Engineering connections
Measure
We evaluate how individuals navigate Change, demonstrate Personal Leadership, and Collaborate. Our findings reveal strengths across various contexts, identify potential pitfalls, address blind spots, and provide guidance on how to work more effectively with others.
We invite you and your team members to complete a brief 30-question survey to assess Change (Paths of Change by Will McWhinney), Personal Leadership (Paradoxical Leadership by Robert E. Quinn) and Collaboration (Based on the same contradictory value model as the other two).
All three models are context dependent, meaning they take into account the context when assessing an individual’s fit for a team, a role or organizational culture. They use concepts from psychology, sociology and anthropology and result in methods of working with ontological and narrative concepts to produce guidance and the qualities required to deal courageously with the paradoxes of change and resolution efforts.
Change
The results for Change reveal your unconscious preference for recognizing and dealing with change. Some people are adept at recognizing when change is happening and how. Others excel at providing new structure to cope with change. Still, others are adept at recognizing the value of change for those who have to deal with it. Finally some are excellent at providing a vision to guide people in dealing with change. Depending on where you land, we can help individuals to take on the role that best suits them given their context and other team members. We can even help them recognize pittfalls and blindspots and how to deal with those.
Personal Leadership
The model for Personal Leadership provides us with insight into how people deal with paradoxical demands. The kind of demands that challenge us every day, where choices have to be made between opposing forces. E.g. do I exercise control or do I let go? Both can’t be done at the same time. In this approach, leadership is more about having a certain mindset and less about authority. It’s about providing meaning and is postitively related to performance. Leadership choices ought to be based on making sense and providing meaning. It provides a path forward without having to micromanage. Depending on their preferences we can help people recognize contexts where they are most suited to take a leadership role and unconsciously make the right choices. Where they can trust their intuition to make the right choices. We can also help them recognize contexts where they should let others take that role and if those are not available distrust their intuition and rely on ratio alone. Really take the time to think things through.
Collaboration
The model for Collaboration relies on people’s proclivity to deal with their context from their own point of view or whether they tend to look from the outside in. For instance do they prefer to ‘Just do it’ or first consider how society will benefit? Do they deal with challenges individually, or do they prefer to work with others when dealing with challenges. The outcome tells us which persons will work for an ideal they share, or for people they like. Whether they will correct people based on their behavior or just correct them for not following the rules. Will they judge the outcome of a process based on group or individual identity, or on what it will mean for society as a whole?
Match
At Tailentia we blend our insights from the Collaboration Scorecard with a candidate’s skills and competencies. This allows us to match candidates with the role and team, and how to best use an individual in a given team and provide a path for gowth of both the individual and the team. We believe that it is even possible to combine the results with what you want your culture to be. Either forging a path towards that culture or find the right people that match your already existing culture.
Our matching algorithm is in part based on existing algorythms to match skills and competencies, in part on Artificial Intelligence to match on more unconscious variables and finalized by human intuition to complete the picture. We equip recruiters with a candidate’s potential and long-term success rate. For management, our insights serve as a compass, facilitating a candidate’s work style and a clear path for growth.
Increase Performance
Based on what we measure we look at existing teams fit for purpose, create new teams and recruit the ideal candidates to complete these teams. We hold team workshops designed to elevate awareness within each team member – revealing their preferred work styles, coping mechanisms, and motivational drivers. Tailoring strategies to each team’s unique context, we amplify individual and collective performance. Through real-life cases, we pinpoint areas for improvement, culminating in a dedicated retrospective day for shared learning. Our commitment extends to continual growth, as we too learn from each valuable experience.
Answer the following questions
With the results of the measurements combined with our and your experience, we help your team answer the following questions:
- How do we as individuals and as a team recognize change?
- How do we deal with the resulting conflict/opportunities and come up with solutions?
- How do we optimize teamwork for optimal performance?
- What tools can we use for problem solving, formation of cultures and finding new solutions and ways to work?
- Are we ideally suited to solve the problems we need to solve?
- Who do we need to complete our team and provide the best fit for the context we are in and the goals we set oursleves