Introduction

Teams are the engines that drive innovation, productivity, and success. But what happens when your team isn’t functioning as smoothly as it should? Dysfunctional teams can cause stress and missed opportunities. Plus, they lower morale among team members. This makes identifying and addressing these issues crucial to a harmonious and productive work environment. Because we are huge advocates of the Everything DiSC assessment, we’re going to explore how it can help you recognize and resolve dysfunction within your team, with a particular focus on the impact of personality differences on team dynamics. We’ve said it before, and we’ll say it again. People differences trigger people problems! But luckily for you, DiSC can help. 

Recognizing Dysfunctional Teams

A dysfunctional team can manifest in various ways, from poor communication to low productivity and high employee turnover. One of the most significant indicators of dysfunction is the presence of unresolved conflicts and tensions within the team. These tensions can often be attributed to differences in personality and working styles among team members. According to DiSC, individuals fall into a combination of the four main personality types: Dominance, Influence, Steadiness, and Conscientiousness. These personality traits can significantly affect how people think, work, and communicate. When these differences aren’t understood or respected, they can lead to conflicts and dysfunction within a team. 

DiSC Personality Differences in Action

So, let’s take a look at some examples of how DiSC personality differences can cause issues among teammates.

• Dominance (D): Dominant individuals are driven, results-oriented, and often direct in their communication. They may clash with those who prefer a more collaborative and accommodating approach, such as Steadiness types. This can result in tension, as the D-types may perceive S-types as too passive or slow to make decisions.
• Influence (I): Influential individuals are sociable, enthusiastic, and creative. They thrive in a social environment and may find it challenging to work with Conscientiousness types, who are more reserved and detail-oriented. Misunderstandings can arise when I-types interpret C-types as overly critical or rigid.
• Steadiness (S): Steadiness types are known for their calm and patient nature. They prefer stability and harmony, which can clash with Dominance types’ assertiveness. The S-types may perceive D-types as too aggressive or intimidating, leading to anxiety and disengagement.
• Conscientiousness (C): Conscientious individuals are analytical, precise, and value accuracy. They may experience tension when working with Influence types, who are more spontaneous and less detail-focused. C-types may view I-types as careless or disorganized, while I-types may find C-types overly cautious and unyielding.

How DiSC Can Improve Team Culture

Recognizing these personality differences is the first step towards improving team dynamics and fostering a more inclusive and effective work environment. As a manager, you may want to incorporate one or more of the following strategies:

• DiSC Workshops: Conduct DiSC workshops for your team to increase awareness of different personality types and their strengths. Understanding that diversity in thought and work styles can be an asset rather than a liability and can transform how team members interact with one another.
• Effective Communication: Teach team members how to adapt their communication styles to better connect with colleagues of different DiSC profiles. For instance, D-types could learn to be more patient and inclusive, while S-types can work on asserting their needs and ideas.
• Conflict Resolution: Equip your team with tools for resolving conflicts constructively. Make it clear that disagreements are natural, and encourage open and honest conversations that lead to solutions. The DiSC framework can provide insights into why conflicts occur and how to address them effectively.

Be a Role Model for Transparency and Accountability

As a manager, you play a pivotal role in fostering a culture of transparency, accountability, and productive conflict resolution within your team. By embracing the DiSC framework and modeling the desired behaviors, you can lead your team by example. Here are 3 ways for you to do this. 

First, take a DiSC assessment and understand how you show up at work. Then, share your DiSC profile with your team and explain how it influences your leadership style. Being transparent about your own strengths and weaknesses creates an environment where team members feel comfortable doing the same. This openness can help eliminate judgment and reduce tension. 

Second, show that you embrace accountability for yourself and your team. Set clear expectations and hold the team accountable for their actions and commitments. Recognize and celebrate successes, but also address shortcomings and provide guidance for improvement. Encourage your team to do the same for each other. It’s not healthy for the team to just wait for the manager to step in where accountability is concerned. 

Third, show your team that disagreements can be opportunities for growth. When conflicts arise, model the behavior you want to see in your team by facilitating constructive discussions and guiding them toward resolution. Encourage open dialogue and ensure that each team member feels heard and valued. Productive conflict is just the quest for truth: what is really going on and how you solve the problem. 

Conclusion

In today’s diverse and dynamic workplace, recognizing and addressing dysfunction within your team is vital for success. The DiSC personality assessment can be a valuable tool in identifying the impact of personality differences on team dynamics and help you create a more collaborative and inclusive work environment.

We’ve all experienced personality differences at work, and most have witnessed the fallout that can occur. We are all wired differently. The key is to understand the differences so you can work better together. By utilizing DiSC workshops, promoting effective communication, and emphasizing transparency, accountability, and productive conflict resolution, you, as the manager, can play a pivotal role in transforming a dysfunctional team into a highly functional one. Remember that the power of diversity, including thought and work styles diversity, can be harnessed to enhance your team’s performance and innovation.

Are you ready to improve the dynamics and boost the productivity of your team? Brilliant People offers leadership development programs that incorporate the DiSC framework to help you create stronger, more effective teams. Contact us today to learn more about our services and how we can support your organization’s growth and success.

The Culture (R)evolution Starts With YOU!

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Your Personality at Work

“Thaw with his gentle persuasion is more powerful than Thor with his hammer. The one melts, the other breaks into pieces.”

