“Personality begins where comparison leaves off. Be unique. Be memorable. Be confident. Be proud.” Shannon L. Alder
Every person in a team is important. Of course. But what if their personality strengths are completely opposite of ours, do we still believe what we profess? Let us make the following statement, bold as it might sound, that every person’s personality is beautiful. Do you truly believe this? We believe this. Every person is born with intrinsic personality strengths. These strengths contribute unique flavors to a team. Do we truly understand each team member? Do we make space for what motivates them, and allow their strengths to flourish in the context of a team? Or do we wish everyone was like us? Sure, there is less complexity when working with similar personality types, but where is the fun in that? Do you and your team truly believe in the unique contribution of everyone, or do you choose roles based on your personal bias?
Here are some crucial points to remember:
- The more diverse the team, the more innovative it will be. Similar personality types will only lead to a stronger team bias. This will lead to more blind spots and danger zones of neglect.
- According to Steven Martin, in the 2017 version of the Harvard OnPoint, the most successful sales teams are those with a diverse set of personality types.
- It takes intentionality and time to gain deeper insights into the personalities of each team member. A one-day workshop is great, but you will probably only scratch the surface.
- Personality is how we do things. Two accountants will do the same task differently based on their personality types. Remember, that talents/skills are something different than personality types. Talents are what I do.
- Each personality type needs different elements to feel psychologically safe.
- We behave differently, based on our roles and our perceptions around the role. In the role of a leader, my personality strengths will look different than in my marriage.
Below are some aspects of personality that play in the performance of a team. You are also welcome to review our blog series on personality.
Tips for motivating each behavioural style:
- The key to motivating a strong Direct behavioural style is challenges. Opportunities to take action, be successful and see results will motivate D’s to be effective and productive.
- Strong Interactive behavioural styles will be most motivated when being recognized. Being seen or being centre of attention and thereby gaining approval and applause will put the spark back into a I.
- Strong Steady behavioural styles long to be understood. Motivated by relationships, S’s flourish in secure, pleasant and cooperative environments.
- Motivating a Conscientious behavioural style will require for them to feel protected and secure. Clear rules and guidelines with sufficient details will help C’s deliver optimal, quality work.
Tips on decision-making within team setting:
Both D’s and I’s are comfortable with quick decision-making, although D’s will make sure they have the objective in mind, while I’s tend to be intuitive and spontaneous.
S’s and C’s need time to make decisions, S’s want to think and consult with others before making a decision, while C’s will need lots of information and facts.
Give S’s and C’s time to think, but also not to long that D’s and I’s might get frustrated by the indecision. Creating a culture of accommodating all behavioural styles within healthy limits, will remove pressure and frustration.
Dealing most effectively with the different behavioural styles as a leader or team member:
- Be direct and to the point when communicating with a D. Allow D’s to take some initiative and you will have their buy-in, to steer projects and teams forward. It is important however to determine the limits, so all styles will feel safe and D knows their boundaries.
- I’s need the opportunity to verbalize their thoughts in a relaxed, humorous atmosphere. When I’s experience you as friendly, relaxed and sensitive that will go a long way in their co-operation.
- S’s feel safe when you give them time to prepare for changes or transitions. They work best when they know that they are valued as a person and not just their job. Be consistent and predictable when working with S’s.
- C’s need detailed descriptions as opposed to the D’s direct and to the point communication. They feel safe when you keep your promises, are loyal and sincere.
Reaction to tension:
Also take note of how the different styles initially react to stress and conflicts. Your D will be demanding, I will attack, S will give in and C will withdraw. When tensions continue and grows your D will start to withdraw, your I will give in, your S will attack and your C will start demanding. When this starts happening, there is unhealthy stress and conflict within your team that needs to be addressed.
The choice is yours. The manner in which you intentionally design and deepen team insights will effectively determine the long-term fruits.
This blog was written by Marelize Dippenaar and Cias Ferreira
For consultation on personality and teams, or to be certified in the Persolog Personality Profile, please contact our office at office@xpand-sa.com