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Types of reports and tools


There are many team profiling assessments on the market. They are popular because they work. 

They create a common language across teams and help build understanding, synergy and effectiveness. They help individuals to understand their own strengths and weaknesses, and when shared with the team, it opens dialogue. Team members become aware of others unique contributions and highlights team strengths and development areas. It helps the team to understand its culture and dynamics and helps to target team priorities.

So how do you know which tool to use?

Belbin

A behavioural diagnostic tool used to profile an individual’s team role preferences as well as the collective team picture. 

Dr. Meredith Belbin, a retired researcher, management consultant and visiting professor at Henley Management College, believe that each person has a preference for particular roles within a team. For a team to be effective, nine roles must be fulfilled. The Belbin team roles are:

  • Resource Investigator
  • Teamworker
  • Co-ordinator
  • Plant
  • Monitor Evaluator
  • Specialist, Shaper
  • Implementer
  • Complete Finisher

MBTI

MBTI, or Myers Briggs, is a very popular assessment because it gives a surprising level of insight around how people like to learn and how they make decisions. Members take an assessment and are given a combination of 4 letters indicating extroversion/introversion, sensing/intuition, judgement/perception, thinking/feeling. This results in 16 combinations, with different personality types.



It helps members to really understand themselves more and see their talents that may have previously under-valued or expose blind-spots that may not previously seen. The downside is that the combination of letters (4 per person) can often be forgotten and as a team, it is difficult to remember and assess each others styles over a long period of time. I have known people use their letters as a badge of honour, excusing their behaviour or shortcomings. It does not give a scale of strength against each letter, so I might be a moderate T with F tendencies, but this is not reflected in the assessment.


Clifton Strengthsfinder

A popular assessment. The Clifton StrengthsFinder assessment was created under the leadership of educational psychologist Donald Clifton. He wanted to identify the skills of the best of the best of the best, and to capitalize on them.


It helps identify the areas where you and the team have the greatest potential for building strength. It measures patterns of thought, feeling, and behaviour. From this knowledge, teams can build on their strengths and develop their weaknesses. The core focus is on strengths and becomes empowering and motivating.  Strengths include, achiever, adaptability, communication, belief, and competition. It recognises that everyone has a blend. 

Everything DiSC

DiSC classic is familiar to many organisations. Based on 4 styles, Dominant, Influence, Steady, Conscientious developed by William Moulton-Marsh. The focus was on the behaviour of normal people and how they adapt in different situations. With Everything DiSC, the experience got so much richer. Members can see where they are placed on a DiSC, their relationship to others and their shading into others styles. 

I love this product because it uses 4 letters or colours which are not emotive. It also demonstrates where everyone is a blend of other styles, how strong or moderate their style is and where they adapt in different situations. It becomes a common language which is easy to remember. The online platform allows members to see how they compare with other members of the organisation, giving tips and tools to help members work more effectively together. The range of products enables tailored reporting. Find out more here


There are plenty more on the market, each have their benefits, what you need to assess is how you plan to use them, your budget and adaptability.

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