– Henry D. Thoreau  

The art of persuasion is an important skill in a manager’s tool kit.  A successful manager doesn’t just direct and delegate. It’s not like writing a sequence of code and then letting the computer do the rest. Managers must also be able to make suggestions to others in a manner that ensures they are heard, and they need to be able to rally the team around goals and objectives. To do so, they must first connect with each team member on a basic level by taking into consideration their individual needs.  

This isn’t about “The Golden Rule” because treating others as you would want to be treated will only take you so far. Therefore, a better approach is understanding the needs of the person you’re engaging with and then working to connect with them based on that information. We’re all wired differently, so when a manager focuses on what resonates for each team member, they have the power to strengthen those relationships. And stronger relationships lead to higher engagement, productivity and a sense of belonging. 

What Gets in the Way 

The problem is that typically, humans approach a given situation with only their own needs in mind, which can shut down communication before it has even begun. For example, when in a crisis, heated argument or stressful situation, emotions often take over. Rational thought and logic flee the scene and what is left is a first instinct that is often wrong. Take this scenario, for example: Imagine a coworker who is hard charging, going 90-to-nothing most of the time vs one who is slow to respond because they take ample time to process before they respond.  One is a “ready, fire, aim” type, while the other might be more like “ready aim, aim, aim.”  

Without proper understanding of each other’s personality type, team members will have a hard time working cohesively, and possibly even be offended by each other’s behaviors. But when we take the time to understand what inspires others or what shuts them down, we can use the art of persuasion to influence our work relationships for the better and meet management goals. All it takes is a few minor tweaks in a manager’s approach to the different personality types.  

Persuasion Techniques 

The ‘D’ type personality is motivated by competition and achievement. They often take charge because they may be questioning whether the other teammates want to win as much as they do. This competitive nature and desire to be out front often makes them look like natural born leaders. And, because others tend to look to them to lead, having a ‘D’ type personality on your side might be to your team’s benefit. When needing to use persuasion, remember to focus on their needs. The ‘D’ personality needs to know what’s in it for them.  Share any benefits that will affect them personally. They won’t want a lot of detail, just the over-arching picture, and if they need more, they’ll ask.  

The ‘I’ type personality is very people oriented (vs task oriented) and are naturally gifted in influencing and persuasion. Teammates are often drawn to their enthusiasm and optimism, so a manager should look to get the ‘i’ type on board. They can be instrumental in helping the rest of the team get excited or at least willing to tackle the next project, goal, or other things coming down the line. To encourage them to get on your side, you’ll need to first meet them where they are. The ‘i’ type needs to verbally process and they are emotionally expressive. So, take the time to hear how and what they’re doing before trying to persuade them to your ideas. Let them feel your approval and appreciation and don’t give them too many details as it might be a bit too much to take in. They’ll fill in the gaps where needed with their own creativity so be willing to allow some of that. 

The ‘S’ type personality is a great collaborator so persuading them to be a part of the team won’t be difficult. They naturally want to support others. But if you’re asking them to change how they do things, you’ll need to tread carefully. The ‘S’ type feels threatened by change. They may nod their heads and smile in the face of confrontation, and then refuse to change their tactics when you aren’t looking. They aren’t intentionally trying to sabotage your plans, but this is a key reminder of why it’s super important to use the art of persuasion to help the ‘S’ type feel more comfortable. This means that if possible, use the BYAF technique that tells them they have a choice. According to a 2013 review of 43 research studies and 22,000 participants, using the ‘but you are free’ (BYAF) technique doubles the chances that someone will say ‘yes’ to a request. The psychology of allowing the other person to make a decision on the subject you’re discussing makes them more likely to agree with you. 

The ‘C’ type personality looks at the world through the lens of logic and analysis. They want as much data as possible before they make decisions because they want to be as accurate as possible. They are extremely valuable on a team because of this but they often don’t really like to ‘team’. They just want to be left alone so they can complete their work in silence and control the outcome. If a manager wants to win them over or encourage them to take the lead on a project, they need to come to the table with data. The more the better. This might come in the form of recent survey statistics, research studies, or logistics. Anything that shows what you’re asking them to do is valuable and valid. And then be prepared to answer all their questions. This isn’t because they don’t trust your plan, they just want to clarify exactly what you mean and what you want from them.  

Trust on a Team  

“Progress happens at the speed of trust.”

– Stephen M. R. Covey 

When managers take the time to get to know the different personality types on their team, the act of persuasion will be much easier and responded to more positively. In addition, managers that endeavor to communicate with their teams in this personalized manner will build relationships founded on trust and respect. And trust is the cohesive team’s superpower. Teams with high trust communicate and collaborate more effectively than those without trust.  

Sadly, some still view the idea of ‘trust’ as a poor alternative to productivity. The truth however has been revealed by Accenture, who’s research shows that when trust drops by a mere 2 points, EBITDA is compromised and decreases by 9.8% (global average)!! Therefore, trust or the lack thereof can seriously impact the bottom line, and this is crucial for managers to understand. Without trust, it’s difficult to progress no matter how skilled a manager is in persuasion. 

Setting managers up for success is what we do at Brilliant People. Call us today for more information.  

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Your Personality at Work

We’ve all heard about personality tests and it’s likely we’ve taken at least a few of them during our career. From DISC to Myers Briggs to Tilt and The Enneagram, personality tests have been used to better understand character traits in the workplace for years. And they are still some of the best predictors of behavior.

