Dieter Reinig

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Web based Personality Model Presentation at the
World Conference 2006 Dieter Reinig Managing
Director of OUTWARD BOUND Professional Germany
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Agenda

• Quick look at the web based instrument
• Presentation of goals, design and background
• Live demonstration of the instrument

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Big Picture

• As criteria for good teams we see
• Goals/Commitment
• Process (Forming, Storming, Norming, Performing,
  Re-Forming)
• Structure/Talents
• Skills (Communication, Decision Making,
  Leadership)
• The model contributes to Structure/Talents and
  supports the selfawarness of individuals and
  teams
• .. and also to the Norming with the
  culture-part

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Why we developed it ..

• We have good experiences with the model and want
  to be more flexible by offering it via Internet
• .. to have the option also to use it before and
  after the training
• To show our competence in Management Training
• and to distinguish from incentive-oriented
  competitors

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Timetable

• We work with the model since 3 years
• How? Explain it in 30 to 45 minutes, use it in
  reflexions, use it towards the end of the
  training for selfassessment and feedback by
  peers and facilitators
• In year 2006 development of the webbased version
  and tests
• In year 2007 launch in trainings additional to
  existing procedures

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What kind?

• Own model, based on Riemann/Thomann (who are
  based on C.G. Jung MBTI is also based on C.G.
  Jung)
• It has only 2 dimensions time and space
• is easy to understand
• and can therefor easliy be integrated in an
  outdoor training (needs only 30 to 45 min. to
  explain)

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The Riemann/Thomann Model
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The Riemann/Thomann Model
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The Riemann/Thomann Model
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The Riemann/Thomann Model
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Basic assumtions of the model

• It is not about right and wrong values, but ist
  about permanent decisions between
  sister-values like safety and liberty
• If you want more of one, you only can less of the
  other
• They have to balance each other if one of them
  is missing, the other one gets to strong and
  turn to a destructive kind for example
  discipline becomes slavery and
  selfresponsibility to egoism
• You have to make permanent decisions about the
  right portion of both, according to the given
  situation, the people involved and your own
  patterns

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We set up 3 aspects

• we offer the aspect Myself in a Team, The
  Potential of our Team and The Culture in our
  Team
• Myself in a Team is about my personal patterns
• It has 2 parts private life and business life
• We can see, whether the person acts differently
  in business as in private situations this would
  be a point of discussion in a coaching session

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We set up 3 aspects

• The Potential of our Team is the summary of the
  results of Myself in the team, it is a grafic,
  where all teammembers are shown
• We have an overview of the allocation of the
  team- members and can see where the core of the
  team is
• .. maybe many of them are of the same kind
• .. or they are very diffent

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Difference Potential and Culture

• The Potential of our Team is the sum of the
  personal patterns or talents and shows, what the
  team is able to accomplish
• but not neccessarily the team lives its
  potential
• maybe the head of the team and some longer
  employed person dominate the team and the
  culture is different to the tendence of the
  talents
• The Culture in our Team Test shows, how the
  culture is and whether all members see the
  culture similary or very different

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Culture

• Every teammember assesses the teamculture and it
  is interesting to see, whether they have a
  similar perception or a different one
• A grafic shows the allocation of the assessments
• In a personal training session following the
  test, we can work on the results

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Use of the 3 elements

• According to the different types of our
  trainings, we offer the aspect Myself in a
  Team, The Potential of our Team and The
  Culture in our Team
• In Trainings with single participants of a
  company (about Teamwork or Leadership) we use
  Myself in a Team to check the personal
  patterns
• In Trainings with existing teams we use all 3
  tests and also check the patterns of all
  teammembers

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Use of the 3 elements when?

• We can use the test before the training to be
  better prepared or to save time
• We also can do it during the training with smaler
  groups
• We can also offer it as follow up, if we and the
  team realize, that we should have deeper insight
  in patterns or in team culture