Where are you more likely to focus your energy?

The TMP provides you with an understanding of critical tasks around the Types of Work Wheel. High-performing teams successfully resolve all eight core activities.

What are your potential leadership strengths, interpersonal skills and decision-making style?

The TMP shows team members how their preferences are formed and what it means for how they do their job and work with others. It brings clarity to communication, decision-making and collaboration styles.

What role do you prefer to play in a team?

Knowledge of work preferences gives team members a greater understanding of how to lead and interact more effectively with their team. It shows where people are most energised, and where the team may need to stretch or support.

Diagnosing Team Challenges

Use the TMP to surface the root causes of team issues that may otherwise be misattributed to interpersonal or personality clashes. The emphasis is always on task alignment, not personality, allowing for objective, constructive discussion around performance and productivity. It offers a neutral, task-focused lens for:

• Identifying gaps in work preferences across the Types of Work Wheel. For instance, a team without a strong Promoting or Innovating presence may struggle with change or opportunity generation.
• Clarifying the sources of friction for example where tension arises from differences in Structured vs. Flexible work approaches.
• Exploring systemic issues by linking preferences with role overload or duplication and understanding why key work may be falling between roles.

Team Development

The TMP is ideal for building both new and existing teams, especially in high-change or cross-functional settings. Teams can use the TMP to build a common, strengths-based language for collaboration, accountability, and constructive challenge.

• Accelerate team cohesion by helping members understand each other's preferred ways of working.
• Balance team energy by visually mapping the team’s combined profile on the Team Management Wheel and identifying over- or under-representation in key work functions.
• Enable productive conflict through recognition that disagreement often stems from preference differences rather than resistance or obstruction.

Structuring Work and Meetings

The Types of Work functions (e.g., Advising, Promoting, Developing, Producing) provide a practical framework for different approaches to meetings and making decisions.

• Design meeting agendas to align with the preferences of the team and encourage the best involvement by everyone.
• Allocate tasks to match people with their preferences where feasible, increasing engagement and effectiveness.
• Monitor workload distribution to avoid burnout in over-utilised roles or disengagement in under-utilised ones. This is especially useful when team members are “stretched” outside their major or related roles too often.

Coaching Leaders or Individuals

The TMP brings unique value to leadership development by showing how work preferences influence leadership style. This also supports 1:1 coaching and performance conversations rooted in behaviour and contribution, not personality judgement.

• Support leaders in identifying their leadership blind spots, such as a Thruster-Organiser underutilising team members with Flexible or Beliefs preferences.
• Provide a language for behavioural flexibility, allowing leaders to explore how to stretch beyond their preferences.
• Guide role transitions, as they move from a more operational role to a strategic role, by identifying where and how to shift their focus.

Team Charter Development

When a team needs to align around purpose, values, and operating norms, the TMP can drive highly specific conversations. Combined with the WoWV Profile and High-Energy Teams model, this creates a comprehensive chartering process that embeds purpose, values, and task execution from the start.

• Link team values to roles by mapping preferred work against what the team stands for. For example, a high representation of Upholder-Maintainers and Controller-Inspectors may indicate strong alignment with values like integrity and quality.
• Define contribution expectations clearly by mapping the team’s activities to the Types of Work Wheel. This supports transparent conversations about what each person is expected to bring to the table.
• Align behaviours to purpose by identifying how preferences show up in action — and what rules, rituals or agreements are needed to create cohesion.