However, these assessments are not best used as a stand alone product, although there are many organizations using them in just this way. Well intentioned people leaders (HR, managers, Learning & Development leaders or even individual team members wanting to up their game) think that taking the assessment is all that’s needed. But it can’t stop there. It’s much like the quote: Knowledge is power. The reality is that knowledge alone doesn’t bring power… A more realistic way of looking at it is: Knowledge applied is power. 

So, when organizations find themselves looking at the possibility of another assessment in hopes of bringing their teams together, what should they do? Well, what they shouldn’t do is assume the employee will know what to do with the information about themselves, much less how to utilize it for a better employee experience. If you think about it, leadership development is close to a $400 billion dollar industry worldwide and close to $200 billion in the US alone yet, a majority of these programs have failed to create the desired results. Why is that? Because a good many organizations aren’t willing to do the follow up work required to embed the information learned in a way that creates a common language among employees. This is the path to sustained behavior change. This is the path to true organizational health. 

With that in mind, the first step is deciding on the best assessment and training for the challenges you might be facing in your organization. From there, want to know the best way to help your people digest and utilize the information individually and collectively as a team? Keep reading as we lay out the issue from both sides of the management coin: the perspective of the manager as well as those developing them.  

Know Thyself  

First, let’s look at how an individual manager can take the information gleaned from a personality assessment and use it to become a better manager. Before you can understand others, you’ve got to understand yourself. Reviewing the results from your completed report and owning the parts that resonate is step 1. After that, bringing your direct reports together to share all team member results is step 2. Understanding how each individual affects team dynamics is crucial and opens the door for conversations around how everyone on the team is wired.                

For example, what motivates one person may shut another person down. And, the emotional needs of one are likely the complete opposite of another’s. In fact, unfulfilled emotional needs at work are one of the biggest contributors to poor performance and engagement. So, a crucial step in the process is to explore the results of your team’s assessments together, looking at them from all angles to understand the people who work for you and allowing them to understand everyone else on the team, including you. As a manager, your willingness to be open and honest with your own results, is the foundational step toward building trust on the team. From there, it’s a matter of finding ways to keep the conversation alive. Include an icebreaker at the start of your weekly meetings that is based on information gleaned from the completed results. Encourage people to revisit the information weekly or monthly. Challenge them to consider areas for improvement based on their assessment results. Creating opportunities to purposely and mindfully use the information will continue adding to that foundation of trust. In addition, it will encourage effective communication skills along the way. That should be the long-term goal.

Challenge for the Manager Who’s Large and In Charge: 

• What can you do to help your team implement the information so that it becomes a common language embedded in your overall team dynamic?  
• How can you lead by example as a manager?

A Growth Plan For Managers

When we think about the people responsible for an engaged workforce we may immediately lay some blame on the managers. We’ve likely all had a manager at some point in our career that we felt was the cause of our own personal hell. In some situations, it might have even been true, but the responsibility isn’t typically only in a direct manager. It also lies with those who develop managers. As you may have witnessed (or possibly had this happen to you), sometimes individual contributors get elevated into management positions they just aren’t ready for. In our current post pandemic environment and on the heels (or possibly still fully in the middle) of The Great Resignation, some companies just need warm bodies to fill the void that is happening from a mass exodus. We get it. You’ve got to do what you’ve got to do, even if it means elevating someone who’s not yet there. But, elevating someone to a management position should only be the beginning of their journey. Organizations have to do better at empowering emerging leaders with the skills necessary to manage others to success.

Unfortunately, a lot of organizations don’t have any follow through when it comes to learning and development. They think a “one ’n done” deal is going to do the trick and when it doesn’t, they blame the training or program, rather than realizing that they didn’t support the system. For sustainable change to occur, you have to provide opportunities for employees to keep these Learning & Development conversations alive in the organization, creating a common language for the entire staff. 

Which brings me to another issue: the assessments being used. When teams within an organization are not learning the same language, it might be something akin to the Wild West. You’ve got a bunch of teams all out for themselves, and not for the greater good of the company! 

Leadership needs to decide a path forward and get the buy-in from their teams so that each team is getting the same information, and applying it in the way that works best for  their teams. All while speaking the same language. Without buy-in you’re just checking a box for giving the assessment and assuming that employees

will (1) want to dig into the information they get from their completed reports, and (2) be compelled or even understand what to do with the information.  A leader should never assume the information learned through the assessment will be ingrained in the employee’s mind immediately.  

Growth Plan Challenge:

For true, sustainable behavior change, the information gleaned through the personality profile needs to be woven throughout the organization, in a variety of ways. 

• Encourage managers to understand the individual dynamics for each of the personality types on their teams, starting with their own. When people know who they are in the mix and why they show up the way they do (from their natural wiring to life experiences), it often opens a door of possibility. It creates some ah-ha moments in an individual, allowing them to get to that next level – actually caring about why someone else shows up the way they do and wanting to learn more about that.
• Inspire managers to make space for empathy. When they have learned who they are and who others are on their teams, as well as why they show up the way they do, empathy around those differences goes a long way.
• Motivate managers to use their teams completed reports to have more effective interactions with their direct reports, teammates or even their boss. The information included in these reports can be the game changer in an effort to level up their relationships at work both horizontally, as well as vertically. 

Conclusion:

Personality assessments have been around for years and will continue to evolve allowing us to better understand character traits in the workplace. The trick will be to pair them with appropriate training that solidifies the information gleaned through the completed report. 

