A team development model based on Myers Briggs personality types and action research to improve team performance and participant satisfaction

grantor: University of TorontoThe purpose of this study was to determine whether a team development model designed by the investigator could help organizations develop and sustain high performance teams. Specifically, does this model improve team performance and participant satisfaction? The model is based on action research and focuses on helping teams comprehend the complexities inherent in personality style differences, and on developing an approach to managing personality diversity. In order to determine the effect of this model on team performance and satisfaction, an experimental research design was formulated involving 118 participants. They were randomly assigned to the experimental and control conditions and participated in a series of experiential exercises and focus group discussions. After each experiential exercise, team performance scores were recorded and surveys to determine participant satisfaction were administered. Data were tested both quantitatively and qualitatively. The results from the quantitative data analysis revealed that the experimental groups' performance and satisfaction scores were greater than the control groups' scores and the results, in most cases, were statistically significant at the .05 and .001 levels. The qualitative data compiled from the focus group interviews revealed that the experimental and control groups showed marked differences in the following categories: change management, team development, valuing personality diversity, conflict management, and transference of learning. The implications of this model are numerous and demonstrate its applicability to various organizational settings in either self-directed or leader-facilitated teams. The model is an effective tool for developing not only an understanding of personality style differences and the impact they have on team functioning, but also developing strategies to manage the differences so that teams can function as high performers.Ed.D