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Leadership and the Team Surrounding You

How do you know if you have the right team?  What are the strengths and weaknesses of each team member?  How do your team members think?  

These are some of the things you must evaluate as you build your team or evaluate the team you inherit.  

Of course, it is easier to build a team because you can help them grow into their position and add team members to balance the leadership group. When you are building a business, you have the opportunity to evaluate your team members as they grow and change but also evaluate yourself as you grow and change.  Leaders often forget that they grow and change and forget to evaluate themselves.

Being hired as a CEO brings its own challenges to team development. You are inheriting a team with its own strengths and weaknesses.  You do not know if the team was built around the strengths, weaknesses and thinking process of the former CEO (it makes a big difference if the CEO was successful or not).  It will be critical to evaluate the team to determine balance and their thinking process to be successful with this team.  This does not mean you need to replace the team and lose their institutional knowledge.  It means you must understand the way they think.

I use the Mindscan™ Assessment.  The reasons are:

  • It provides insights into the thought processes of the current team.

  • It lets me know how they approach their job.
  • It is a more dynamic measuring tool than other personality tools (which means that you can see how people’s thinking changes).

    Based on the work of the Nobel-nominated pioneer in axiology Robert Hartman, the ProAdvisorCoach MindScan™ Assessment evaluates the 3 dimensions of thinking as...

    • Relater (Who Am I / My Being)
    • Thinker (The Way It Should Be)
    • Doer (What I’m Doing Now)

    But more than that, the MindScan does this from two different points-of-view...

    • The "External" POV considers how the individual relates to the world outside themselves.
    • The "Internal" POV considers how the individual relates to themselves. (It is a widely held contention, especially in coaching circles, that 80% of the population values the external world more than the internal world.)
    From the two points-of-view, the MindScan™ Assessment evaluates people in these 3 dimensions of thinking like this... 

    External World Thinking

    • EMPATHY (Relater/External): The ability and desire to use your intuitive feelings and pay attention to another person's unique perspectives, feelings, and motivations.
    • PRACTICAL THINKING (Thinker/External): The ability and desire to know things, what makes things better and relative, comparative, and have social value.
    • STRUCTURED THINKING (Doer/External): The ability and desire to be aware of systems, order, right and wrong, and theoretical ways of defining things and people.
    Internal World Thinking
    • SELF EMPATHY (Relater/Internal): The ability and desire to know your own unique value, personality, and your inner self. This includes your imagination and feelings.
    • ROLE AWARENESS (Thinker/Internal): The ability and desire to pay attention to your accomplishments, to how you compare with others, and to the relative good you bring to the world. A person with a high score for Role Awareness is generally unhappy and looking for another job.

    • SELF DIRECTION (Doer/Internal): The ability and desire to live out goals, principles, and values. This is your idea on how you should bend the rules by which you govern yourself.

    Within each of the thinking processes, you also get additional information around "Bias" and "Clarity."  

    • Bias expresses how important each dimension is to the individual, whether they realize it or not.
    • Clarity identifies how well the individual actually understands their own thinking process. 

    For example, if a person has a high Bias (strong score) on the Empathy scale, they have the ability to understand others and it is important to them, but if they have lower Clarity score around that same dimension, they may not fully be aware how their beliefs are influencing their behaviors.

    With this kind of understanding about an individual (articulated in their MindScan™ Report), I have a complete behavioral and belief profile for the individual, and I can better understand how they go about their job, how they feel about themselves as a person, and how they relate to the people around them.

    That is powerful information to have in creating an Action Plan for CEOs, managers, entrepreneurs, and pretty much anyone who works with a group of people, small or large.

    Would you like to have this information to improve you or your team’s performance? Then I recommend taking the MindScan™ Assessment. The Assessment and the session to review the Report are completely free, with no obligation. Just follow the link below.

    Get a Free MindScan™ Assessment, Report, and Coaching Session ($500 Value)!

    Get access to the actionable insights that the MindScan™ assessment delivers and receive a complimentary coaching session to review the results (a $500 value)!

    Take the MindScan™ Free >>

    Dive a Little Deeper into the MindScan™ Assessment!

    We invite you to dive a little deeper into the power of the MindScan™ Assessment by reading the following recent posts:

    About Coach David Phife

    David Phife is a serial entrepreneur who has launched multiple businesses that operated throughout the US and around the world.

    He has excelled as an advisor to leadership teams, guiding small businesses to think strategically and pivot based on market changes as well as helping larger businesses become innovative and nimble. He assists executives to be better leaders by understanding and taking advantage of their strengths while managing weaknesses.

    He utilizes his years of experience to assist smaller firms and executives to make the change to a larger, more structured organization while maintaining a nimble business model. David can advise on how to consistently calibrate and realign businesses, accelerate innovation while exiting nonstrategic ventures, and provide stabilizing leadership during challenging periods.

    ‍Great coaches, whether in sports or business, are the most successful because they can identify the talent of their personnel and maximize their skillset to build a winning team. An executive must add to the company’s current abilities and increase the company’s capabilities. Talent alone is not a measure of fit.

















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