Well intentioned leaders who use them as stand alone products do their employees and the organizations they work for a disservice.  The information has to be embedded in the fabric of the workplace, creating a common language for all. So, how does that happen?

Organizations have to be willing to provide ongoing follow up that embeds the information learned in a way that creates a common language among employees. The path to sustained behavior change really is that simple. 

As a manager, or a leader developing them, remember these strategies for building cohesive, collaborative teams.

1. One off training sessions don’t work and usually just end up irritating employees because it takes time away from things they feel need to get done. Providing assessments and training around a given challenge, helping them understand who they are in the midst of that challenge, allows them to see how they might play a part in the solution. 
2. Never assume that learning of any kind will be ingrained in your employee’s minds after one exposure. For sustainable behavior change the information must be woven into conversations across the organization on a continuous basis. 
3. Get into the habit of reflecting on the different personality styles of your team as a group. How do they solve problems?  What motivates them?  How do they respond to conflict? 

At Brilliant People, we are constantly striving to bring fresh solutions to the complexities of human interaction. Call us for a quick chat. We’d love to help you navigate your way to sustained organizational health.

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Your Personality at Work

To build a cohesive collaborative team takes time and effort. As managers, we have to know that just assigning a group of people a common project and calling them a ‘team’ in no way ensures that they will function as one. Teaming well requires soft skills like communication, problem solving and leadership as well as emotional intelligence. Those aren’t always skills we’re born with but they can definitely be learned. 

The learning process is easy. It’s being fully committed to the process and ultimate outcomes that is most important. We’ve narrowed it down to 5 steps for a cohesive, collaborative team. Follow these steps and you’ll be well on your way to creating team dynamics that work, allowing more success in individual teams that ladder up to the overall organizational wins!

#1 Get To Know Your Teammates

This sounds so simple, almost yawn-inducing simple. But honestly, what are you doing to actually get to know the people you’re working with? 

We’ve all got a lot on our plates but maybe all that’s needed for starters is taking the time to do a bit more than just saying hello. Ask how they’re doing and actually wait to hear their response. Pay attention to whether they’ve got photos of kids on their desk and ask their names, or what they’re into. Maybe instead, they’ve got photos of a four legged friend. Chat them up about it. Animals are a great way to connect because people LOVE talking about their pets! 

Do some covert question-asking to see what their favorite coffee drink is and then surprise them with one. Finding out if someone on your team is a coffee catch up or happy hour kind of person can be super helpful and make for great opportunities to get to know them better outside the office. Sometimes, even if you’re not in the mood for a chat, asking a simple question and just listening is all someone else needs to feel that sense of belonging. It really does go a long way.

#2 Build Trust Through Your Actions

When people hear phrases like “trust building” in the context of work, visions of ‘trust falls’ pop into their heads and that doesn’t always leave a great impression. They think: No way! That is such a waste of time and I’ve got too much on my plate!” Well, we’re right there with you on the trust fall, but we know that building a foundation of trust is the #1 most important thing companies can do. 

Historically, it’s been really challenging to quantify the benefits of having better trust in the workplace. We all know we need to trust our colleagues and company leaders, but it’s been hard to quantify and connect the dots between what that does to things like earnings, profit and financial KPIs. But, we have to remember: the question isn’t if a company will deal with a trust issue, it’s when. So, thankfully, Accenture completed a study a few years back and the findings were incredible. The research determined a connection between things like trust and EBITDA. And guess what they found?? 

WHEN TRUST DROPS BY 2 PTS, EBITDA IS COMPROMISED AND DECREASES BY 9.8%

What does this mean for your company? It means your revenue is at risk if you don’t have a solid foundation of trust throughout your organization. The impact of trust on a company’s bottom line is a big deal and one every company should be thinking about. 

As we’ve said before, vulnerability based trust is the key. Be authentic. Understand who you are in the mix so you can better understand who others are. It’s a simple process, you just have to be dedicated to the outcome. And, understanding how a lack of trust affects the company’s bottom line may give some incentive.

#3 Be Accountable

When there is clear communication, accountability comes more easily. And, I’m not talking about top to bottom accountability. I’m talking about peer to peer. If you’ve got a clear line of communication, and everyone is on the same page about expectations, then you have a road map for how to show up, the work that you do, and the outcomes the team is seeking. Which means, being accountable is three fold: 

• we need to be accountable to ourselves 
• we need to be accountable to the commitments we make to others 
• we need to hold others accountable as well

When we talk about holding ourselves accountable, that can start with something as simple as: do what you say you’re going to do, whether it’s showing up on time or turning something in when you say you will. Those types of actions go a long way in communicating how you really feel about the team and your responsibility to it. It also gives your teammates an idea of what you think about them. I’m sure you’ve heard it before, but the person who is constantly late is basically saying they don’t respect the other person’s time. Being confronted in the moment with “I don’t feel like you respect my time when you show up late to meetings” may feel super aggressive. And, your first thought may take you back to 3rd grade when you told someone “you’re not the boss of me!” However, I’d venture to guess that a little self reflection would tell you: they’re right! Whatever the reason for being late, it was obviously more important than showing up on time. 

