In Team fit, you are able to map potential new hires to current team members, to see how certain candidates would fit the team. This article will help you to interpret the mapping.
The Team Fit graph
The horizontal axis represents a person’s preference for reflection versus stimulation, which can also be interpreted as a preference for finishing versus initiating. The axis is based on the Openness facets Curiosity and Change orientation, and the Extraversion facets Assertiveness and Energy Level. The vertical axis shows the extent to which a person is result oriented versus relationship oriented. This is based on the Conscientiousness facets of Goal orientation and Carefulness, and the Agreeableness facets of Compassion and Politeness.
Interpreting the graph - some guidelines
Based on the above, results in the graph can be interpreted according to the following rules of thumb. Note, however, that there will always be exceptions and that these guidelines are based on general patterns. Do not take them as absolute truths, but rather as indications of potential strengths and challenges.
Where is the team on the vertical axis? Generally, a certain mix is positive, but some patterns may represent warning signs. A team that is only plotted in the lower half of the graph may have difficulty delivering on targets, due to a lack of task focus. A team with a very large spread in the vertical axis may have a hard time agreeing on both ambition level and a preferred team climate.
Where is the team on the horizontal axis? A team with a relatively large spread in the horizontal axis has the benefit of including both members who like to initiate new projects and members who prefer finishing what has been started. If the whole team is plotted to the right, there is likely no lack of action and future-oriented ideas, but on the other hand the group may have a hard time finishing things. A team where all members are mapped to the left probably follows through on tasks with great thoroughness, but may have gaps when it comes to relationship building and change orientation.
Missing profiles. The fact that a certain profile is missing from the team in the absolute view do not need to be a problem - the interpretation depends on the context. For instance, if an entrepreneurial startup team completely lacks a driver, this may represent a warning flag: Someone needs to drive towards results and make sure things get done. In other types of teams however, e.g. some creative ones, this may not be a problem at all.