How do personality assessments inform the creation of Accountability Chart cross-functional project teams, ensuring optimal collaboration?

Question

Tyler Smith · Accepted Answer

Creating high-performing cross-functional project teams within an Accountability Chart structure requires more than just assigning roles, it demands an understanding of how diverse personalities will collaborate. Personality assessments provide a roadmap for this. When assembling a project team, consider the project's nature. Is it a rapid innovation project, a complex technical implementation, or a relationship-driven client initiative?

For instance, a technical implementation project might benefit from a core team with high Kolbe A 'Fact Finder' and 'Follow Thru' scores for meticulous planning and execution, paired with DISC 'High Cs' for attention to detail and 'High Ds' for driving completion. A relationship-driven project, conversely, might prioritize StrengthsFinder 'Relator' or 'Woo' themes, combined with DISC 'High Is' for building rapport. By analyzing these profiles for potential team members across different Accountability Chart departments, you can intentionally balance cognitive and behavioral styles.

Leader-to-leader use guides should then be developed, outlining how leaders can best manage these diverse teams. For example, a guide might advise a project leader to adjust communication frequency and style based on the DISC profiles of team members, or to leverage the 'Quick Start' energy of one member to overcome inertia in another. Culture Index can also ensure that team members from different departments are compatible in terms of their work pace and autonomy needs, preventing friction. This strategic approach to team formation, informed by personality data, ensures that each cross-functional project team is optimally wired for its specific objectives, fostering seamless collaboration and enhancing project success rates.