Example
IT Development Team
(For easier understanding this example has been extremely simplified.)
Starting situation
A young, female manager takes over a team of 12 from a colleague who has retired. Some of the team members behave in a negative manner towards her. The collaboration within the team leaves much to be desired.
Solution with the Structogram Training System
Goal is to improve collaboration and at the same time increase acceptance of the new manager.
To begin with, the team members learn to recognize their own strengths, weaknesses, and limits with the Structogram. They know which work methods are suitable for their own biostructure. They also recognize what kind of an effect they have on their colleagues and the positive or negative consequences for collaboration within the team that result from this.
With the team structure analysis the capabilities and inherent risks of the team structure become clear.
Visualization of the team’s biostructure in a Triogram
The team focused on its biostructure in the sector BLUE/RED. The manager on the other hand had a GREEN dominance with second component BLUE, while RED was the weakest component.
Strengths of the blue component are for example: Planning, preciseness, time management, future oriented.
Strengths of the red component are for example: Dynamic, decisiveness, competiveness, present oriented.
Strengths of the green component are for example: Imagination, empathy, group oriented, past oriented.
In this team they have only a slight effect.
Consequences:
The team meetings conducted so far under the leadership by the new manager were rather spontaneous due to the biostructure of the team leader. They were conducted in a loose and unstructured manner and often characterized by appeals for cooperation.
In the future, considering the biostructure of the team, the new manager will schedule meetings well in advance, be well prepared. Meetings will be structured and conducted in a goal and result oriented manner. In doing so the manager will approach the team members in a manner that suits her own biostructure and theirs.
This allows her to lead authentically and gain the trust of her colleagues. The collaboration of the team is optimized by taking the biostructure of the individual team members into consideration performance and results of the team are noticeably increased.
