Consultant Showcase
Department of Conservation

Vicki Condon

Steve Tully

Staff at DOC are passionate about the environment, our native species and our special places – and continually go above and beyond to get the job done. To help them achieve this, over the last five years, DOC has placed significant emphasis on development of capability and leadership – and a core component of this has been broad use of TMP. Across the country, teams are heard talking about working preferences, their ‘place on the wheel’ and using the language of working preferences.

TMP has been used across the whole organisation, with the executive team through to rangers who work on the frontline. It is now the preferred work-preference assessment instrument on all our leadership programmes.

Part of its success is the immediate applicability, there is no feeling of being ‘tested’ - and all our workshops are designed to be enjoyable, informative and relevant to the day-to-day work – and this is helped by the fact that the people running the DOC TMP sessions are DOC staff.

Some comments from the team, regarding their use of TMP include:

Vicki Condon

We use TMP on our Aspiring Leaders Programme, with participants drawn from all over the country, and from different agencies in the Natural Resource Sector. The discussions about TMP helps the participants get to know each other for the first time and all enjoy having an interactive, practical session where they can openly share their experiences working with others with different working preferences. TMP also enables discussions about leadership and how there is no one "right" profile to be an effective manager or leader.

Steve Tully

I have used the TMP primarily for helping new teams develop in the forming stage - particularly after a review of some kind. Great for ice-breaking where team-members know very little about each other, TMP provides an explanation for those who wondered why their colleagues generally operate the way that they do. I typically experience quite a few 'a-ha' reactions. It is a 'safe' tool that focuses on work preferences rather than personality types - staff don't feel pigeon-holed It also brings to managers' attention any work preference that may need some covering off.

An example is undertaking a TMI analysis for a whole unit of approx. 50 profiles, starting with smaller teams within and then producing an overall roll-up. A fun and slightly competitive way of sharing team profiles and what they meant for the unit.

Group Managers & Teams
Instrument Used Team Management Profile
Outcomes TMP works, is immediately usable, and helps teams really start to talk about how to become high-performing and play to their strengths.