Culture Correlations: The Science of Team Composition and How to Optimize Your Team

The Science of Team Composition

Building a high-performing team is a science. Research shows that the right mix of skills, personalities, and roles can significantly enhance team performance. Here are key factors to consider when constructing your team:

1. Diverse Skills and Expertise:
   • Teams with diverse skills and expertise can solve problems faster and come up with more innovative solutions. A study by MIT found that diverse teams are able to solve problems faster than cognitively homogenous teams.
   • McKinsey & Company reports that companies in the top quartile for gender diversity are 21% more likely to outperform on profitability and 27% more likely to have superior value creation.
2. Personality Balance:
   • A balanced mix of personality types (e.g., introverts and extroverts, thinkers and doers) can create a more dynamic and adaptable team. Research published in the Journal of Occupational and Organizational Psychology indicates that teams with a mix of personality types perform better under stress.
   • Tools like the HEXACO which is one of the most validated personality tools can help guide you. 
3. Values Compatibility:
   • While it’s crucial to have a variety of personalities, it’s equally important that team members share core values. According to a study by the Harvard Business Review, teams that are aligned on values are more cohesive and have higher levels of trust, leading to better collaboration and performance.
4. Role Clarity:
   • Clearly defined roles and responsibilities prevent overlap and ensure that all aspects of a project are covered. Utilizing frameworks like Belbin's Team Roles helps in identifying and assigning roles that align with each member's strengths. A study by the International Journal of Project Management found that role clarity significantly improves project outcomes.
5. Cohesion and Trust:
   • High-performing teams are built on trust and mutual respect. Research from Google’s Project Aristotle highlights that psychological safety, more than anything else, is critical to making a team work. Teams with high psychological safety are more likely to harness the power of diverse ideas and perspectives.
   • According to Amy Edmondson at Harvard Business School, psychological safety allows for moderate risk-taking, speaking your mind, creativity, and sticking your neck out without fear of having it cut off. Teams with high psychological safety are more innovative and effective.
6. Adaptability:
   • Teams that can quickly adapt to changes and new information are more resilient. A study by Deloitte found that adaptable teams are more likely to succeed in fast-changing environments and are better equipped to handle unexpected challenges.
7. Cognitive Diversity:
   • A study published in the Proceedings of the National Academy of Sciences found that cognitive diversity (differences in perspective or information processing styles) can enhance team innovation. The key is to manage these differences constructively.
8. Team Size and Composition:
   • Research by Richard Hackman at Harvard University suggests that smaller teams (typically 4-6 members) are more effective than larger ones. Smaller teams tend to be more cohesive, communicate better, and are more agile.
9. Role of Leadership:
   • Effective leadership is crucial in optimizing team performance. Leaders who are able to foster a shared vision, provide clear direction, and support their team members can significantly enhance team effectiveness. Research from the Center for Creative Leadership highlights the importance of leaders in setting the tone and culture of the team.
10. Continuous Feedback:
    • According to a report by Gallup, teams that receive continuous feedback show a 12.5% increase in productivity. Regular feedback helps teams stay aligned with their goals and make necessary adjustments in real-time.

Actionable Tips for Optimizing Team Construction

1. Conduct a Skills Inventory: Evaluate the current skills and expertise within your team. Identify any gaps and look for opportunities to bring in new skills through hiring or training.
2. Use Personality Assessments: Implement personality assessments to understand the dynamics of your team. Aim for a balanced mix that can complement each other's strengths and weaknesses.
3. Assess Values Compatibility: Ensure that potential team members align with your company’s core values. This can be done through targeted interview questions and assessments during the hiring process.
4. Define Roles Clearly: Use tools like RACI charts (Responsible, Accountable, Consulted, Informed) to clearly outline roles and responsibilities. Ensure everyone knows their role and how it contributes to the team's goals.
5. Build Trust: Schedule regular team-building activities and encourage open communication. Create a safe space for team members to express their thoughts and concerns without fear of judgment.
6. Encourage Continuous Learning: Promote a culture of ongoing education and development. Provide opportunities for team members to learn new skills and stay updated with industry trends.
7. Foster a Growth Mindset: Encourage your team to view challenges as opportunities for growth. Celebrate successes and learn from failures together.

How Instill Can Help

Our Culture Operating System™ features a tool called Optimal Team Formation that integrates all the research and best practices mentioned above into one simple tool. Want to see it in action? Visit our website and book a free 30-minute culture consultation.

Cheers,
The Instill Team