On the flip side, if holding a teammate accountable falls on you, my guess is that you’re likely thinking “Why do I have to be the one to show them where they’re going wrong…? This is NOT my responsibility!” Well, if this is you, you may need a reframe. Part of having healthy team dynamics is being able to hold each other up, which involves a willingness to out the situation when a teammate isn’t holding up their end of the bargain. If they’ve committed to some action or some type of behavior, but they aren’t following through, that’s an open invitation for a heart to heart. As hard as it is to be the one to instigate it, and possibly harder to be the one who receives the feedback – this is exactly what organizations need in order to create truly cohesive, collaborative teams. 

#4 Focus On Team Results, Not Personal Results

We’ve all got our daily tasks and weekly goals that we have to keep front and center for the overall success of the organization, but it’s a real problem when you’ve got a lone wolf in the mix who is only out for #1! If you’re in this situation, take the time to discuss what “team commitment” actually looks like. Ultimately, it comes down to decisions and actions that serve the greater good of the organization. 

If you are the lone wolf constantly shutting others out, not allowing collaboration or input of any kind to muddy the waters of your solitary strategy you are creating derision and division in the team. This will never be in the playbook for creating cohesive, collaborative teams. Instead, remember that old adage: There is no ‘i’ in team. It still holds true. Allowing others to be part of your process improves the final outcome on so many levels. The workload is spread out, amazing ideas are generated by bringing other voices into the mix and the end result is so much more fulfilling.

#5 Show Appreciation 

When we let others know how much we value their help it really goes a long way. More than 35% of employees consider lack of recognition of their work as the biggest hindrance to their productivity according to a recent poll by Tjinsite, a division of TimeJobs.com. So you can see, everyone needs to feel appreciated, but we are each moved differently when it comes to how it’s shown. Picture this scene: One of your teammates has been responsible for pulling together a really important client event for the company. Time and again this person comes through, working overtime, putting their heart and soul into the outcome, but when you pull them into a large group gathering to present them with a thank you card and a round of applause, they look like they might throw up. And, you’re left wondering what went wrong… 

We are all wired differently. For some of us, we want a standing ovation every time we have a win (big or small). And, then others of us are mortified at the thought of being publicly recognized. Some may just want a pat on the back and a thumbs up, and it’ll carry them through until the next win which takes us back to #1! If we get to know our people, we know what they want and what they need. A little creative investigation goes a long way and then allows you to show how much they mean to the overall team dynamics in the way they need.

Conclusion:

We know it takes time and dedication to build cohesive, collaborative teams. As managers, we have to ensure that every person on the team is dedicated to the process of taking their communication, problem solving and leadership skills to the next level, while also throwing a little EQ into the mix. When you take these five steps and consistently implement them into your team processes the results are amazing. You can’t help but have cohesive, collaborative teams as a result. 

If you need help creating cohesion on your teams, call us. We’ve got a brilliant plan for guiding teams through the right steps to keep them on their path to success!

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Your Personality at Work

5th installment of a 5 part series:

YOUR PERSONALITY TYPE AND STRESS RESPONSE  

Read Part 4!

Meet Brilliant Billy

As a Conscientious personality type, Billy’s real strength as a workmate is his aim for perfection. When he does something, he does it right. He’s deep and thoughtful, serious and purposeful and even (at times) prone to genius. Billy’s talents also lie in his creative abilities, which means he’s great to have in a brainstorming session. He can also be self-sacrificing and sensitive to others. He takes other’s feelings into consideration even when they’re not around to speak for themselves. 

Morphing into Back Down Billy

On a typical day, Billy needs a good balance of space and silence to be his best at work and at home. Unfortunately, he’s still having to work remotely which isn’t conducive to supporting these needs. Working from home has been really challenging for him. And, although for the most part, he’s settled into a routine, he’s finding it difficult to connect with his team and manager. 

To top it off, when Billy needs support, he isn’t likely to ask for it. Instead, he prefers to  go it alone, so he can control the outcome. The problem with this is it takes teamwork to make the dream work. And because Billy is primarily working from home, it’s hard for those he works with to recognize the signs that he may need some support. 

Billy’s New Normal

Though Billy has pretty much adapted to his new normal the pandemic is still an ever present threat.  And, splitting his time between working from home and going into the office isn’t helping, especially with his penchant for perfection. The ambiguity around what that’s actually going to look like is making his anxiety worse and he feels like his head might explode. His need for perfection is not achievable, and Billy feels himself begin to descend into total chaos. 

With this much stress building up, his awesome attributes are about to take a leap right out the window. Under stress and emotional duress, he becomes an altogether different person, shutting down and going into avoidance mode. This way of dealing (or NOT dealing) with stress doesn’t help Billy at home or at work.

It’s Time to Give Billy Some Attention

Billy’s normal M.O. is an aim for perfection but this situation is far from perfect.

So what’s a guy to do?

If you are feeling a kinship with Billy, try these tips on for size:

1. Adjust those perfectionist expectations. Recognize and verbalize that things aren’t “business as usual” right now and focus on what you can control and affect. That includes keeping those emotions in check and being aware of how you’re showing up for your coworkers. This will even come in handy for those loved ones you’re currently sharing your living/workspace with. 
2. Give more praise and less criticism because, come on, there is enough of that in the world right now. Instead, channel your inner empathy. This will demonstrate how much you value others. And it will build up others, creating general feelings of positivity and wellbeing. 

