The Aberdeen Group recently reported that Best-in-Class organizations are 69% more likely to be using assessments, post-hire. These organizations understand that the best results rarely, if ever, occur in isolation. A “silo mentality” and/or individuals with inflated egos can prove quite counterproductive when collaborating. Carr’s assessments accurately identify key markers for team success as well as provide strategies aimed at moving employees towards more “we” than “I” thinking.
When teams do, in fact, break down, it is often because of the following:
Bullying – As has become well-documented, bullying in the workplace is often as prevalent and problematic as it is in our schools. Individuals who regularly force solutions when they are supposed to simply collaborate and idea share can very much damage both group productivity and overall morale.
Glory Seeking – “Glory hounds” also take a negative toll. This is especially a concern when such individuals routinely withhold valuable information and/or idea steal with the primary goal of self-aggrandizement. Individual and collective emotions can either seethe below the surface or erupt in full blown confrontations.
Renegading – Some people say all of the right things, consistently use the proper “we” verbiage, in order to be seen as team players. However, their actual behaviors point to quite the opposite. They often go it alone or “do an end around” and then either rationalize or fake apologize, post-action.
Time Monopolizing – Although hard to believe, consultants often get calls from leaders and managers who need advice on an employee that they are considering letting go because he or she simply talks too much when teaming. Everyone’s time is precious and face-to-face meetings need to be productive. If someone is eating up valuable time with matters that could be better handled through either emails or individual discussions or just because he or she loves the sound of their own voice, little is gained in the whole group getting together.
Negativity – Bad attitudes and complaining can be both habit forming and contagious. It often becomes easier to gripe and/or give excuses why something cannot or should not be done than undergo an attitude adjustment and/or stretch oneself to find solutions.
Carr assessments can help with any or all of the above by either effectively aiding organizations in hiring good team players at the outset or accurately identifying those already on board in need of development in this area.