Assignment Grading Guide Week

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Assume you are the manager of your learning team and need to develop a plan that will address the characteristics of your group and yourself as the leader. This plan can be used to determine the needs of the learning team and is a tool for members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. Use each Learning Team member’s DiSC assessment results completed in Week One.

Develop a combined DiSC chart of your Learning Team members for use in developing this paper. Based on the individual assessments, what are the characteristics of your team?

Create a professional development plan to address the characteristics of the Learning Team members both individually and as a group and your ability to lead them. Evaluate the individuals, including yourself, and the group based on the DiSC assessment.

Paper For Above instruction

Developing an effective leadership and team development plan based on DiSC assessment results requires a comprehensive understanding of individual members’ characteristics and the group dynamic. This paper presents a structured approach to creating such a plan by integrating DiSC profiles, assessing team characteristics, and formulating targeted professional development strategies.

Introduction

Understanding team dynamics is crucial for effective leadership. The DiSC assessment offers valuable insights into individual behavioral styles, enabling leaders to tailor their approaches to foster collaboration, improve communication, and enhance performance. This paper outlines the process of developing a combined DiSC chart for a learning team, analyzing team characteristics, and creating a professional development plan to address identified needs. The goal is to facilitate personal growth among team members and improve overall group effectiveness, positioning the leader to manage diverse behavioral styles effectively.

Section I: Developing a Combined DiSC Chart and Analyzing Team Characteristics

The first step involves consolidating individual DiSC assessment results into a comprehensive team profile. Each team member's DiSC style—Dominance, Influence, Steadiness, or Conscientiousness—provides insight into their behavioral tendencies, communication preferences, and motivators. For example, team members with a high Dominance score may be decisive and assertive but might overlook collaboration, while those with high Steadiness may be supportive and patient but resistant to change.

The combined DiSC chart reveals the distribution of styles within the team, highlighting areas of strength and potential challenges. A balanced team with representation across all four styles can capitalize on diverse perspectives; however, an imbalance may require targeted interventions. For instance, if the team is heavily influenced by Influence and Steadiness styles, the leader might need to develop strategies to motivate assertiveness or reduce hesitation during decision-making processes.

Analyzing these characteristics enables the leader to identify specific needs, such as communication enhancements, conflict resolution training, or skill development in areas like problem-solving, adaptability, or accountability. The team’s overall dynamics—such as dominance of certain styles or gaps—inform the tailoring of individual and group development strategies.

Section II: Creating a Professional Development Plan

The professional development plan addresses both individual growth and group cohesion. For individuals, targeted activities such as coaching, mentorship, or training sessions align with their DiSC profiles. For instance, a team member with high Conscientiousness may benefit from training in strategic planning or data analysis, while a high Influence individual may thrive with communication or leadership development workshops.

At the group level, strategies include fostering an environment that encourages open communication, mutual respect, and adaptability. Team-building exercises designed to enhance collaboration among different styles can improve trust and reduce misunderstandings. Additionally, implementing regular feedback sessions helps adjust interventions as needed and promotes continuous improvement.

As a leader, self-assessment based on the DiSC results is crucial. Recognizing one’s behavioral tendencies allows for conscious adaptation of leadership styles—whether more directive, participative, or supportive—to meet the needs of diverse team members. Overall, the plan aims to leverage individual strengths, address weaknesses, and cultivate a cohesive, high-performing team capable of achieving shared goals.

Section III: Evaluation of Individuals and Group

Evaluation involves assessing progress against initial DiSC profiles, tracking behavioral changes, and measuring improvements in team functioning. Regular review sessions facilitate reflection on the effectiveness of development activities and leadership strategies. Feedback from team members offers insights into perceived growth, areas for further improvement, and adjustments needed.

The leader’s continuous self-evaluation ensures adaptive leadership practices that respond to team dynamics. Monitoring key performance indicators—such as communication effectiveness, conflict resolution, and productivity—provides tangible evidence of development efforts. Over time, this evaluation fosters a culture of ongoing learning, accountability, and collaborative success.

Conclusion

Building a high-performing learning team requires deliberate planning based on behavioral insights such as DiSC assessments. By developing a comprehensive team profile, creating tailored professional development initiatives, and continuously evaluating progress, leaders can foster an environment of growth and collaboration. The integration of individual strengths and addressing areas for improvement enhances team cohesion and effectiveness, ultimately supporting the achievement of organizational and personal goals.

References

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