Different assessments on Cloverleaf measure different things. In this webinar we will touch on a few assessments and how and when you can use them in specific team scenarios.
Understanding the 16 Types Assessment
Leveraging the DISC Assessment
Insights from the Enneagram Assessment
Utilizing VIA Strengths & CliftonStrengths Assessment
Unlocking Potential with I.D.™ Assessment
Understanding the 16 Types Assessment
Focus on Personal Preferences: The 16 Types assessment helps identify a person’s nature based on preferences, not traits, ability, or character. It answers:
Interaction with the World: Introversion (I) vs. Extraversion (E)
Information Processing: Sensing (S) vs. Intuition (N)
Decision Making: Thinking (T) vs. Feeling (F)
Structure Requirement: Judging (J) vs. Perceiving (P)
Team Dynamics: Knowing one's 16 Types results can suggest what tasks they might excel at but doesn't inherently show how to work effectively alongside others. Self-awareness and team awareness foster adaptability in challenging situations.
16Types Application for Teams
Conflict Resolution
Scenario: A team is experiencing interpersonal conflicts due to differing work styles.
Application: Use 16 Types to understand the root causes of these conflicts. An ISTJ might prefer a structured approach, while an ENFP might thrive in a more flexible environment. Understanding these preferences can help mediate conflicts and find common ground.
Team Building
Scenario: A newly formed team needs to build rapport and understand each other’s working styles.
Application: Conduct a 16 Types assessment and share the results on the Cloverleaf Dashboard. Facilitate discussions around each member’s type, focusing on strengths and potential challenges in collaboration. This fosters mutual understanding and respect.
Leveraging the DISC Assessment
Behavior and Interpersonal Interaction: DISC assessment categorizes behavior into:
Dominance (D): Focus on results, motivated by competition, confident.
Influence (I): Open, values relationships, persuasive.
Steadiness (S): Dependable, values cooperation and sincerity.
Conscientiousness (C): Focus on competency, accuracy, quality.
Team Interaction: Understanding DISC types helps individuals know how to approach problems as a team, enabling productive conversations and leveraging diverse strengths.
DISC application for Teams
Sales and Customer Service
Scenario: Improving interactions with clients and customers.
Application: Use DISC to train team members in adapting their styles to different customer types. For example, a Conscientiousness (C) type may need to be more personable with Influence (I) customers, while a Dominance (D) type should focus on delivering results to like-minded clients.
Consider doing “mock” sales presentations where C’s have to sell to I’s and vice versa and D’s have to sell to S’s and vice versa. Have the type being presented to give feedback on what worked/didn’t work.
Performance Reviews
Scenario: Conducting effective performance reviews and providing feedback.
Application: Use DISC to tailor feedback to each team member’s style. A Steadiness (S) type might appreciate a supportive and detailed review, while a Dominance (D) type prefers concise and direct feedback. Those strong in Influence (I) may appreciate rapport building to start a conversation whereas a person high in Conscientiousness (C) may appreciate an agenda of items to be discussed upfront. This personalized approach can enhance the impact of performance reviews.
Insights from the Enneagram Assessment
Primary Motivators: The Enneagram identifies primary motivators through:
Head, Heart, and Gut: Core values shape worldview and behaviors.
Optimizing Collaboration: Knowledge of these motivators aids in customizing communication and approaches for better team collaboration.
Enneagram Application for Teams
Change Management
Scenario: The team is undergoing significant changes and needs to adapt.
Application: Use Enneagram to support team members through change. A Type 6 (Loyalist) may need extra reassurance and information, while a Type 3 (Achiever) might focus on the opportunities the change presents. Tailoring support based on Enneagram types can facilitate smoother transitions. HINT: Go to a person’s Enneagram profile and read about their type/behaviors during GROWTH (i.e. their Enneagram GROWTH type)
Invite each person on the team to review their Enneagram GROWTH type from their individual profile and come to a team meeting sharing 3 best practices they could use to support themselves during growth or change. What support could help them during change or growth?
Managing Stress and Burnout
Scenario: Team members are experiencing high levels of stress and burnout.
Application: Use Enneagram to identify stress triggers and coping mechanisms for each type. A Type 1 (Reformer) may experience stress from unmet expectations and need to practice self-compassion, while a Type 9 (Peacemaker) might need help asserting themselves to avoid burnout. Understanding these triggers allows for targeted support.HINT: Go to a person’s Enneagram profile and read about their type/behaviors during STRESS (i.e. their Enneagram STRESS type). What support could help them during stress?
Invite each person on the team to review their Enneagram Stress type from their individual profile and come to a team meeting sharing 3 best practices they could use to mitigate stress to avoid burnout. Staying in your Enneagram STRESS behaviors can lead to burnout!
Utilizing VIA Strengths & CliftonStrengths Assessment
Identifying Strengths: Both Strengths assessments help identify key strengths at both individual and team levels.
Leveraging Strengths: This knowledge aids in developing dormant strengths and using key strengths for appropriate projects, especially during growth or new challenges.
VIA and Clifton Strengths Application for teams
Scenario: The team’s morale is low, affecting productivity and engagement.
Application: Use strengths assessments to recognize and celebrate each team member's strengths. For example, recognizing a team member with "Positivity" can help boost overall team morale, while someone with "Includer" can ensure everyone feels valued and part of the team. Celebrating strengths fosters a positive and motivated team environment.
Variation: The leader can start this and then invite team members to recognize each other for one of their strengths in action
Role Assignment
Scenario: The team needs to assign roles for an upcoming project or initiative.
Application: Use strengths insights to assign roles that align with each member's strengths. For example, a team member with "Developer" can mentor and support others, while someone with "Focus" can drive the team towards the end goal. Proper role assignment ensures that tasks are completed efficiently and effectively.
Unlocking Potential with I.D.™ Assessment
Innate Drives and Motivations: I.D.™ reveals why individuals behave the way they do and what they need to be at their best.
Team Performance: Identifies strengths and gaps, enabling strategies to leverage drives for optimal team performance.
I.D. Application for Teams
Project Management and Task Assignment
Scenario: The team needs to manage a complex project with multiple tasks.
Application: Use I.D.™ to assign tasks based on team members' instinctive drives. For example, a team member with a strong drive for "Verifier" can handle quality control, ensuring accuracy and attention to detail, while someone with an "Improvise" drive can focus on generating innovative ideas and solutions.