A nimble organization knows its members’ strengths and motivations. And while sometimes organizational change can be predicted far in advance, other times, change happens quickly, and the right folks need to be ready. This is where the importance of DiSC® leadership team building comes in.
Team Building with DiSC®
Team building using the DiSC® methodology serves two purposes. Of course, it improves self-awareness among employees, and they better understand their soft skills and how to adapt them to workplace situations.
But it also allows management to identify candidates for leadership roles. Good team building activities will make it possible to see prospective leaders in action, practicing conflict resolution, problem-solving, collaboration, and naturally, leadership skills.
These activities also allow management to really see the adaptability of employees; this can be crucial knowledge when unexpected roles need to be filled: who is flexible enough to step into a new role and fill it well?
Using an established rubric for measuring hard-to-quantify things like soft skills makes informed decision-making easier. DiSC® profiles are objectively applied measures of Dominance, Influence, Steadiness, and Conscientiousness. Technical skills and procedural knowledge can be learned, while soft skills – although they can be modified somewhat – are relatively ingrained.
Using DiSC® profiles in succession planning for an organization takes some of the guesswork out of determining which employees have the soft skill sets necessary for various roles and responsibilities.
An additional benefit to team building through DiSC® is that in times of intense organizational change, employees will already have strong interpersonal skills in place. A foundation like this can help an organization weather uncertainty that may come about as a result of succession changes.
Next Steps in Leadership Team Building
Once prospective leaders are identified, they may need to be nurtured and motivated to reach their full potential. DiSC® profiles can help an organization line up any necessary training, and ensure that it’s as effective as possible.
For example, let’s say an up-and-coming manager needs to pick up additional sales skills. Based on her DiSC® profile, one training program might be a better fit for her than another; choosing the right program means the employee gets the necessary training and it “sticks”, while the organization maximizes the effectiveness of its training budget.
Succession planning is a necessary part of operating an organization. Ideally, the pace of change is measured and well-planned, but that’s not always the way it works out. Utilizing team building activities based on DiSC® can provide management with insight as to which employees have the potential to fulfill leadership roles when the time comes.