One of the reasons for the spotty track record of work groups is that we’re generally naïve about them. Too often, we assume a group can automatically be a team.

But, in truth, making those choices is not as simple as it sounds. And whom you choose will very likely affect the outcome. The key is to analyze the objective before you recruit a group and then create a team that best matches the desired results.

One of the single biggest reasons that teams misfire is that personality differences are ignored. That can be the fault of the group’s creator, the team members themselves, or both. In either event, that’s where The DISC Platinum Rule comes in. As we’ve learned, all people are not created equal—at least, not so far as their behavior patterns are concerned.

Knowing and taking into account those differences is what can help make the best possible use of the strengths of each team member. Dominant Styles can do some things a whole lot better than an Influencing Style. A Conscientious Style might easily handle something that would drive a Steady Style nuts.

If you’re armed with The DISC Platinum Rule, you’ll be more likely to:

• Assign projects to those able to do them well,
• Sustain a cooperative climate in which each person can gain genuine respect, and
• Customize work groups to get the best results in the most efficient, satisfying manner