Five Models for Understanding Team Dynamics

There are various ways to analyze and study group development. This resource starts by reviewing the Tuckman linear model of group development, which is rarely used to form groups. It then discusses additional models by which groups are evaluated. For example, the DISC model considers the attributes of the team members using descriptors. The GRIP model states that highly effective teams require interpersonal relationships and the ability to be flexible and deal with conflicts. The Thomas-Kilman Conflict Mode model uses a scale of assertiveness versus cooperativeness. Lastly, the Lencioni model emphasizes the importance of trust, commitment, and accountability. Consider your behavior and attributes and how they affect the teams and groups you are a member of.

DISC Model

DISC theory, developed in 1928 by Dr. William Moulton Marston (who also, as it happens, created the Wonder Woman comic series!), has evolved into a useful model for conflict management as it predicts behaviours based on four key personality traits he originally described as Dominance, Inducement, Submission, and Compliance. The names of these four traits have been variously revised by others over the decades, so you might find different terms used in different contexts. The four general traits are now often described as (1) Dominance, (2) Influence/Inspiring (3) Steadiness/Supportive, and (4) Compliance/Conscientiousness (see Figure 4.2.3).

Circle separated into 4 quadrants, each with one of the DISC profiles briefly described
Figure 4.2.3 DISC Profile

Industries often use DISC assessments in professional contexts. Having some insight into your teammates' personality traits can help when trying to resolve conflicts. General characteristics of each trait are as follows:

  • Dominance
    • Characteristics: direct, decisive, ego-driven, problem-solver, and risk-taker; likes new challenges and freedom from routine; driven to overcome obstacles
    • Strengths: great organizer and time manager; challenges the status quo; innovative
    • Weaknesses: can be argumentative, disrespectful of authority, and overly ambitious (taking on too much); can be blunt, stubborn, and aggressive
  • Inspiring/Influential
    • Characteristics: enthusiastic, persuasive, optimistic, trusting, impulsive, charismatic, and emotional
    • Strengths: creative problem solver; great cheer-leader, negotiator, and peace-maker; a real "people person"
    • Weaknesses: more concerned with popularity than tangible results; lacks attention to detail
  • Steady/Supportive
    • Characteristics: reliable, predictable, friendly, good listener, team player, empathetic, easy-going, and altruistic.
    • Strengths: dependable, loyal; respects authority; has patience and empathy; good at conflict resolution; willing to compromise.
    • Weaknesses: resistant to change; sensitive to criticism; difficulty prioritizing
  • Cautious/Conscientious/Compliant
    • Characteristics: has high standards; values precision and accuracy; analytical and systematic; even-tempered, realistic, and logical; methodical; respect for authority
    • Strengths: great information gatherer/researcher; able to define situations precisely and accurately; offers realistic perspective
    • Weaknesses: can get bogged down in details; needs clear boundaries, procedures, and methods; difficulty accepting criticism; may avoid conflict or just "give in". May be overly timid.