If you live or work with a “Billy”, support his need for control and structure amidst the chaos. The simple act of respecting his time can go a long way in bringing his brilliant side to the surface. Preface a conversation with “Is now a good time to talk?” and in this way, help him prepare for a purposeful, productive and positive discussion. You can also offer to help when you see that he’s overwhelmed. He may not take you up on it but the fact that you offered, will go a long way with him.

Moving Forward as a Billy or With a Billy

As you’ve discovered throughout this series, personality plays a big part in how we show up in the world. And it directly relates to the behavior we exhibit when stress and pressure are just too much. If we were Tom Hanks living on an isolated island with only Wilson to talk to, this wouldn’t be a problem. But that’s not how we live and operate. When our personality bumps up against someone else’s in a not-so-friendly or unhealthy manner, there will be negative consequences for both parties. And this type of thing could happen several times during a typical day even under the best of circumstances. 

Being confined to your home with your family, figuring out how to work remotely, and not knowing what the future will look like, makes for some major stress. Our human need for immediate release may cause us to act out by barking orders, yelling, giving in or avoiding. Or we may find ourselves on the receiving end of one or more of those responses. 

We all know that sometimes maintaining your own brilliant self is easier said than done. And this has never been more true than now. The world we are living in may require some serious adjustments from all of us, so take a deep breath and just do your best. Remember that as we cautiously navigate life during this pandemic, we need our relationships at work and at home to remain on solid ground. Because that’s how we will continue to move forward. 

The future will be what we make of it, so if you’re ready to get the personality development training your team(s) need, contact us today. 

The Culture (R)evolution starts with you! 

You can also keep up with us here to receive insights, tips and relevant ways to connect through personalities, employee engagement, leadership and more.

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4th installment of a 5 part series.

The Steady personality type under stress will often dig their heels in and stick to their old routines. They need a stable environment and are very reluctant to confront change and conflict.  If they feel that their environment is in danger of change or that they have to engage in conflict, the Steady will typically avoid the situation and potentially hold a grudge. Take Brilliant Belinda for example.  

Brilliant Belinda tends to be introverted and wants her life to be calm and predictable. She prefers to move at a steady pace, taking things gradually and implementing them. Belinda doesn’t like personal confrontations or difficult conversations, but she is really good at mediating for others. She also really dislikes change. She prefers to get into a groove and stay there. Brilliant Belinda embodies the old saying, “slow and steady wins the race.” 

Under Stress Brilliant Belinda Becomes Begrudging Belinda 

Belinda has had to navigate a lot of changes over the last year because of the Coronavirus. She’s a writer and has always loved the flexibility of working from home. She likes the quiet and she doesn’t have officemates to distract her. However, her roommate, Kelly, is now having to work from their apartment too. Kelly took over the kitchen/den area leaving Belinda with nowhere but her bedroom to work. Belinda agreed to the arrangement, but now she’s not happy about it.

Kelly spends all day on conference calls walking around and talking loudly. And the lack of silence is driving Belinda crazy. She doesn’t like being cooped up in her bedroom, or having to listen to Kelly’s phone calls all day. I mean, she’s trying to come up with a storyline for Pete’s sake! Belinda’s stress level is climbing and she’s having difficulty expressing her feelings because she thinks it will create conflict with her roommate. Outwardly, she seems fine, but inside she’s starting to boil, as Begrudging Belinda takes over for Brilliant Belinda.

Belinda wants Kelly to notice that she’s not happy with the situation and to offer to do something about it, but she seems to be completely unaware. And Kelly comments all the time, on how great it is to work from home! Yesterday, Kelly was on a call til 7pm and Belinda felt like a prisoner in her own home.  She was so angry that she left the apartment without saying good-bye and slammed the door behind her. 

Tips For The Steady & Those That Work With Them

The Steady personality type is normally even keeled and all about collaboration, but when stressed out, they can go quiet. They crave peace and are unsettled by conflict. The reality though, is that everyone should be able to share their feelings in a way that allows for issues to be solved diplomatically and effectively. So, if you are a Steady type, remember that holding onto frustration or anger is just delaying a future explosion, and one that you won’t be in control of. Taking the time now to express yourself calmly will help to prevent this from happening. 

If you live or work with a Steady, remember that they are incredible team players and want to be a part of the solution, not the problem. So, encourage them to speak their mind and then give them thoughtful feedback that shows you respect their thoughts and feelings. We can all work together to keep a Brilliant Belinda from becoming a Begrudging Belinda! And if you or your team needs a little help navigating the personality waters, reach out to us today. 

The culture (r)evolution starts with you!

Next Up: The Perfect/Conscientious Personality Type Under Stress

This post was originally published on April 26, 2020.

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Read Part 2!

 The Influencer under stress is not a pretty sight. Take Brilliant Betty for instance. Betty is extroverted, loves people and is terrific at bringing people together to support a vision, mission or project. She needs to feel liked and accepted, so she seeks out opportunities to receive attention from others. Now this attention isn’t a ‘nice to have’ for Betty. It’s an emotional need that’s like oxygen for her.

Now Betty is a ton of fun to be around, but meeting deadlines are often a challenge for her. And she often underestimates the amount of time required to finish her work.

Betty also struggles with formal structure and organization, preferring a more free flowing environment. In a perfect world, Betty would funnel all her natural Influencer talents toward her team or family goals. She’d create a plan and rallying cry, gather everyone’s support, and then cheer them on with her endless positivity. 

