Woodruff and Colleagues

ncreasing Team Productivity

In 1996 I had what I refer to as a personality profile, the Myers Briggs Type Indicator (MBTI), conducted on me.  I was an ENTJ which stands for Extroversion, Intuition, Thinking, Judging.  This label is the result of how I responded to a 126-question questionnaire.  I then got a brief description of the meaning of these four characteristics.  In my University studies we critically analyzed a battery of personality tests that included the “Career Ability Placement Survey” (CAPS), “Career Occupational Preference System” (COPS), and “Career Orientation Placement and Evaluation Survey” (COPES).  In one of my jobs after University we had the “Keirsey Temperament Sorter” conducted on our team, and then a few years later, “True Colors”.  I’ve also had StrengthsQuest conducted.  The real “eye-opener” for me was when I became certified in the “DISC Style Analysis” in 2003.  This tool explains “how” a person would choose to behave.  This one really “spoke” to me, and every client I’ve worked with rates it with a 90% - 100% accuracy.  It’s the tool that I’ve found to be the most effective with identifying strengths, limitations, values to the team, how to communicate effectively, and how to manage.  The second beauty of the DISC model is that it is accompanied with the workplace motivators assessment, which is an effective compliment to the behavioural profile, and gets deep in explaining the “why” behind behaviour.


Based on the Ancient Greek aphorism “know thyself”, Socrates taught “The unexamined life is not worth living.”.  Tools that have a person delve into how they choose to behave and why they make that choice help to examine their lives in that respect.  These tools also help to have others better understand not only the how and why of personal behaviour, but also how to effectively communicate within a team, and the talents each person brings to the team.  Having debriefed literally hundreds of these profiles, I’m the first to confess that a person knows themselves better than anyone else, so it isn’t so much that this will come as news to you, rather, you probably just haven’t thought about it, or had a conversation with a team member about your communication preferences.  I think one of the most interesting things I’ve experienced in working with people with the DISC behaviour and workplace motivators is when I can hear about a difficult communication between team members, and I point out why it was difficult and how it can be effective communication in the future.


If you’re curious about what the D, the I, the S, and the C stand for you have a glance at the TTI-SI e-book.

The content in all blogs is the point of view of the blog author and is based on their experiences.  Readers have the option to disagree, and/or, disregard any information in any blog.

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