The Challenge
Managers don’t have the right support
Team effectiveness is more than just skills—it requires leaders to manage the behavioral dynamics of the group.
Too often, managers are consumed by daily tasks and urgent requests, focusing on execution rather than people. Without the right resources and information, managers may struggle to strategically guide their team’s unique behavioral profile.
The Solution
The Team Dynamics Report will make you a more emotionally intelligent manager
Based on your team’s Core Drivers Diagnostic results, the Team Dynamics Report provides insight into collective strengths, blind spots, and culture. It offers practical coaching suggestions to help you align your leadership style, improve decision-making, and build stronger trust and cohesion within the team.
The report is designed not only to inform your leadership development but also to facilitate meaningful conversations with your team. When used consistently, it enhances communication, collaboration, and performance.
Steps to Debrief Your Team on Core Drivers
Step 1: Prepare
Communicate the purpose and agenda of the team meeting to set clear expectations and reduce uncertainty. Ask team members to review their individual reports in advance.
Review the team profile. Consider how the group’s top Core Drivers influence communication, decision-making, collaboration, and execution.
Reflect on how team Drivers shape team culture and relate to current goals. Use this resource for support interpreting the scales.
Identify key strengths, risks, and insights you want to share, as well as questions to spark discussion.
Watch the example video below for guidance on interpreting team results.
Step 2: Share and Discuss the Team Profile
Set a tone of curiosity and openness to ensure participants feel comfortable and engaged.
Consider asking team members to guess the top three Core Drivers before revealing the results. Then present the team profile from the Team Dynamics Report.
Facilitate discussion with questions such as:
What do these results say about our team culture?
How do our Drivers help us succeed and achieve our goals?
What risks could get in our way?
How do our Drivers influence communication, collaboration, and decision-making?
How might we be perceived as a team by others?
Who would thrive—or struggle—on this team?
How do your personal Drivers compare to the team’s average?
What can we do more of, or less of, to be more effective?
Step 3: Move from Awareness to Action
Create team commitments: Agree on 2–5 collective actions or rules the team will follow to improve collaboration and performance.
Create individual commitments: Ask each person to choose 1–3 personal actions they will take to support the team.
Clarify managerial support: Share how you will help the team stay accountable, drawing on insights from the “Core Coaching Tips,” “Aim for Perfection,” and “Make it Happen” sections of the report.
After the session, follow up with a summary of results, key takeaways, and the agreed-upon commitments. Invite ongoing feedback.
Final Thoughts
To keep your effectiveness plan alive, review team commitments regularly—at the start or end of meetings, during performance reviews, and within strategic planning.
Periodically check in with the team about progress and areas for adjustment. By making the Team Dynamics Report a regular part of your leadership practice, you can build stronger cohesion, trust, and effectiveness over time.