TeamPlus Programmes

Team Development founded on each team member's core decision making motivation.
Our TeamPlus work with management teams is based on the premise that "good decisions drive profits." These programmes offer in depth team analysis to create a foundation on which to build Excellence. We can give you an insight into the inherent decision making, communication, and motivational strengths of your team and work with you to tap into this to create optimal performance. We identify and highlight core issues and work with you to resolve them, using activities, projects and case studies to reinforce the learning. We provide a specially tailored programme and our aim is always to dovetail our contribution to complement and enhance initiatives that are already being undertaken by our clients.
Outcomes
Optimal decision making Improved strategic analysis Improved image inspiring greater confidence internally with your people and externally with your clients Improved communication skills Retention and recruitment of the best people Sharper focus on objectives and targets Better integration of functions Implementation of sustainable benefits for ongoing change and improvement Highly motivated team
The Action Profile^® Team Footprint
	Attention is the stage in the decision process where the focus is on information and discovery of possibilities.
	Intention is the stage in the decision process where information and ideas are evaluated and determination is built.
	Commitment is the stage in the decision process where objectives are set and action is taken

Web Team Profile
The following extracts from a typical Interact Development Limited Team analysis report are displayed here to show some of the major points of interest in the Action Profile® System as it relates to team working. The extracts listed here form only part of the overall assessment.
Team Strengths - (Polarity Chart)
	Note that both 'highs' and 'lows' bring both strengths and weaknesses. The centre band 'works well'.

Attention - Investigating for information

This team can be very focused and very precise in their analysis of data. They are likely to gather enough detail to build a solid foundation of facts from which to build without being pedantic or following their interest at the expense of achievement. Whilst this team is well able to gather information there is a strong probability that no-one among them will readily link points from one subject to another or see the potential connections between pieces of information, which could lead to lost opportunities and lack of cross discipline liaison.
Attention - Exploring to expand the scope

C D and E appreciate the value of limited data, and are not distracted by the need to seek alternatives. Whilst this can provide needed focus in certain situations, their desire to stick with proven approaches could lead them to be too insular in their thinking and could mean that they will not easily see the point of view of others. A and B on the other hand are more inclined to take a varied approach and like to explore the possibilities and see other viewpoints. This will be of great value to the group when situations require a more resourceful open-minded approach although they may at times create overwhelm for the others. Frustrations could arise if A and B’s desire to explore alternatives is seen to be time wasting and holding up the decision process. No-one in the group appears to have a motivation for generating new thinking or broadening the scope by introducing fresh ideas and whilst this helps them to be focused and concentrate their energies on the task in hand they could focus in too narrow parameters and not look beyond the obvious. When truly off the wall ideas generation is required they may need to seek help from outside the group or used brainstorming techniques to enhance their thinking styles.
Intention - Determining to build resolve

There is a very strong determination apparent in the core processes at work in this team. This leads to a well anchored and reliable group of people who have the motivation to see things through however hard things become. C in particular has a very strong motivation to overcome obstacles and get things done and is the one best motivated to spearhead any campaign and make sure decisions are followed through and that the job gets done. The members of the group with the highest scores in this area need to be aware that this tendency could in some situations work against them when the better option is to give up. When situations demand a lighter more gentle persistence the team member best placed to deal with it, is D. D’s determination is not a obvious as the rest of the group but is nonetheless there and manifests itself very differently. D appears able to put up with difficulties and be flexible and resilient at the same time.
Intention - Evaluating to set priorities in context

A has the capacity to inject a sense of realism into the group and highlight the priorities. The rest of the group are less likely to pre-judge issues although they may over extend themselves by seeing everything as necessary and equally important. B has the strongest motivation the see advantages and disadvantages and balance options. The team as a whole can forge ahead without the need to make comparisons but without the clarity that A and B can bring may miss the nub of any problem and make choices without having clear understanding of the issues facing them.
Commitment - Timing progress

A and C can generate a sense of urgency when required however the group as a whole is not inclined to rush into action or take unnecessary risks. This approach could lead to missed opportunities unless A and C are involved in timing decisions. This team prefers to choose their moment to act and are very flexible in their programming. However, the input of A and C is crucial because of their ability to inject a sense of urgency. D and E particularly may appear to be overly patient, playing with time or holding up the action which could cause some frustrations and missed opportunities.
Commitment - Anticipating the future

C in particular appears to be well organised in action. He creates action plans that he keeps alive with step by step planning and constant measurement of progress. This is a very valuable Talent in the group as without it there is a possibility that the proper checks may not be put in place to be able to review progress properly and opportunities to show achievement could be lost to the team. Whilst the team will set goals they are likely to be relatively short-mid term. It is unlikely that the group will become preoccupied with long term consequences and should therefore be able to take a fairly spontaneous approach. This team is not particularly strategically oriented although A is best placed with the greatest capacity for viewing issues from a 3D perspective.

Interaction - The impact of Interaction at each Stage of the Decision Making Process
The Action Profile® System is unique in its capacity to predict interaction preferences which adds a dimension unavailable in any other assessment tool. Its value in a team situation is exceptional.


Attention - The Impact of Interaction in Attention

During the process of gathering information and exploring new ideas and alternatives interaction for this group will be at its easiest. A and B will lead the way in making sure everyone has the information they need and creating a good environment for innovation and joint problem solving. E will appear positive when in discussion in these areas as will C and D who are open to ideas and information from others. Left to their own devises C and D will not initiate the interaction and so it is important of this group the actively seek to keep them involved in the process to ensure that their contribution is not lost.
Intention - The Impact of Interaction in Intention

Interaction in this area will require careful management to ensure cohesion and alignment on group issues. E’s ability to provide support for building mutual resolve, strongly supported by E, will be very important. C remains open to others views and recommendations but again the group needs to actively seek to keep him involved in the decision process. It will be particularly important because of his strong pressuring determination which will be difficult to influence once his decision has been made. It will be more difficult to assess where A and B stand or to know which direction their thinking is going, as they spend more time assessing priorities and clarifying issues while building resolve, a process that requires privacy of thought. There are simple techniques that are designed around the Action Profile® System that can facilitate the different interaction needs during the all important building of joint resolve in teams that are specifically aimed at achieving alignment. (More than half the senior managers profiled are more inclined to make decisions on their own and run the risk of not building joint resolve with their colleagues. With this understanding it is not difficult to see why real commitment to decisions in meeting is difficult to achieve. This is easy to overcome with simple facilitation techniques relevant to this issue).
Commitment - The Impact of Interaction in Commitment

Once committed to action C is able to initiate interaction with others and can become the conduit for motivating others into action, by sharing goals timing and working out action plans collaboratively. A will be inclined to get on and do things without reference to the rest of the group. Unless awareness is built in the group and mechanisms are put in place to manage this, it could create inefficiencies and difficulties because of a lack of awareness of what is being done.

The Action Profile® System integrates with our other project, team and skill development work to produce exceptional results that build on the hard wired core capabilities in the team.

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Copyright © 2002 Interact Development Limited. All rights reserved. Revised: September 16, 2002 .