The Group Styles Inventory™ (GSI) assesses the way in which team members interact with one another and approach problems and decisions. Insights into these interaction styles enable teams to identify what they need to do to work together more effectively and achieve synergy – that is, to ensure their interactive efforts have a greater impact than the sum of their individual efforts.

The 72-question GSI queries the perceptions by individual team members as well as the collective perspective of the team as a whole. The individual and team results are self-scored and displayed on the “circumplex”, a unique way of illustrating twelve behaviors that are grouped into three clusters – Constructive, Passive/Defensive and Aggressive/Defensive.

The GSI is frequently used to:

• Enhance the impact of team-building sessions
• Assess the styles and processes of teams as they work to solve real problems
• Improve team dynamics in “real time” to enhance the quality of team decisions
• Increase members’ satisfaction with their teams
• Integrate team development with individual/leadership (LSI) and organizational (OCI) development.

The OCI “Ideal Culture” results illustrate leaderships’ normative beliefs and/or the shared behavioral expectations that operate within the organization or team. The OCI also assesses the current culture such as shared values and beliefs, members’ role clarity, role conflict, perceptions of service quality and satisfaction. The Ideal and Current results are presented on the “circumplex”, a unique way of illustrating twelve behaviors that are grouped into three clusters – Constructive, Passive/Defensive and Aggressive/Defensive.

The differences or “gaps” between the Current and Ideal Culture profiles, as well as the impact of its Current Culture on outcomes, provide the basis for developing plans for strengthening your organization’s long-term effectiveness. The plan includes the key actions to be taken to facilitate positive change (i.e. leers for change) as well as the factors to be monitored to gauge the success of your organization’s (or team’s) change efforts (i.e. targeted cultural gaps and outcomes).

The Myers Briggs Type Indicator® (MBTI) is one of the most widely recognized instruments dedicated to creating heightened self-awareness about individual preferences. We use the results of the 92-question MBTI (Form M) to create a personalized profile to recognize and appreciate team diversity as well as the challenges that same diversity may create. In a team setting, the use of the MBTI can be a very powerful intervention to increase individual and team effectiveness.

We train your team on the interpretation and use of the MBTI to improve team dynamics and communication. The goal of this initial workshop is to motivate participants to understand their type and be open to share their type with their team mates. The desired outcome is heightened self-awareness for greater self-management.

• We highlight the differences through experiential exercises of the four preference pairs.
• We reinforce openness and self-awareness.
• We share how each preference fits, typologically, into the organization and the team.
  

Kolbe TeamSuccess® program enhances your ability to build on individual strengths and improve overall team performance and synergy. This workshop explores the different ways instinctive talents play off one another:
? inventory the instinctive talents that make up your actual not just desired – team synergy
? leverage these talents so team members consistently and effectively work together
? incorporate diagnostic and prescriptive information so you can improve team productivity

Participants of the TeamSuccess seminar learn positive strategies for trading off individual abilities, taking advantage of individual differences and making the most of knowing who can be counted on to perform necessary tasks.

With the LSI Stylus®, participants receive specific, constructive feedback on the implications of their behavior from trusted associates. The report then combines this feedback with information about how an individual perceives him/herself – for an accurate description of personal strengths as well as potential development needs. All feedback received is confidential – only composite scores are reported.

This customized, detailed report (typically 50-70 pages) then guides participants through the process of self-improvement by providing practical recommendations and strategies for changing ineffective behavior and building on positive individual characteristics.

Like the MBTI and the Kolbe, the LSI is developed under the premise that self-understanding and awareness can lead to better self-management. Unlike the MBTI and the Kolbe, the LSI takes it a bit further and provides comprehensive, prescriptive feedback to help the participant become a better team player, manager or leader.