What role you play in a team?

A team is a group that shares responsibility for producing something together. Simply working closely with each other, wearing the same shirts, does not make you a team. Teams are unique because each member cannot complete the work without the work of other members. So the roles of each team member plays are critical for building high-performing team. Especially for dynamic project or new teams, the “role” of the word is more worthy of our attention than “job”. The ability of a role is relatively simple needs. And every successful team needs a mix of skills and roles. Therefore, the project manager should focus on diversifying the team member roles, rather than solely evaluating members on their individual talents. Especially just having a set of individual stars is not the key to build high-performing team.

My former boss is an excellent leader. She is experienced at identify people’s talents, skills, personalities. She can always put the right people in the right position, exert their advantages and compose a diverse team. Usually, she defined the work needed to be completed for the project, recognized the roles and what skills are required, then analyzed the character and team roles of every team member. It is worth mentioning she used FPA (Four-colors Personality Analysis) test as a supplementary tool to better and get a deeper understanding of personality traits and the potential of each subordinate. This approach is according to Dr. Carol Ritberger, a world famous behavioral psychologist and author. FPA states that there are four distinct personality types in the world, and each one has a special color: Red or Orange, motivated by power; Blue, motivated by intimacy; Green, motivated by peace; and Yellow, motivated by fun. Each color with their own unique way of seeing situations, expressing themselves, solving problems, and interacting with people. FPA has been widely used it in recruiting and team management in the companies over the world, it effectively helps manager or employee themselves to find out their personal tendencies, weaknesses, what they need from their peers, how they react to certain situations, areas of personal growth and their ideal work situation. Further, he stresses that human’s character is inborn, people just have one or two main characters and others are influenced by a variety of complicated things, such as grow-up environment, life experience, education and so on. So you can also find a way to develop some personality traits of other colors based on FPA test result.

What color are you

In addition, one of the dimensions for determining whether a team is high-performing is capacity for continued cooperation. That is, team members want to work together in the future after accomplishing a project. They do not feel exhausted from all their resources, but get better at working together, they feel belonging and strive to learn from mistakes or from each other. So they can consistently continue to succeed.

If you are curious about FPA, please check the reference below, it has the test and results analysis.


About FPA: https://general-psychology.knoji.com/which-color-personality-are-you-red-blue-green-or-yellow/

Hire The Best & Screw The Rest


Everyone that has ever had a job knows that working with negative people ultimately brings down the mood of everyone around them. No one wants to work with someone that is always complaining, or someone that does not pull their own weight. Attitudes are very contagious, and can make or break the work environment. According to Ronald Friedman of the University of Rochester, pairing people in a room with (a) high-motivated people resulted in high motivation and work results, while (b) low-motivation people resulted in low motivation and lousy work results. Good thing that there is a way that companies can try and avoid hiring those negative people. Ronald Friedman came up with a pre-employment test that can reveal specific employee attitudes of highly productive employees. Managers of any business can use this test to try and catch the traits of their best employees in the new recruits.

Ronald Friedman called the test “Abilities & Behavior Forecaster(TM) Tests.” The first thing you want to do is custom tailor the test for each job in the company. To do this, you take your best employees in every job, and then test them to see what their typical scores are, “benchmarking”. Through this, you can confidently focus on getting those employees that test the same as your best workers. If you think about this, it is actually a smart idea. Why wouldn’t a company adopt this test if it could lower absenteeism? If you can hire great employees your company will only progress, and you will have better employee relations. Through pre-employment benchmarking studies done in many companies, Ronald Friedman found out that there were high scores on six personality traits. The six test scores that reveal great employee attitudes include:


-Follow Rules, Policies & Procedures

-Poised/Objective Reaction to Pressure


-Being Fact-Focused

-Helping People/Good Service Motivation.

Just think, if you can get new recruits to possess these qualities you can grow and prosper to levels you have not even thought about. Some people might be worried that they will not score high because they believe that they are not good test takers, however; Ronald Friedman found that there is not a link between intelligence, test scores, and personality test scores. Instead, he came to the conclusion that the better employees get high intelligence test results.

More often than not, during the interview process managers will determine if you are qualified or not just by talking to you, but oftentimes this method is not accurate. Some people are simply not good at interviewing which does not mean that they are not qualified. The Pre-hire test is much more accurate in determining someone’s work ethic.

Just remember when hiring employees to customize personality tests by benchmarking scores of your best employees. Then focus on job applicants who get the same scores for that particular job.


Do you think this is a accurate way to hire employees?

Can you see companies adopting this method?