TeamMark Predictions

Predictions About Teams



Groups with very similar members will reach decisions more quickly                  but may make more errors because not all viewpoints are represented.        Groups with many different types will reach decisions more slowly                 (and painfully) but may reach better decisions because more viewpoints          are included.



Team members may often choose tasks that fit the strengths of their           type.



Leadership roles may shift as the tasks to be done require the skills of     different types on the team.



Team members who are opposite on all four preferences may have            trouble achieving an understanding; members who share two preferences        from each of the opposites may act as “translators.”



The person who is the only representative of a certain preference               (e.g., the only Introvert) may be seen as “different” from the other             team members.



Team members who come to appreciate and work with different types           may help to diffuse conflict.



Successful teams with many different types promote the personal      development of team members by encouraging learning from the             strengths of other types.



Teams that are “one-sided” (i.e., have few types) will succeed if                   (a) team members use different types outside the team as resources,              or (b) they make an effort to use their own less preferred preferences             as the tasks require.



Extraverts may dominate discussions, and perhaps decision-making,              unless they make a special effort to involve Introverts; Introverts                 may need to make a special effort to be heard.



Feeling types may be more concerned with harmony and “teamness”;        Thinking types may be more concerned with truth and task.



Good decisions will be made when the basic facts and realities have             been taken into account (Sensing), when useful new possibilities have          been opened up (Intuition), when inconsistencies or consequences              have been analyzed (Thinking), and when important values have been   considered (Feeling).

The Ryan Group - Leaders in Human Capital Management Solutions