Don't Let Team-Profiling Workshop Fade: Keep Your Profile Insights Alive

Introduction

After the energy and excitement of a team-building workshop, the real work begins. As a facilitator, one of my key roles is to sit down with leaders and review the observations and trends revealed by the team's profiling data. This post-workshop debrief is a critical step in turning a one-time event into a lasting strategic advantage.

One of the most common questions I get asked is, "How do we make this stick?" It's a valid concern. Without a plan, the valuable insights from a profiling session can quickly fade away, leaving the team to fall back into old habits.

That's why I’ve written this blog. It's a guide for leaders and teams who are committed to leveraging their profiling data long after the workshop ends. Here, you'll find practical options and actionable strategies to ensure what was learned becomes an integrated part of your team's culture and daily operations. Let’s explore how to get more mileage from your investment and build a truly high-performing team.

By Leaders

1. Incorporate into 1-on-1s and meetings: During weekly or monthly one-on-one check-ins, leaders can reference the profiling results to discuss how an individual's behavioral style influences their work. For instance, they can ask, "How can we leverage your (insert profile attribute) to improve your workflow?" In team meetings, leaders can also use the profiles to strategically assign tasks or roles based on each person's strengths.

2. Use for conflict resolution: When a conflict arises, a leader can use the profiling as a neutral framework to help the parties understand the different communication and work styles at play. This moves the conversation from "I'm right, you're wrong" to "Here's how our different profiles are clashing, and here's a way we can bridge the gap."

3. Lead by example: Leaders should openly share their own profile and how they're using the insights to improve. This creates a culture of vulnerability and continuous learning. For example, a leader might say, "My profile shows I tend to be direct, so I'm working on being more mindful of my tone. Please give me feedback if I'm not succeeding."

By Individuals

1. Self-reflection and personal growth: Individuals should regularly reflect on their own profiles. They can ask themselves, "In this situation, am I reacting in a way that aligns with my profile's typical behaviors? Is that the most effective way to respond?" This helps them become more self-aware and adjust their behavior when needed.

2. Understanding and adapting to others: Individuals should make an effort to understand the profiles of their colleagues. Before a meeting or collaboration, they can quickly review the relevant profiles and adjust their communication style. For instance, when communicating with a team member who prefers concise, data-driven information, they can prepare their points accordingly.

3. Setting personal goals: Individuals can set specific goals based on their profiles. For example, a person with a profile that shows a preference for independent work might set a goal to actively seek out more collaborative projects to develop their teamwork skills.

By the Team as a Group

1. Create a "team profile cheat sheet": The team can create a simple, accessible document or visual chart that summarizes everyone's key profile attributes and preferences. This acts as a quick reference guide for all team members.

2. Incorporate into new member onboarding: When a new person joins the team, share the team's composite profile and each member's individual profile with them. This helps the new team member quickly understand the team's dynamics and how they can best integrate.

3. Use as a regular agenda item: The team can dedicate a short amount of time in a monthly meeting to discuss how they've used the profiling insights since the last meeting. This keeps the profiling top-of-mind and encourages continuous application. For instance, they might discuss, "What's a recent situation where we successfully leveraged our profiles to solve a problem?"

In Summary

Sustaining the value of a behavioral profiling workshop requires a commitment to continuous application. By treating the profiling not as a one-time event, but as an ongoing tool, leaders can foster better communication, individuals can enhance their self-awareness, and the team as a whole can build a stronger, more cohesive culture. The suggestions provided—from tailoring feedback to creating a "team cheat sheet"—are designed to embed these insights into your daily workflow. Ultimately, the true power of a team profile lies in its consistent use, transforming a simple report into a dynamic guide for achieving lasting success.