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Powerful Team Development Programme in Africa

Conflict or simply 'contribution opposites'?

We know that individual team members have different preferences regarding the contributions that they would most like to make to their team’s performance goals. Sometimes these different preferences clash because the contributions appear to be in direct conflict with each other. We call these ‘contribution opposites’.

Within the 5 Stages of the Achievement Model each preference has its contribution opposite. How these ‘opposites’ interact can have a major impact on team behaviour and performance.

There are 3 sets of potential opposites within any team or working group…

> Those who prefer to Control Quality versus those who prefer to Enable Action
> Those who prefer to Drive Onward versus those who prefer to Deliver Plans
> Those who prefer to Enable Action versus those who prefer to Plan Ahead

Team members whose preference is to Control Quality like to review performance, preferring facts to conjecture. They want detailed information and tend to avoid making general statements. In contrast team members whose preference is to Enable Action would rather put more effort into motivation, encouragement, and persuasion. They like to get involvement and support, generating the willingness in others to act. While this group work with hearts and minds, the former value data and information. Herein lies the contrast and potential clash.

Team members whose preference is to Drive Onward see ‘big picture’ opportunities and tend to reach conclusions instinctively. They often make decisions intuitively and tend not to make a detailed analysis of a situation. In contrast team members whose preference is to Deliver Plans are more realistic and are not unduly influenced by the ‘big picture’. They tend to live in the present and to recognise what needs attention now. While this group want to get on with implementation, the former prefer ideas and vision. Herein lies the contrast and potential clash.

Team members whose preference is to Enable Action make a contribution that includes motivating, encouraging, and persuading. In contrast team members whose preference is to Plan Ahead will apply clear and logical thinking towards setting specific and measurable targets and setting a course for achieving them. While this group prefer analysis and diagnosis, the former work with hearts and minds. Herein lies the contrast and potential clash.

The five contribution preferences in the Achievement Process have equal value and importance. Knowing which team members prefer to make what contribution is the key to team synergy and performance improvement. ‘Opposites’ working together are great for productivity… but you need to identify them.

The Achievement Profile identifies contribution opposites in your team. A team profile, understood and applied within the discipline of the Achievement Process, will make a significant impact on getting more things right, first time, more often.

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