I imagine in whatever publication lists the most used sayings of 2020, ‘flatten the curve’ will be right up there! So hey, why not contribute to its popularity here! This post is not about flattening the covid-19 curve by doing more virtual learning and development however. While virtual L&D might certainly contribute to flattening the covid-19 curve, it certainly does … Read More
Who Gets Accredited?!? Part 2
Our last post began what will be a series reviewing the group of people who we accredited in 2019 in the Team Management Profile. The post looked at some of the high level differences between the 2019 accredited group and the worldwide TMP data from a preference perspective. The graphic below illustrates some of those high level differences: This post … Read More
Who Gets Accredited?!? A look at our 2019 group.
We are going write a series of blog posts looking at the group of people that were accredited to use the Team Management Profile (TMP) in 2019. Not at an individual level but looking through the lens of preference and doing some comparisons to other demographics in the TMP research. We accredited enough people in 2019 to look at the … Read More
TMS Case Study: Let’s Talk Science
A case study from Let’s Talk Science! The Team Management Profile (TMP) is ingrained in the way not-for-profit organization Let’s Talk Science manages its staff & its network of nearly 4,000 volunteers. A special thanks to Isabel Deslauriers, TMS Network Member since 2012, for sharing her TMP initiative. Read the full case study here
TMS Case Study: ExxonMobil
Recently, as part of one program, ExxonMobil incorporated a strong curriculum on leadership development – including the Margerison-McCann Team Management Profile. Thanks to Steve Hanson & Felisha McCullum for sharing their story. Read the case study here
TMS RESEARCH – PERSPECTIVES: Who Sees More Opportunities? Part 2
In the last post we looked at the TMS Research focused on the QO2 Profile, specifically at organizational level and who sees things more as opportunities or obstacles. The graphics below illustrates that higher in the organizational hierarchy risk and change are seen more as opportunities than lower in the hierarchy. The question was asked why this might be so? … Read More
TMS RESEARCH – PERSPECTIVES: Who Sees More Opportunities?
For this post we’re looking at the TMS research from the QO2 Profile (Quotient of Opportunities and Obstacles). This profile looks at our orientation to risk and change in organizations and do we see these things more as opportunities or obstacles. I really like this profile since the sub-scales can create some very rich conversation and considerations for moving forward … Read More
TMS RESEARCH – PERSPECTIVES: What’s Up With Motivation?!? Part 2
In the last post we looked at the satisfaction and importance ratings for the Linking Skill, Motivation. As can be seen by the tables below from the TMS research material on the Linking Skills Profile the skill of Motivation ranks in the middle of importance and the lowest in satisfaction for the worldwide sample. The question was posed why might … Read More
Which Work Functions are the Biggest Struggle – Part 2
The last post identified 3 of the work functions from the Margerison McCann Types of Work Model that tend to be challenging for teams in organizations to play: Maintaining Advising Developing When we add work preferences into the picture from the Team Management Profile (TMP) there are additional perspectives that may be at play here. The work preferences identified in the … Read More
Which Work Functions are the Biggest Struggle?
The Types of Work Model has been around for over 30 years. Developed by Charles Margerison and Dick McCann as part of their research into high performing teams it the foundational model for the Team Management Profile. It lists 8 work functions and the skills of Linking that are critical to high performance. The original research found that balance and … Read More