Identify 1-2 individuals strong in driving and controlling roles to help maintain workflow and consistency in the team's direction
Since the team is socially motivated, communicate targets within the context of impact. For example: "This design helps a family have a comfortable living space" rather than just "the client wants this done this week.
Ask simple questions like: "What work moment made you proudest this month?" Their answers can uncover insights, build connection, and activate bottom-up initiative.
It doesn't have to be digital; a simple format (physical or file) linking daily tasks to the big picture works well. This helps the team feel connected to organizational progress without needing constant supervision.
It serves as a foundation for restructuring roles—not based on job titles, but on actual work patterns—ensuring HR relevance to the organization's goals and strategic direction.
It helps identify cultural bottlenecks that are invisible in the formal structure.
It reveals dominant team motivations and how the majority receives information, aiding in internal communication strategies, training, and learning development.
It avoids approaches that are disconnected from the team culture.
For decision-makers prioritizing speed and precision, Cavlent is a transformation navigator offering behavior-based team mapping. We identify soft skill mismatches and hidden risks in team dynamics through same-day insights, compared to traditional methods that are time-consuming and rely on manual processes.
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