The Hogan 360 Leadership Model and 14 Core Competencies
Self-Management	Relationship Management	Working in the Business	Working on the Business
Integrity Resilience	Communication People Skills Team Player Engaging	Capability Efficiency Results Customer	Accountability Motivation Strategy Innovation

The third competency within the Relationship Management quadrant is called Team Player. Higher scores tend to do well with building team cohesion. We often will see them actively seeking to build trust and share knowledge, resources and time with others. In essence, they are driven to communicate a vision with the overall expectation that it will encourage others to work together in a more cohesive way. It is likely that their higher Adjustment, Interpersonal Sensitivity and Prudence will facilitate this success.

Lower scores may tend to shy away from opportunities to collaborate and sometime appear more negative about teaming up with others, which could be seen as not caring about the team’s goals or agenda. As such, others may find it hard to get to know them and their expectations. We might expect to see those scoring lower on Team Player scoring higher on Excitable, Reserved and/or Leisurely.

The first area to begin coaching the lower Team Player scorer is around working more effectively at collaborating and communicating with others. This could simply be done by getting them more involved in creating and/or building a team. Help them consider what they can do to build stronger relationships with others. Based on their current role, what responsibilities or daily tasks could be worked on with other team members? Have them write a list of their daily tasks and identify the goals of each. Then determine if there are any common goals that they might share with others. Are there any team goals that align with the lower scorer that they could ask their teammates to work on together? Once identified, have them schedule a team meeting with these individuals to gather their input and discuss potential areas in which they could work together.

Communicating team goals and gathering input from other team member will also allow them to better develop their communication skills with others on their team and increase their visibility to their team. When they communicate to their team, make sure they have a plan and overall objective. Work with the lower scorer on their style of communication. For example, if they appear to be a little more direct when communicating with others, have them discuss their approach with a trusted colleague before they reach out. This will help them to soften their style and ensure they are not just barking orders but rather genuinely looking for areas to work with others.

One of the downfalls of scoring low on the Team Player competency is that some of the negative tendencies associated with this lower score may lead others to lose trust in them over time. Given they are more reactive when they communicate, especially under stress, others may have interpreted this as them keeping information from them or not sharing resources potentially important to team goals. It will be important to help the lower scorer review individual and team goals and make sure that they are communicated to others. Find out from their colleagues, what information they need or what they would be interested in knowing from the lower scorer? Have them reach out to others and see where the communication breakdown lies. What key people do they need to keep more regularly informed?

In addition, others may find them not following up on commitments. They may have dropped the ball without knowing it, and others may have interpreted this as a lack of concern. Help them to determine why something might have fallen through the cracks or why it was left undone. Is it because they have a hard time following up on what they promise? Or is it because they just simply forgot about the request? Did they just run out of time and miss the deadline? Help the individual determine what the underlying issue was and work with them to devise a list of those instances where they may have let things slide. Coaching around time management and creating more structure to their day will be key to help them better ensure that they follow through with team goals and commitments.