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“We all have blind spots in our behaviors. Technology can now help us become aware of these to build stronger team dynamics.” -Jussi Luhtasela, CEO, Recright
Recright builds psychological safety and healthy team dynamics with Ayda
Recright is an HR tech SaaS company providing recruitment solutions for mid-sized and large enterprises. Recright’s multinational team of 20+ talents in software and service development collaborate daily using Slack. The team uses Ayda to continuously learn about their online dynamics and ways to strengthen psychological safety. They use the insights to develop collaboration and for building future-proof culture.
Recright onboarded Ayda in May 2022 helping to validate the solution and to discover new insights for building psychological safety and online team dynamics. Within just two weeks, the main trends and patterns from team communications began to emerge. To date we have cumulated over nine months of highly valuable data on the changing behavioural dynamics of the team.
What can we learn from behavioural data?
Based on Ayda’s behavioural pattern analysis, Recright’s team dynamics were encouraging and up-beat, but there was clear hesitance to engage in constructive conflict or challenge the status quo.
Challenges were commonly tackled one-on-one instead of being brought up on shared channels. This pattern tends to hide conflicts and issues from the team making it difficult to learn or reinforce a culture where it’s also okay to deal with difficulties collaboratively.
Ayda also picked up interesting cultural cues, such as a tone in communications that may be easily perceived as “commanding”. These kinds of cues are important for the team to be aware of, when building their future in a multicultural setting.
From behavioural signals to actionable insights
We analysed Recright’s team dynamics for 18 different behavioural patterns which Ayda is specifically designed to detect. The observations were mapped on Adalyon’s behavioural model demonstrating the team’s position in terms of the different stages of psychological safety and illustrating the behavioural profile of the team. The model also clearly shows, which behaviours to develop in order to improve the overall team performance.
Based on Ayda’s behavioural pattern analysis, Recright’s team dynamics were encouraging and up-beat, but there was clear hesitance to engage in constructive conflict or challenge the status quo. Challenges are commonly tackled one-on-one instead of being brought up on shared channels. This pattern tends to hide conflicts from the team making it difficult to learn or reinforce a culture where it’s also okay to deal with difficulties collaboratively.
In addition to the specific behavioural patterns, Ayda also analyses cultural cues and network dynamics for engagement and withdrawal indicators.
With Recright, Ayda picked up a tone in communications that may easily be perceived as “commanding”. These kinds of cues are important for the team to be aware of, when building their future in a multicultural setting.
Towards next generation leadership technology
Companies are swamped with new software and applications that take time and focus to adopt. Most current leadership tools also require a fair deal of manual input or responses to questionnaires or pulses.
Adalyon’s solution can be setup in minutes within the collaboration environment the team is already using and requires no additional effort to adopt.
Teams can focus on what’s most important—their normal daily collaboration. Behavioural learning happens on the job, when Adalyon’s actionable data and insights are connected to team performance and supported with coaching.
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