Leadership and collaboration have not become easier. Remote working, growing organizations and changing generations do not help. As a result, teams do not always work well together. Therefor it's important to understand why and how they can change this. This is where drives and employee surveys come together to increase the effectiveness of teams.
Drives provide insight into the inner motivation of people, while an employee survey determines which topics and collaboration themes are important to discuss. In this blog we discuss in detail how these two concepts complement each other and briefly discuss the collaboration between Deepler and Management Drives.
What are Drives?
Drives are the inner forces that drive our behavior, choices, and responses. Why do we react the way we do? They are the foundation of our motivation and determine how we behave in different situations. In a business context, drives are essential because they influence the way employees collaborate, communicate, and solve problems. They are at the heart of what motivates people to do their best work, and to work effectively with others on the team.
Importance of Drives in the Workplace
Understanding and leveraging someone's drives in the workplace can make a huge difference in how teams function. When managers and team leaders understand their employees’ drives, they can assign appropriate tasks, better manage conflict, and create a work environment where everyone thrives. For example, someone who is driven by achievement will thrive in a competitive environment where success is clearly measurable, while someone who is driven by collaboration will perform better in a people-focused environment.
How Drives and Team Dynamics Are Related
Drives not only determine what we do, but also how we interact with others. When team members understand each other’s motivational drives, they can communicate and collaborate more effectively. This leads to a more harmonious work environment where conflicts are resolved more quickly and productivity increases. Teams that operate on the basis of shared drives or complementary drives, such as a mix of creativity and pragmatism, are often more successful and innovative.
In short: Motivations help us to collaborate and communicate more effectively. But what should you collaborate on and what should you communicate about? That is where an employee survey comes into play. The combination of insight into motivations and insight into the themes at play enables us to answer the why, what and how questions surrounding effective collaboration.
Deepler's Role in Improving Collaboration
Where drives give us insight into how people work best together, Deepler offers a powerful tool to determine why and which themes need to be addressed to optimize that collaboration. Deepler uses scientifically proven surveys and AI algorithms to identify the collaboration themes within a team. By mapping these themes, Deepler helps organizations focus on the topics that really matter, resulting in more focused and effective meetings and projects.
Deepler's Process: From Data to Insights
Deepler's approach starts with collecting data via validated surveys that are tailored to the specific needs of a team or organization. This data is then analyzed by AI algorithms that identify patterns and correlations. In this way, Deepler can determine what influences turnover or absenteeism, but also which themes are important to employees. These insights help managers make strategic decisions about which topics and forms of collaboration should be prioritized. For example, if the data shows that there is a strong need for clearer communication within a team, Deepler immediately exposes this.
Motivation and Deepler: A Perfect Match
Deepler’s strength lies in identifying the themes that are crucial for collaboration, while drives determine how those themes can be effectively addressed. These two elements complement each other seamlessly. When teams have insight into their drives and know which themes are important to them, they can optimally organize their collaboration. This not only leads to better results, but also to a higher level of involvement and job satisfaction.
The Synergy between Deepler and Management Drives
The collaboration between Deepler and Management Drives takes this power one step further. Management Drives provides deep insights into the drives of individuals and teams. This system categorizes drives into different colors, each representing a specific behavior pattern, such as results-orientedness, harmony, innovation or stability. By combining the results of Management Drives with the insights of Deepler, organizations can not only determine what needs to be discussed, but also how these conversations can be conducted most effectively.
A practical example: imagine a team that consists mainly of people with a strong "blue" drive (focused on structure and order). Deepler can determine that there is a need for more innovation within the team. With these combined insights, the organization can choose to structure the discussions about innovation in a way that aligns with the need for order and clarity, which significantly increases the chance of successful implementation.
Practical Examples
Stimulating innovation in a conservative team
An organization that primarily consists of employees with a preference for stability (blue driver) wanted to introduce more innovation. Deepler identified that the teams needed clear frameworks and objectives. By combining these insights with the drives, the organization was able to implement an innovation strategy that fit well with the existing work culture.
Better communication in multicultural teams
In a company with a multicultural team, differences in drivers often led to miscommunication. Deepler's analysis pointed to the need to improve communication processes. It became clear that objectives were not always clear to everyone. By understanding how different cultures and their associated drives led to unclear objectives, the organization was able to offer training specifically aimed at cross-cultural objectives that were clear to everyone.
Conclusion
As teams become more diverse and complex, understanding and leveraging drives is essential for successful collaboration. Deepler provides the tools to determine what needs to be discussed. Management Drives helps teams work together to achieve these goals. By combining Deepler and Management Drives, organizations can better organize the why, what, and how of collaboration and communication. This leads to better results, higher satisfaction, and a more harmonious work environment.
Curious how Deepler can help your team harness their drives and improve collaboration? Contact us for a free consultation or visit our website.
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