But the reality is it’s not a perfect world. Stress and structure infiltrate her daily life, and she’s still having to work remotely due to COVID-19. She likes having her husband and kids home with her because she’s such a people person. But the work dynamic is real struggle. She’s been assigned to a new team and she’s never met them in person! Brilliant Betty feels isolated from her office peeps and it’s causing her cheerful, friendly outlook to disintegrate.

She loves the little office oasis she’s created for herself at home. But without friends to chat with, the constant affirmation from her in-office fan club, a physical boss to keep her coloring inside the lines, and having to figure out how to interact with a whole new team is stressful. Her kids seem to need something all the time, and her husband is no help. He’s locked in his office on calls all day. She was so stressed yesterday that she yelled at her kids and one of her teammates. In the blink of an eye, Brilliant Betty transformed into Ballistic Betty.   

Helping the Influencer Under Stress

It may seem strange, but under a lot of stress and pressure, the Influencer can go into attack mode. When this happens to Betty she knows she’s out of control and that acting inappropriately is a lose-lose situation for everyone involved. So how can Brilliant Betty maintain a sense of balance and safeguard herself and others from her ballistic alter ego? Here are three simple tips to give Betty a P.A.T. on the back and help her stay on track.

P: Positivity

The Influencer needs to feel accepted and so they require a lot of positive feedback. Check-in with them often and remind them of their value within the team. This will be helpful especially during stressful times when they may be more talkative, expressive and attention-seeking. 

A: Assume Responsibility

The Influencer is often the ‘idea’ person on a team because of their creativity. However, they often fall prey to disorganization. This is especially true when they take on too much. Disorganization can lead to stress and you now know what can happen to Betty when she’s stressed. So help the Influencer stay organized and on task with a process called “time blocking”(https://www.wikihow.com/Time-Block) or Trello boards (https://trello.com). These methods are more visually appealing and interactive than a regular calendar. Plus they’ll help the Influencer make full use of their time. That way they can complete all of their projects, assignments, and tasks.

T: Talk

If you are an Influencer type and feeling stressed and vulnerable at work, it’s important to get to the bottom of what’s creating the stress. Talking to a manager or team member you work closely with is a good starting point. It’s possible that by outing the stressors, you can work together to come up with a better solution. You could speak with someone in HR or even a private counselor to air your feelings. Their objective response can help you create a plan for managing your stress.

Conclusion

Brilliant Betty and her fellow Influencers can be incredibly valuable team members. However, the influencer personality type under stress can derail their efforts and damage their relationships within the team. The key then, is to understand how best to work with the Influencer. This involves helping them feel like an important member of the team. Then make sure they have organizational tools that appeal to creatives. Finally, remember that the Influencer often needs to talk about their feelings in order to process them. Keeping Brilliant Betty from becoming Ballistic Betty is often as simple as lending an ear. 

If you’d like to learn how to work better with the Influencers in your life, contact us today. We provide personality development that focuses on understanding why we show up the way we do, and how to proceed productively with that information.

Up Next: The Peaceful/Steady Under Stress

This post was originally posted April 26, 2020.

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 Click to read Part 1!

The Dominant under stress can trigger problems on a team. They can make for a not-so-happy work environment on a normal day, much less under the type of stress caused by the pandemic. We’re coming out of that fog and moving toward a new normal, but there are still many stressors at play. Whether you’re working in the office, at home, or some mixture of the two, how you show up under stress matters. We believe it’s always better to be part of the solution rather than the problem. However, to do that, you need to understand the different personality types. Let’s jump into how the Dominant personality type can show up under stress.

Cal Under Stress

Cal is a natural born leader with lots of stellar qualities that make him an awesome guy to have on your team. He’s performance-oriented and self-motivated, and always looking for opportunities to win. And he has strong people skills, easily engaging and inspiring people to action. Cal’s “can do” attitude is also admired and appreciated by his peers. He’s the guy who steps up, leads the charge and gets things done. Plus, Cal is great in a crisis. He’s not easily dissuaded once he’s got his mindset in “fixer” mode.

However, a downside to Cal’s dominant, action-oriented personality is that he can turn into Controlling Cal when under stress. And when this happens, he has a low tolerance for mistakes. Cal moves quickly and he takes no prisoners. If you can’t keep up, get out of the way. If he feels that a project that he’s working on is in jeopardy, he will take over. This is because he thinks that if he hadn’t had to delegate tasks to others, the project wouldn’t be in danger. And he’ll do whatever he feels is necessary to see it succeed. 

This manifestation of a Dominant can be difficult to collaborate with and even harder to take direction from. The result? The team dynamic suffers. When teammates feel as if they’re being treated like children, it causes hurt feelings. And negativity can breed gossip and disengagement.

From Controlling to Collaborative

At Brilliant People, we see another path for Cal. Stress is an inevitable aspect of most jobs, so preparing for it can be beneficial. One way to do this is to recognize that most teams have a mix of personality types within them. Each of the different personality types have unique strengths, and when they’re emotional needs are met, they perform optimally. It’s important to all personality types to be treated as if they matter, and to be listened to. So Cal should build this into his daily interactions with his teammates. He’ll be building trust and creating cohesion on the team. 

If you work with a Controlling Cal, help him show up differently under stress. First, Cal likes to move fast, so be prepared and organized as well as clear and to the point in meetings with him. When Cal is irritable he can be dismissive of others ideas. So come to him prepared. 

