IBC 2004

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Self-Paced Tutorial for the Team Dimensions
Profile 2.0 Team Dimensions Overviewwww.OnlineDis
c.comPowered by EPIC
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Agenda

• What is the Team Dimensions Profile 2.0?

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the instructions below.

• Basic Insights

• The Team Dimensions Profile 2.0 Model

• The Team Dimensions Profile 2.0 Response Form

• The Team Dimensions Profile 2.0 Individual Report

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Team Dimensions Profile 2.0

• Helps individuals learn to work from their
  strengths

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Team Dimensions Profile 2.0

• Helps individuals learn to work from their
  strengths

• Identifies most natural team role

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Team Dimensions Profile 2.0

• Helps individuals learn to work from their
  strengths

• Identifies most natural team role

• Shows how to appreciate the contributions of
  others

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Team Dimensions Profile 2.0

• Helps individuals learn to work from their
  strengths

• Identifies most natural team role

• Shows how to appreciate the contributions of
  others

• Increases team innovation and productivity

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Team Dimensions Profile 2.0

• Helps individuals learn to work from their
  strengths

• Identifies most natural team role

• Shows how to appreciate the contributions of
  others

• Increases team innovation and productivity

• Decreases conflict and project-cycle time

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Team Dimensions Profile 2.0

• Helps individuals learn to work from their
  strengths

• Identifies most natural team role

• Shows how to appreciate the contributions of
  others

• Increases team innovation and productivity

• Decreases conflict and project-cycle time

• Helps individuals understand how to work
  effectively with others

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Basic Insights

• Personal Insight into Work Preferences

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Basic Insights

• Personal Insight into Work Preferences

• Understanding of Diversity in Work Roles

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Basic Insights

• Personal Insight into Work Preferences

• Understanding of Diversity in Work Roles

• Valuing All Work Roles

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Basic Insights

• Personal Insight into Work Preferences

• Understanding of Diversity in Work Roles

• Valuing All Work Roles

• Knowledge about Project Development

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Basic Insights

• Personal Insight into Work Preferences

• Understanding of Diversity in Work Roles

• Valuing All Work Roles

• Knowledge about Project Development

• Ability to Create Balance in Work Tasks

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Team Dimensions 2.0 Model
The Team Dimensions Profile 2.0 Model
The Team Dimensions Profile 2.0 Model is a two
dimensional model that measures how people focus
their attention.

• One dimension measures a persons focus on
  Possibilities or Realities.

• The other dimension measures a persons focus on
  Analysis or Interaction.

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Team Dimensions 2.0 Model
Focus on Possibilities
POSSIBILITIES vs REALITIES
POSSIBILITIES

• Appreciate imaginative or abstract activities
• Enjoy discussing concepts and exploring
  alternatives
• Adept a visualizing the master plan and creating
  an innovative plan

Focus on Realities
REALITIES

• Prefer practical, systematic activities
• Enjoy tackling structured projects and getting
  concrete results
• Adept a performing detail-oriented work

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Team Dimensions 2.0 Model
ANALYSIS vs INTERACTION
ANALYSIS
Focus on Interaction
Focus on Analysis

• Has a logical and questioning viewpoint
• Strives for objectivity
• Skeptical of new ideas

INTERACTION

• Concerned with feelings and relationships
• Pays close attention to personal communication
• Receptive to new ideas

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Team Roles
TEAM ROLES

• The key roles identified by the Team Dimensions
  Profile 2.0.

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• The
• Creator
• Role

Focus on Possibilities
Creator
Focus on Interaction
Focus on Analysis
Refiner
Advancer
Executor
Focus on Realities
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Creator Role Basic Descriptors

• Creator Basic Descriptors

• Imaginative
• Abstract-thinking
• Unstructured
• Artistic
• Unconventional

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Creator Role Talents
Creator Talents

• Generates multiple new ideas
• Envisions the big picture
• Finds groundbreaking or unique solutions
• Works comfortably with a loose structure

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Creator Role Needs Partners Who
Creator Needs Partners Who

• Provide structure
• Are practical
• Attend to details
• Are results-oriented
• Follow through

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Creator Role Motivations Priorities
Creator Motivations Priorities

• Exploration
• Creativity
• Originality

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• The
• Advancer
• Role

Focus on Possibilities
Creator
Focus on Interaction
Focus on Analysis
Refiner
Advancer
Executor
Focus on Realities
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Advancer Role Basic Descriptors

• Advancer Basic Descriptors

• People-Focused
• Extroverted
• Talkative
• Outgoing
• Expressive

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Advancer Role Talents
Advancer Talents

• Moves an idea or plan forward
• Gets people excited about new solutions
• Communicates information
• Enjoys selling or promoting an idea

