11 december 2024
In the world of team dynamics and commercial analysis, frameworks like Team Colors, MBTI, SWOT, Tuckman’s Model, Belbin’s Team Roles, Insights Discovery, and DISC stand out as some of the most commonly used methods. These tools are designed to understand team behavior, enhance collaboration, and analyze commercial performance. However, at An Gaiser Consultancy, we also try to go beyond traditional frameworks, for instance, by employing Non-Verbal Strategy Analysis through the INSA method, also known as the INSA Foundation’s “Team Navigator.”
Introducing the Team Navigator
The Team Navigator isn’t just a diagnostic tool; it’s a dynamic process. We analyze individuals in front of the camera by asking questions designed to make them feel both comfortable and uncomfortable. This allows us to observe their behavioral tendencies and frame an overall outcome for the team. The team then reviews the videos and provides each other with feedback on their communication styles.
Following this, we discuss the outcomes, provide insights, and deliver tailored advice depending on the goal of the Team Navigator, as initially discussed with the team lead. Our method is also effective when working with teams dealing with aggressive or intimidating behaviors, like the team we are working on now. We train teams to navigate these challenges while focusing on internal team dynamics. This process allows us to profile teams and strategically pair members during interviews, assessments, and client interactions.
The Complexity of Team Dynamics
During one of our sessions, my colleague Max posed an intriguing question: “How many possible outcomes can arise in team dynamics if we consider a team of eight people with at least 12 different behavioral tendencies?” (Typical a question for someone who studied psychology and data science, which is a great addition to our company).
Max calculated that there could be over 40.000 different outcomes in such a scenario. This insight left us fascinated and challenged us to reconsider the oversimplification often inherent in popular frameworks.
Why Traditional Models Fall Short
Many commercial methods categorize individuals into a limited number of types, such as colors, roles, or tendencies. While these models offer a starting point, they often fail to capture the nuanced and fluid nature of team dynamics. As behavioral experts with experience conducting thousands of interviews with individuals and teams, we’ve observed:
- Behavioral tendencies are not static. A single word, sentence, or shift in behavior can change the dynamics of an entire team.
- Blind spots are common. Traditional questionnaires often fail to account for unconscious behaviors.
- Outcomes are influenced. Participants may intentionally or unintentionally skew results to align with desired roles (e.g., answering “rational” to appear more “blue” in a color model).
Our Approach to Dynamic Teams
At An Gaiser Consultancy, we believe that team dynamics analysis is just the beginning of a broader journey. Here are our key takeaways:
- Superficial methods miss the mark. Frameworks must go beyond categorization and delve into real-time observations.
- The analysis is a tool, not the goal. Use methods as instruments to gain deeper insights, not as definitive answers.
- Include observer insights. Observer-based questionnaires provide a more comprehensive understanding of team behavior.
- Measure blind spots. Effective methods should identify areas where individuals lack self-awareness.
- Monitor continuously. Teams are dynamic and require constant observation, reflection, and adaptation to achieve optimal performance.
AI and Team Dynamics
To deepen our understanding, we turned to AI. By calculating the possible dynamics in a team of eight with 12 behavioral tendencies, AI revealed that there are over 75,582 combinations of potential outcomes. This reinforced the importance of constant monitoring and adaptive strategies to truly understand team behavior.
The Road Ahead
As experts, we recognize the complexity and unpredictability of team dynamics. Our goal is to stay humble, remain observant, and continuously refine our methods to serve teams better.
Join the Conversation
We’d love to hear your thoughts! How do you approach team dynamics in your organization? What methods have you found most effective?