Cal expects everyone to operate at his level, but the reality is that we’re all different. Those differences create strong teams, so help him understand how you work best. Then, learn to speak up and hold your ground when it matters. Cal may not like it in the moment, but he’ll respect you for it. You’ll be helping him to learn to be a Collaborative Cal.

So whether you’re a Controlling Cal or you work with one, it’s crucial to learn to work with other personality types. You can do it by learning to observe each other’s differences and seeing the possibilities there for better teamwork. And if you’d like your team to engage in personality development, get in touch with us today. After all, the culture (r)evolution starts with you!

Up Next: The Influencer Under Stress

This post was originally posted April 26, 2020.

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Your personality’s response to stress is important to understand, especially as it pertains to your work life. Think about it. We spend one third of our lives at work. And our work or work environment often causes us stress. This has been especially true over the last year and a half as we’ve had to deal with all the change at work, risk of getting sick, and isolation. 

We all respond to stress differently and that’s because of our differing personality types. Each of the four major personality types have particular stressors and stress responses. So, understanding how your particular personality type reacts to stressful situations is important. Not only will this allow you to manage your own behavior, but it will also allow you to set an example for others to do the same, and potentially help them manage their stress as well. But first you need to understand stress, in general.

STRESS AND THE BODY’S RESPONSE

Stress is just the body’s response to pressure. However, left unchecked, it can make us feel frustrated, angry, or nervous. This could be the result of a single event like an argument with another person, or a chronic condition like a demanding job. And for a lot of people, stress can result from uncertainty and ongoing disruption. In fact,

• 46% of workers are stressed from their workload
• 28% are stressed over people issues
• 20% are stressed over work life balance
• 6% are stressed about job instability

And when our minds are under stress, physiological reactions occur in the body. This is because our brain feels threatened. This prehistoric leftover is called the ‘fight or flight’ response. 

First, the adrenal glands begin to pump adrenaline into the bloodstream. Second, blood is redirected from the high-reasoning functions in the brain to our extremities. This prepares us to physically respond. And this happens unconsciously. This is just how our bodies instinctively respond to perceived danger. It makes sense then, that when we’re stressed, we often speak and behave in ways that we normally wouldn’t. And these response behaviors are largely driven by our personality type. 

YOUR PERSONALITY’S RESPONSE TO STRESS

Each of the 4 major personality types has unique stress triggers and responses. So, let’s take a look at how each of the styles behave under stress. 

The Dominant or ‘D’ style is stressed out by a real or perceived loss of control. When this happens a D type might respond by barking orders, acting like they’re in charge, or talking down to others to make themselves feel like they’re in charge. They don’t do this to be mean, they just feel the need to exert some measure of control, and/or release frustration.

The Influencer or ‘i’ style is a total people person and thrives on attention and feedback. These emotional needs can make working remotely quite challenging. Look out when their stress builds because they have a tendency to lash out and attack those in close proximity to them. 

The Steady or ‘S’ style  tends to move more deliberately than the other styles, which sometimes makes it harder to get started and pivot when change occurs. And this personality type often struggles to speak up, especially if they think it will cause conflict.  They’ll often acquiesce to other’s needs and demands without attending to their own.

The Conscientious or ‘C’ style is typically cautious and contemplative. They’re also logical and analytical. It’s important to them to be correct, and they want their work to reflect this as well. Not having enough time to complete projects is stressful to them as is having to deal with emotional people. And when under a lot of stress they tend to avoid the stressor and isolate themselves. 

A STRESS RELIEF TIP FOR YOUR PERSONALITY TYPE

It is impossible to eradicate all stressful situations from our lives. However, we can be proactive in how we go about tackling the resulting stress. 

• Dominant: Before you act like an autocratic and lose your credibility with your teammate or spouse, step away from the stress-inducing person or situation.  Take a few deep breaths and allow yourself to regain your composure. Then you can refocus on what really matters. And setting a timer to deep breathe several times a day will help you ease your stress throughout the day. 
• Influencer: You need people around you, so if you’re working remotely, it’s important to realize this. Make sure you take time to make phone calls and meet virtually with friends, family, and coworkers in order to manage your stress levels. If you’re able to work in an office setting, realize that your need for attention might cause others to steer clear of you. Remember that their needs are just as important as yours.
• Steady: You need predictability and this last year has been anything but that. Just realize that some change is inevitable, and so you need to create some coping mechanisms. Learning to talk about the things that are stressing you out is a must. Rely on a trusted person who will give you honest feedback and support. You may still need to find a new role or a new company but learning to speak up about what’s important to you is an important first step.
• Conscientious: You need time to analyze and plan, and not all situations allow for this. You can’t buy time, but you can manage it. Try spending some of yours meditating. Starting slowly (5 minutes at a time or less!) and being consistent will calm down your nervous system and give you mental clarity. You need both to handle stress. 

SUCCUMB OR MANAGE IT

Stress is an ever present part of our lives and so we either have to succumb to it or learn to manage it. The suggestions above are simple, but powerful ways to begin to manage how your personality reacts to stress. Putting these methods into practice will help you to respond better to the situations and people that pose a stress threat to you. And in doing so, you will feel better.  Plus you’ll be better able to handle future stress.

To learn more about personality types and managing responses to stressors, sign up to receive our 4 part series here. 

This was originally posted in 2020.

Next up: Part 2: The Dominant Personality Type Under Stress

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Building Resilience Amidst Uncertainty – Part 1

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