The Team Quest report will allow you to combine multiple participants who have completed The Quest Profiler questionnaire into one report. It can be used for team building, identifying potential areas of conflict, strengths, development needs, and gaps in preferences and competencies that may need to be addressed.
- Executive Summary
- The Big Five
- Team Styles
- Leadership Styles
- Culture Match
- Conflict Handling
- Emotional Behaviours
- Jungian Types
- Transformational vs Transactional
This section shows the key findings of the report in terms of the main similarities and differences within the team and their potential strengths and development areas.
The Big Five
Psychologists today are united in 'distilling' personality down into five broad factors which describe most of the variation in personality we encounter (not quite all, but certainly most!). Here we describe these five factors and see which apply to each members of your team, bringing the whole thing to life by associating each factor with a coloured animal: are your team predominately extravert red lions or brown meerkats who are really open to experience? In addition, we look at how each member will get on with others whose personalities are similar or different to thier own.
Many people (one of the best-known being Meredith Belbin) have looked at the composition of teams and the roles individuals play within them. A team with no-one playing certain roles could have distinct deficiencies but it is also true that too many people trying to play the same role within a team could unbalance it or tear it apart. This section reveals what roles within a team are most comfortable for each member and the ones they are likely to slide into without too much prompting.
Which approaches are your team members likely to take in situations of conflict? The beauty of this section is that it allows for different, sometimes even contradictory, ways of dealing with conflict that an each member is likely to adopt, in keeping with the fact that different conflicts require different coping styles.
Personality links closely to the kind of environment in which people work, who they work alongside and what they face on a daily basis. Someone who loves to be around people would find it really demotivating to be stuck working on their own and indeed vice versa. This section reveals what sort of working environment best matches the personality of each of your team members.
Development needs a focus and this part of the report identifies areas relating to job performance which, according to behaviour, might already come easily or might require further action. Not all the competencies identified will be required for every role but the model is a generic one so there will be something to focus on for every team.
Emotion is so much part of the modern workplace. How emotional is someone and to what extent do they understand emotion. Emotional intelligence is discussed and its levels for each team member revealed: how easily does each member read other people’s feelings – and, for that matter, their own?
The Jungian model is primary used in people development when a simple approach to define Psychological Types is needed. It is this ability to describe behaviour in straight-forward terms which adds to its appeal.
Transformational vs Transactional
Is someone principally transactional or transformational – or maybe a bit of both? This section reveals what each team member's preferred behaviour suggests and where they might need help from others.
Although not everyone takes charge of a team of people, aspects of leadership are important in many areas of work. This section spotlights the preferred approaches to leadership taken by each member of your team and those they prefer to avoid. As well as focusing on people, it looks at the process and vision aspects of leadership.
If the team members are involved in operational sales, this will identify strengths and development areas not only within the human side of selling with its focus on face-to-face communication but also in the process side involving research, planning and follow-up, areas traditionally less popular among those involved in sales.