understand one another better, they can communicate, influence and collaborate more effectively. The assessment helps to remind the team that individuals perceive, view and experience the world differently. That understanding alone could make the test worthwhile. Not only do individuals get a better understanding of their own core driving motive, they learn how their own personality and behaviour can influence the way they interpret the actions of others.

  - Better role fit

Having a better idea of someone’s core driving motive can also make it easier to pair them with the right roles and responsibilities. Some businesses use personality assessments as part of the recruitment and selection process to ensure that the right personality is appointed for the job.

  - Getting balance

Imagine having a team full of people who are all driven by wanting to take control. Or imagine a team full of people who want to focus on just exploring the facts and not make decisions or take action. Teams need a balance of personalities to be high performing and deliver results. Having a better understanding of the mix of personalities in your team will enable you to see where the gaps are and highlight some of the possible reasons why the team may not be performing at its best.

What are the caveats?

Humans, of course, are more complex than a personality assessment report, so it’s important to remember that personality assessments are just one piece of the jigsaw puzzle. It isn’t the full picture.

Managers sometimes make the mistake of pigeonholing individuals once they know what their strengths are. This does not mean that you cannot develop strengths in other areas.

Don’t forget, personality assessment tools are just a predictive framework which provides a baseline of information of your thoughts, behaviours and patterns that come naturally to you. The key is to become more rounded in your character. Character is essentially anything you learn to do, think, act and feel which is outside of your comfort zone. Character is reflected in the in changes you make to become the greatest expression of yourself.

Personality assessments aren’t a magic bullet, but they can be a great help in building understanding about how individuals think and communicate, which can help team leaders balance their teams, foster empathy, and fit the right individuals with the right roles. If you use the information properly, it can help you nurture high performing teams, build resilience, be more innovative and creative and optimise the way you work.

To Your Success,
If you think that Avatars are only fictional blue creatures running around Pandora firing bloody big arrows, then think again. In the world of Sales & Marketing, an Avatar is a fictional representation of your ideal prospective customer.


Why on Earth do I need one of those?

What’s Pandora?”

...might be some of your responses.

Well, in the process of defining your customer Avatar, you will start to understand those factors that influence a customer’s buying decisions.

For instance, understanding what social platforms they spend time on should help you make decisions on how to reach out to them and hook them in.

Having a good grasp or definition of your Avatar will help you anticipate your market’s needs.

Could this help you deliver more sales and revenue? You bet it will.

As to Pandora, well in the words of the director James Cameron “It's kinda the Garden of Eden with teeth and claws”... (I watch a Sh*t load of films)

Basically, knowing your customer will make it easier to make sales!

Convinced yet? Well, if you're half way convinced, then why not give it a go. You can even download my handy Avatar template to help you.

About Russell
Russell is recognised as the leading authority on Sales Funnel Automation for Businesses in the UK today.

He is also the best selling author of "FUTURE PROOF (Your Business)" which is acknowledged as the "go-to" guide to building a future proof Sales Process that will work in your marketplace now.
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