‘’Gettin’ good players is easy. Gettin’ ‘em to play together is the hard part’’
Differences in personalities lead to above-average performances within a team. A team functions optimally when the combination of different personalities establish each other’s qualities easily. (Mensen in bedrijf, 2014). Through the use of personality tests, one can determine the qualities and strengths of each individual. An applied psychologist intends to optimize the workplace for employees, using proven scientific theories and models. This study shows research concerning different theories and models, in order to optimize team collaboration, and moreover, creating an even more successful team, useful for the team on the Longafdeling D3 at UMCG.
This is where the research starts. The main question of the research for the UMCG is: ‘Which personality test, that gives sufficient information about the diversity of the team, is suitable and could be used on the Longafdeling D3?’ Diversity consists of all the characteristics in which employees differ from one another. A part of these characteristics have a direct influence on how people interact with their work life, and when collaborating with their fellow employees. (Vries, Ven, Nuyens, Stark, Schie, Sloten. 2005). In order to work and collaborate in an inspiring manner, a diverse group must bundle its forces and use the diversities to a full extent. (Vroemen, 2009). By means of recognizing, knowing and using strengths of other team members in collaboration, greater performances can be reached. This research elaborates on the advantages and disadvantages of different personality tests, and consequently, the personality test which suits the team the best is chosen. The test that has been chosen is named: ‘the Orkestspel’ (De Hoop, Z.D.). This decision is based on literary research, expert interviews and participated observation. This particular test is chosen, because it contains all the characteristics that are suitable for the team to measure the present diversities.
For the optimal use of diversity, specific skills are needed amongst supervisors, as well as members of the team. (Van de Ven, 2011) That is the reason why the research continues after the personality test is chosen. In part two of this study, a suitable coaching method is shown, which is applicable in coherence with the test results .This coaching method is given in order to benefit from the diversity within the team. The most matching coaching method appears to be the STARR method, as this is already known amongst supervisors, and had the best fit with the learning needs/objectives in the field of coaching. In order to help the supervisors to improve their coaching skills, a training about different techniques for interviewing is given.
This is done in part three of the research, the part that elaborates on the subject practicing. In total, two trainings have been given. The first training entails how the supervisors should interpreted the test results. Firstly, it included how to confront the team with the test results in the most positive way possible. Secondly, what they could do with this to show the diversity within the team, so members of the team can actually make use of each other’s strengths. The second training is a training in which various tools for coaching are provided, in order to stimulate the individual development of the employees, using the test results, so that they learn to utilize the diversity of the team.