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Advancer Role Needs Partners Who
Advancer Needs Partners Who

• Provide objective skepticism
• Enjoy lengthy and complex analyses
• Are methodical

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Advancer Role Motivations Priorities
Advancer Motivations Priorities

• Expression
• Connectedness
• Interaction

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• The
• Refiner
• Role

Focus on Possibilities
Creator
Focus on Interaction
Focus on Analysis
Refiner
Advancer
Executor
Focus on Realities
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Refiner Role Basic Descriptors

• Refiner Basic Descriptors

• Analytical
• Objective
• Logical
• Skeptical
• Reflective

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Refiner Role Talents
Refiner Talents

• Tests theories and ideas for merit
• Develops systems to move projects forward
• Catches errors that others have missed
• Foresees surprises or complications

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Refiner Role Needs Partners Who
Refiner Needs Partners Who

• Generate enthusiasm
• Like networking
• Encourage communication
• Enjoy selling an idea

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Refiner Role Motivations Priorities
Refiner Motivations Priorities

• Accuracy
• Competency
• Understanding

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• The
• Executor
• Role

Focus on Possibilities
Creator
Focus on Interaction
Focus on Analysis
Refiner
Advancer
Executor
Focus on Realities
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Executor Role Basic Descriptors
Executor Basic Descriptors

• Realistic
• Detail-oriented
• Structured
• Organized
• Traditional

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Executor Role Talents
Executor Talents

• Pays attention to specifics and details
• Assures quality of final product
• Performs extensive follow-through
• Maintains order and organization

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Executor Role Needs Partners Who
Executor Needs Partners Who

• Take risks
• Are imaginative
• Focus on the big picture
• Think conceptually

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Executor Role Motivations Priorities
Refiner Motivations Priorities

• Accomplishment
• Completion
• Order

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• The
• Flexer
• Role

Focus on Possibilities
Creator
Focus on Interaction
Focus on Analysis
Advancer
Flexer
Refiner
Executor
Focus on Realities
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Flexer Basic Descriptors

• Flexer Basic Descriptors

• Flexible and adaptable
• Views ideas from many different perspectives
• Bridges abstract ideas with practical needs
• Appreciates many different solutions to a problem

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The Z-Process
WHAT IS THE Z-PROCESS?

• The Z-process describes the stages through which
  projects or ideas often progress in an
  organization
• Stage 1 Creating
• Stage 2 Advancing
• Stage 3 Refining
• Stage 4 Executing
• Each individual has areas within this Z-process
  that are more natural for him or her than others
• The goal is to identify these natural strengths
  and help co-workers develop a dialogue around
  them

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The Creating Stage
The primary goal of the Creating Stage is to
generate as many new ideas as possible. This
means seeing things from a new angle and perhaps
breaking some traditional rules. Although the
team will need to evaluate the merit of new ideas
toward the end of this stage, the Creating Stage
should start with an open brainstorming in which
no ideas are rejected as unrealistic or
impossible.
Possibilities
Creating
Analysis
Interaction
Realities
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The Advancing Stage
This is where the team moves the idea forward and
starts to give it some shape. They consider the
practical issues and begin to put together a
broad plan to turn this idea into reality.
Communication is also key in the Advancing
Stage as the team attends to the "human" part of
the project. Team members need to know what's
going on, what role they might play, and why it's
important, and they also need to maintain energy
and optimism around the idea.
Possibilities
Interaction
Analysis
Advancing
Realities
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The Refining Stage
During the Refining Stage, the team evaluates the
idea to see what's realistic. Team members
examine project ideas for holes or flaws. They
scrutinize and analyze plans to determine if they
will work in the real world. In addition,
during this stage the team puts together a more
specific plan for implementation. Among other
things, this plan considers what could go wrong,
what could be more efficient, and how
communication will flow.
Possibilities
Analysis
Interaction
Refining
Realities
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The Executing Stage
This is when the team sets its plan into full
swing. This stage requires considerable
dedication, organization, and scheduling. Team
members need to have the patience to follow
through on routine or repetitive tasks. For
Executors, this is often the most fulfilling
stage as it allows them to see a finished
product. Other people, like many Creators, may be
easily bored if routine tasks are involved.
Possibilities
Analysis
Interaction
Executing
Realities
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Team Dimensions Profile 2.0

• Response form
• At the beginning of the whole process,
  participants connect to an online response site
  and respond to 96 adjectives like creative,
  structured, and analytical. Using a five point
  scale, participants are asked to rate how often
  each of these words describes them. This usually
  takes 10 to 15 minutes.

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Individual Report
The Team Dimensions Profile 2.0 Individual Report.
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Section I Introduction
Section I Introduction to the Team Roles
Introduction
Introduction

• In the Introduction, the Team Dimension Profile
  2.0 provides a broad look at the goals of this
  profile.

