TMS (Team Management Systems)

Team Management Systems is a collection of instruments developed in order to increase understanding of and provide structure to human processes within an organization or a group.

TMS provides both a ”language” and a way of thinking that is easily understood by everyone. The instruments increases the possibilities of making use of the social and intellectual capital that you find in all co-workers. The instruments can successfully be used for a number of things, from personal and team development, to development of successful managers and organizations. TMS is based on extensive and worldwide research, and is internationally recognized has one of the most integrated and work related instruments on the market.

TMS-hjulet integrator

TMP (Team Management Profilen)

The TMP (Team Management Profile) is our leading and most highly advanced development tool in the TMS family. The TMP (Team Management Profile) acts as a support for personal development and as a tool for understanding the dynamics of a group. It provides greater insights into personal motivations relating to work and into how you as a person relate to different aspects of the work (work preferences). In this way, the TMP provides a clear, conscious awareness of your own resources and becomes a valuable support in your own development. The TMP helps us to better understand the interplay within groups and how the differences between people can produce creative solutions and productive results. Its Team Management Wheel illustrates in a clear and educational manner the work functions in groups which must be covered both to make the work effective and to lay the foundations for development.

Within Leader Development

To enhance the participants’ insight into their own way of working and to help them understand more of the motivations that control choices and approaches in the work situation. Here, the TMP becomes a basis for reflections about their own leadership and a support for their personal development. At the same time there is a close connection to the team and to team development. With its Team Management Wheel and clearly presented, instructive results, the TMP becomes a powerful tool for obtaining a deeper understanding of how personal differences can work together to create efficiency in teams and how a manager can relate to a group. In this way participants gain knowledge of how to manage and develop their own management groups or teams. The Team Management Wheel also constitutes a map of the activities which are necessary to create learning processes and effective problem solving. We feel that it is important to integrate the TMP into a coherent programme for leadership development in which the TMP isn’t merely employed to provide insights on a personal basis but also becomes the foundation for skills training and for a focus on the work process.

Within Team Development

As a support for groups to develop their ability to collaborate, to discover the power and excitement inherent in the differences between people and to learn how to fully exploit a team’s shared expertise. The TMP produces a personal profile which gives an image of the participant’s own work preferences, but also gives a group profile on a more overall basis. The Team Management Wheel can be used to relate the results to the work tasks and to determine the strengths and weaknesses of the group profile in relation to the group’s task, objectives and ambitions. It then becomes natural for the team members to discuss their own ways of working and how different sides of the team can be strengthened or improved. Even here it is important to integrate the TMP into a goal-oriented team building process where aspects such as orientation, roles, frameworks, relationships and results are discussed.

Within Career Advice

To create insight into a person’s own way of working and to help them understand more of the motivations that control choices and approaches in their professional development. Here, the TMP becomes a basis for reflections about the person’s own strengths and weaknesses and a support in their personal development.

Within Recruitment

As a basis for employment interviews and personnel analyses. However, it should be remembered that the TMP is primarily a development tool and not a selection instrument. This means that the TMP may not be used as the only or decisive grounds for assessment, but instead as a complement and basis for dialogue.

Information meetings about TMP

Every other Monday from 15:00 to 16:30, we hold an information meeting on our Team Management Profile tool, starting 22 August 2016.
The meeting is free of charge and is held in Kontura’s premises in Bromma, at Gustavslundsvägen 145. Contact us to register or for more information.

History

Doctors Dick McCann and Charles Margerison were among the first people to become interested in teams and in the factors underlying success. In the late 1970s and early 1980s they carried out in-depth studies of groups and were able to identify eight types of work or work functions constituting important and crucial conditions for productive work. These were found to a greater or lesser extent in all groups and could therefore be seen as universal. They were organised into a logical flow in a wheel, which constitutes the Types of Work model.

The next step for the two researchers was to develop a measurement instrument that indicates how we as people relate to the different work functions, i.e. our preferences for different types of task. The basis for this was Carl Jung’s theory of personality types, adapted and linked to work. The TMP is supported by extremely extensive scientific documentation and fulfils very strict requirements for reliability. It is an international tool used all over the world.
The database contains around 500,000 people, of whom 6000 are in Sweden. Kontura trains TMS supervisors and issues authorisations.

The model

The model for “Types of Work” graphically demonstrates the eight factors and integration functions that researchers have identified as being important for effective teams and efficient organisations. The flow of tasks within a team or organisation ranges from basic information collection activities, innovation and development to final production, review and administration.
The eight steps, which each constitute a distinct part of a particular work process, are as follows:

Advice
Search for, use and convey information
 

Organizing
Create and establish structures for getting the work done

Innovation
Generate ideas and create possibilities
Production
Ensure that things are produced, completed and delivered
 

Promoting
Research, launch opportunities, capture interest and get everyone involved

Review
Review, evaluate and quality assure
Development
Test applicability and assess realism
 

Administration
Create continuity, maintain important values and ensure everything is in place