Using Team Roles as a means of understanding the diversity of contributions required in effective teams.
When you find the recipe for success with an individual or group, it’s tempting to try and reproduce those characteristics. But what are the implications?
Pressure. Some people thrive on it; others buckle. But how can we predict someone’s reaction? And if we have an idea of what this reaction will be, how can we help people to develop?
Companies are paying the price for avoiding feedback. We might think we’re dodging a bullet by using self-reporting personality tests. But avoiding candid feedback can spell disaster for teams.
Have you experienced the impact of anxiety in your team? How does it affect the team's performance? Who in your team is likely to be driven by anxiety? How is this managed, so that it is beneficial?
The hidden dangers of rewarding performance with managerial responsibility
“Gigging” is on the rise. It’s broadly described as freelancing or taking on a series of short-term contracts... But what does a gig economy mean for the way we work together?
Gallup tells us that employees who play to their strengths are six times more likely to be engaged. Nice work if you can get it, but what happens if you don’t have the opportunity?
I’ve noticed a curious dichotomy when it comes to psychometric and behavioural testing. On the one hand, there’s some considerable scepticism in industry regarding the usefulness of such testing...