The goals include
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Section I Introduction
Section I Introduction to the Team Roles
Summary of the Team Roles
Summary of the Team Roles

• This page includes

A brief overview of team role
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Section I Introduction
Section I Introduction to the Team Roles
Summary of the Team Roles
Summary of the Team Roles

• This page includes

A brief overview of team role
Identifies the respondents preferred role
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Section I Introduction
Section I Introduction to the Team Roles
Understanding Your Team Role
Understanding Your Team Role

• This page describes the Team 2.0 Model and
  explains the relationship among the different
  team roles and why the respondent prefers their
  role.

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Section II Your Team Role
Section II Your Team Role Overview of Your
Role
Overview of Your Team Role

• The respondents team role is summarized on this
  page.

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Section II Your Team Role
Section II Your Team Role Your Strengths and
Challenges
Your Strengths and Challenges
Page 7 describes your likely strengths and
talents based on your preferred team role.
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Section II Your Team Role
Section II Your Team Role Your Strengths and
Challenges
Your Strengths and Challenges
Page 7 describes your likely strengths and
talents based on your preferred team role.
Page 8 explores some potential limitations
associated with your team role.
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Section II Your Team Role
Section II Your Team Role Working with Others
Working with Others
Pages 9 through 10 helps the respondent
understand the relationship they have with each
of the four team roles.
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Section II Your Team Role
Section II Your Team Role Your Flexibility
Flexibility

• The Team Dimensions Profile 2.0 determines how
  invested a person is in their role based on their
  responses to the assessment.

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Section II Your Team Role
Section II Your Team Role Your Flexibility
Flexibility

• The Team Dimensions Profile 2.0 determines how
  invested a person is in their role based on their
  responses to the assessment.

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Section II Your Team Role
Section II Your Team Role Your Flexibility
Flexibility

• The Team Dimensions Profile 2.0 determines how
  invested a person is in their role based on their
  responses to the assessment.

The dot on the graphic represents how much a
person prefers a particular role.
The farther away the dot is from the center of
the circle, the stronger the preference.
In this example, the respondents preference for
the Creator role is VERY STRONG.
The shaded areas in the graphic represent those
roles that are in the respondents comfort zone.
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Section II Your Team Role
Section II Your Team Role Your Flexibility
Flexibility

• The Team Dimensions Profile 2.0 determines how
  invested a person is in their role based on their
  responses to the assessment.

The dot on the graphic represents how much a
person prefers a particular role.
The farther away the dot is from the center of
the circle, the stronger the preference.
In this example, the respondents preference for
the Creator role is VERY STRONG.
The shaded areas in the graphic represent those
roles that are in the respondents comfort zone.
The areas of the graphic that are not shaded are
those roles that will probably come less
naturally to the respondent.
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Section II Your Team Role
Section II Your Team Role Stress at Work
Stress at Work

• This section explores which activities and tasks
  might be stressful for the respondent.

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Section II Your Team Role
Section II Your Team Role Stress at Work
Stress at Work

• This section explores which activities and tasks
  might be stressful for the respondent.

The shaded areas are activities that are natural
and comfortable for the respondent.
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Section II Your Team Role
Section II Your Team Role Stress at Work
Stress at Work

• This section explores which activities and tasks
  might be stressful for the respondent.

The shaded areas are activities that are natural
and comfortable for the respondent.
The unshaded areas are activities that may be
less natural for the respondent. The respondent
may be good at these activities, but may find
they are draining if done for extended time
periods.
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Section III The Z-Process
Section III The Z-Process Introduction to the
Z Process
Introduction to the Z Process

• The Z-process is explained on page 13 of the
  report.

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Section III The Z-Process
Section III The Z-Process The Stages of the
Z Process
The Stages of the Z Process

• Suggestions for getting the most out of each
  stage in the Z Process are provided on pages 14
  through 17.

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Section IV Application Reference
Section IV Application Reference
Communication
Understanding Your Team Role

• The report explores the differences in
  communication styles and priorities by team role.
  The respondents role is highlighted.

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Section IV Application Reference
Section IV Application Reference Meetings
Meetings

• The report explores how the different roles
  approach meetings. The respondents role is
  highlighted.

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Section IV Application Reference
Section IV Application Reference Time
Management
Time Management

• The report explores how the different roles
  prefer to manage their time. The respondents
  role is highlighted.

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Section IV Application Reference
Section IV Application Reference Comparison
of the Team Roles
Comparison of the Team Roles
The Comparison of Team Roles page provides a
summary of the Creator, Advancer, Refiner, and
Executor roles. The summary includes