How Do I Accelerate Growth In My Team?

Organizations fulfil their mission through a network of collaborating teams. When teams fulfil their mandates, the desired goals are achieved.


Sounds simple enough. But yet, there is unrelenting pressure on teams to deliver on constantly evolving requirements.


Teams and their members must adapt and grow quickly to meet emerging challenges.


Hence the question: How do I accelerate growth in my team?


Here are some thoughts for your consideration:



  • Step 1: Engage in rigorous fact finding related to what is working well and needs to be reinforced.
  • Step 2: Similarly, examine what is not working well and needs fixing.
  • Step 3: Finally, assuming that you have a magic wand, what are the top three things you would do in order of priority?


Drawing from the results of that investigative exercise, the team brainstorms around descriptive statements as to who they need to BE individually and collectively in order to perform at the desired level.


"We are problem solvers." “We are resilient.” “We are team players.”


Those statements are then fine-tuned to produce We Are Statement banners that underpin developmental exercises and activities and depict the mindsets that are aligned with the desired culture.



This is where the real magic takes place.


Drawing on our expertise with the use of Extended DISC® behavioural DNA assessments, we place the identified priorities, and We Are descriptors on 4 Quadrant Maps.


We then turn the floodlight on the team individually and collectively by comparing the investigation-inspired “Ideal Map” with the FinxS®-generated 4 Quadrant Maps drawn from their behavioural assessments.


"That's Why" and "Now I understand" along with much head scratching follow as the team recognizes gaps and areas of misalignment.


The identification of those blind spots and limiting factors provide an evidence-based platform for the pursuit of accelerated growth by the team.


Based on the individual and team maps that I have seen some organizations must be trembling in the face of the purveyors of disruption and the sea change arising from the pandemic.


Their steady, compliance-focused teams will struggle to address the need to not only respond to change, but to lead change.


The challenge is that many of them are oblivious to their fate as they might actually be hitting their numbers at present.


However, my maps and the underpinning data do not lie. This newsletter may be your wake-up call.


I recall many years ago waiting to meet with an HR Manager and the CEO shared in my hearing (more for my hearing) that they were not going to spend any money on soft skills training. The company has long disappeared from the landscape.



The next step is to draw on the vast FinxS® Behavioural Competency Library from Extended DISC® to prepare development plans for each team member.


Role Fit template comprised of directly relevant behavioural competencies is used to identify areas for reinforcement and gaps to be addressed.


This template provides the framework for coaching and self-development. Laying out with clarity any need for “flexing” ones preferred style and what that involves facilitates swift adjustment and accelerated growth within the team.



You might be leading a team that is doing well and even blessed with functional team members. However, blind spots are so named because they are out of sight. There are also limiting factors which are far more easily addressed when illuminated from a behavioural perspective.


Let’s have an exploratory conversation about the state of your team and the available options to accelerate growth’. SCHEDULE HERE