The HumanGuide Concepts for Teams
The picture shows Rolf Kenmo, management consultant and inventor of the HumanGuide Concepts and Giselle Welter, psychologist and CTO for RH 99 (Resources Humanos). Our cooperation started in 2000. That has mostly been in a global virtual team. In this cooperation the HumanGuide concepts have been invaluable, i.e. mostly because both we have clearly understood each other's personality (our profiles) and their effects – from the first moment.
Diversity in teams is best, but...
A lot of research shows that diversity in a team gives the best result. Mostly because then you don't see narrowly and one-eyed as when you, for example, need to solve a problem. However, the catch is that many people believe that it is more difficult to cooperate with someone who is different. Therefore they are keener on recruiting and staffing someone, who "is like we are". When the team members are very similar to each other, then there is the crucial risk of getting so-called "group-thinking", i.e. they have more or less the same opinion and oppose the one who has other opinions. There are many examples of fatal results from this kind of thinking. One was the time when an USA spaceship exploded just after take-off. In a way another was the time when we lost the ship Wasa in Sweden; this was also a kind of group-thinking because no one dared to tell the king that this ship would sink.
The HumanGuide concepts support you so that you can more easily can get a team with diversity to cooperate better.
For example we have developed a special concept to staff and develop a team that participates in UF, which is a Swedish development program for schools (the participants are around 18 years old), and the purpose is to train in a practical way entrepreneurship combined with lessons. The origin of the concept's development was that the teachers were not pleased when the pupils mostly staffed their UF-team with their buddies and thus the team most often became very "cloned" (homogeneous). More under "Testimonials" below.
To get a team to function very well you need good answers on this questions...
- How to get a good start?
- How to handle conflicts?
- How to get tips about how to cooperate with different members of the team?
- How should we think, if we need to change the staffing?
A team with diversity has the best potential to solve its tasks well, but in teams with diversity there is the biggest risks for bad results and destructive conflicts. How should you then handle the risks and how to develop the team in a good way?
One way to act, of course, is to be proactive whenever you can e.g. to staff and start the team in a good way. How to do that? Well, by learning more about each other, e.g. via the HumanGuide concepts and using some concepts for teambuilding and team development.
Of course you can also improve cooperation in established teams by using some of our HumanGuide concepts. You always start by doing the personality test. Then there are many ways for team development depending on the circumstances and the ambition level.
How can then personality knowledge support team development? In many ways e.g.
- if you understand other people well, then it is much easier to cooperate. You will understand e.g. their drives, what can make them angry, how to give them an advice they can accept, etc
- to understand what type of personalities are a cooperation challenge
- to understand how you can contribute best in a team
- to solve many conflicts, if the cause is a challenge concerning personal chemistry, which is a very common cause
The overall result is that you get a better cooperation in the team via increased self-knowledge, increased openness, and increased trust. These team qualities have a crucial effect on a team's cooperation capacity and performance.
As a "bonus" the team members learn a very useful personality theory that can, for example, be used in discussions about staffing and recruitment. This personality theory will also be like a language.
A strong argument for HumanGuide is that the underlying personality theory consists of eight dimensions. Then you get a more nuanced testresult and sharper analysis. Compare with MBTI, where you "be" one of 16 types. The popular DISC model (and similar) has only four basic dimensions. And the BigFive model has only five basic dimensions.
”Rolf Kenmo has adapted Szondi’s theory to everyday life. It is a great idea of conveying the theory to a broad use. That is an essential asset for making the test results immediately accepted and it works in any culture. We use HumanGuide in recruiting and team development for an internationally operating company.”
Thomas Seiler, CEO, U-blox AG, Switzerland (2003)
”The theory is explained very pedagogically in the HumanGuide concepts and it is a good support for my clients (since 2002), in vocational guidance and in coaching. HumanGuide supports well in working life as well as in private life.”
Giselle Welter, psychologist, spec. in vocational guidance, RH99, Sao Paulo, Brazil (2000)
"Personality has always been a debatable topic throughout research and countless psychometric tests available for use. However none of these tests have the HumanGuide approach, which is practical, simple, easy to use and accurate to act upon. Supported by extensive research, HumanGuide takes in consideration eight factors, using the psychology of colours and symbols for meaningful comprehension.
The HumanGuide test does not stand alone, it goes beyond any other test. It provides unique opportunities to measure further person chemistry, passion index, job and culture profiles...It has all what an organisation needs to overcome today's more than ever complex human resources challenges.
HumanGuide has considerably improved my personal and professional life and I always appreciate our collaboration with Rolf Kenmo."
George Ubbelohde, hospitatlity Industry Executive and Educator, Shanghai (2020)
"I've been using the HumanGuide since 2012, with excellent results! It has been an assessment tool much requested by my organizational clients."
Adriana Torres Guedes, psychologist, Brazil (2020-02-10)
Manager for restauravt chain (2018-03-02)
"Rolf Kenmo assisted us in a relaxed and pedagogic way to start to work to create understanding of each other as individuals. The objective was to further improve the cooperation in our team. Rolf's work was appreciated by the participants and created a positive foundation for further development."
Eva Kimber, manager at Svensk Exportkredit, (2010-07-21)
"Our delivery is a function undertaking with a big management responsibility; therefore, it was important that HumanGuide's Team Chemistry Analysis gave the management team not only individual understanding of strengths and risks but also knowledge about the whole team's chemistry. The management team's total strength is crucial in order to deliver at least at the agreement level."
Leif Öjestedt; manager WM-data, nu CGI AB; (2011-04-06)
”We got better staffing in our UF-teams. In the start of the school year we had a course by Rolf Kenmo in the personality test HumanGuide. The pupils did the test after our course. Then they were to staff their teams based on qualities and personality instead of gender. This resulted in more teams with more of a mix between girls and boys. Moreover, more chose to cooperate with new persons instead of their best buddies. In the distribution of roles in the UF companions the pupils based their staffing on who had the best qualities and knowledge -- instead of gender"
Henrik Samuelsson; Teacher in UF (Young Entrepreneurship and business, JENSEN gymnasium Södra*); (2014-08-27)
*) The school became Sweden's best UF-school in 2014.