Individual Performance Management Work teams are vital to the work structure of many companies. The success of some companies is based on excellence in team performance. A high-performing team is well designed in selection, development and management. While there is no perfect formula or recipe for creating the best possible team, there are guidelines or criteria by which a team leader can select team members. In identifying strategies to use to develop the most effective teams, Nurick (1993) suggests that informed selection, skill development, conflict management, and appreciation of leadership are crucial underpinning team development. Interpersonal skills are important when considering potential team members. Since in most cases teams are assembled based on individual technical expertise, team members must be open and tolerant of receiving new information. They must be able to appreciate a variety of perspectives. These interpersonal skills will be invaluable in minimizing team conflict and supporting the need for mutual respect. Fowler emphasizes that “team members should have a variety of personal styles to fill the different roles involved in effective teamwork.” (Fowler, 1995. Specifically, the following skills and talents should be represented in an effective team: good listening and communication, especially active listening; assertiveness; collaboration; innovation; willingness to expand beyond the status quo; and a positive attitude. Many companies today use the MBTI (Myers-Briggs Type Indicator) to help understand the relationship between various personality types. Employees can better understand how they process experiences based on the composition of their personality the MBTI in team development, they can better appreciate what motivates different personality types According to Gardner and Martinko (1996): Psychological type theory proposes that people have modes of perception (sensing [S]/intuition [N]) and judgment (thinking [T]/feeling [F]) as well as "attitudes" that reflect their energetic orientation (extroversion [E] and introversion [I]), and their orientation towards the external world (judging [J]. ], perceive [P]). (Gardner & Martinko, 1996, p.46) Personality type can be a useful indicator of employees' potential strengths and weaknesses within a work environment. How an employee draws their energy helps you understand whether they are an extrovert (E) or an introvert (I). Extroverts generally enjoy interacting with others, enjoy variety and action, developing ideas and learning new tasks by doing and talking. Authors Opt and Loffredo (2003) suggest that extroverts are often better communicators, exhibiting more qualities of dominance, openness, and relaxedness in their communication styles.