It’s important to understand how individual personalities contribute to a team dynamic. Skills are easy to find and qualified talent or strengths can be identified using various metrics for skills. But employers lack a way to evaluate the applicants’ ability to work with others in a manner that maximizes the team results.
Some personalities are complimentary, others are not. Some personalities, no matter their strengths or talents, just won’t work in certain teams or organizations.
The lesson: When you hire an employee, you are hiring an outcome. While we typically think of that outcome as being linked to tangible attributes, such as skills, knowledge, and experience, it is also directly linked to personality advantages. It is these personality advantages or disadvantages, however, that were the most difficult to evaluate.
What type of personalities do you need most? That depends on the advantages that are needed to perform in the job function. What personalities do you need least? Same answer. Many times, you must rely on hunches or just plain guess. However, with the right assessment, you can find the right personality for the right task to make your leaders and teams most effective.
Power personality
You’ll recognize a power personality when people communicate with strength and authority. Do they tend to take control of a situation? Do they often speak in absolute terms? Do they come across as decisive?
Power personalities actively lead situations rather than passively sit back. They communicate and inspire with intensity. They get involved, and often command the direction of a group.
You’ll find they shape opinion and guide their peers; and they tend to confront problems to clear the path for progress. They’re able to quickly make decisions by weighing facts and opinions. They usually listen to the advice of others, but ultimately design the action plan.
Passion personality
Passion personalities quickly build rapport and relationships. They tend to have a wide social network. They do business by treating others like friends, or even like family. In a competitive environment, they can win the sale solely based upon their personal connection with the other party.
Is someone expressive? Do they often use vivid and emotional words? Do they use strong body language? These are hints that someone has a strong Passion Advantage.
Passion personalities are approachable, and, even in positions of control, are known for an unintimidating style. Their exuberance and honesty of emotion make them effective presenters of ideas and information. They’re able to adjust messages in real time based on the reaction of their audience. They use emotion to create emotion and inspire people to be advocates for them.
Passion personalities shine in face-to-face situations. They boost other team members’ motivation and build a team spirit.
Mystique personality
Mystique personalities have a talent for detecting subtle hints and analyzing details. Does someone prefer to stand back and observe rather than be in the spotlight? Do they carefully think through an issue before voicing their opinion? Do they remain unruffled under pressure?
Mystique personalities selectively choose what to reveal and share. They communicate selectively; and they present their ideas in an objective, factual manner. They enjoy immersing themselves in analysis and problem solving.
You’ll find that you have a hard time “reading” what they are thinking. They rarely show strong emotions and are able to remain calm in situations of mounting pressure.
As independent thinkers, Mystique personalities help your team avoid group think. Their keen observation skills and ability to hide their feelings are also formidable assets in negotiations.
Prestige personality
The prestige personality earns respect with higher goals. Prestige is ambitious and focused on improving the outcome. Is someone fiercely competitive? Do they have a keen eye for detail? Is good enough never good enough for them?
Prestige personalities instinctively seek consistent improvement and tangible evidence of their success. You’ll find they’re motivated by clear rewards and the respect of their peers.
In brainstorming situations, Prestige personalities tend to improve upon ideas of others instead of generating the big ideas themselves. In sales, they are usually able to persuade others to buy by elevating the perceived value of the sale, which makes the idea, good or service more enticing to the purchaser.
You’ll find they’re intensely focused on achieving excellent results. They never let standards slip. They motivate their team to raise quality standards.
Alarm personality
People with alarm personalities have a natural ability to handle the details and stay focused on outcomes. They usually approach tasks in a linear and rational way, focusing on concrete deliverables such as schedule and budget.
Does someone point out the downside rather than the upside of a proposal? Do they carefully ensure they don’t overspend? Are they meticulous planners?
As managers they set clear expectations and establish consequences for negative results. That’s how they create action and heighten performance.
Teams with a high ratio of passion or innovation personalities can often benefit from a greater use of Alarm to keep projects on track, to avoid mistakes, and get the job finished.
Innovation personality
Innovation personalities seek innovation and change (they were formally known as rebellion personalities). Irreverent and entrepreneurial, they help a group brainstorm new solutions.
Does someone like to challenge the status quo? Do they seem to enjoy starting a new project more than finishing it? Do they always come up with fresh ideas?
You’ll find they surprise you with unconventional ideas; and they may advocate an untraditional point of view. In sales they transform the humdrum into something that feels unique. By using their natural creativity, they keep the buying party interested—even in commoditized markets. Innovation personalities love experimenting and they prevent a company from going stale.
Trust personality
A trust personality creates familiar and stable patterns. They are dependable, and they follow through on what they promise. Does someone prefer to follow tried-and-true methods rather than experiment with new ways of doing things? Do they tend to follow routines? Do they look to the past for solutions?
You’ll find that trust personalities provide normalcy and comfort in chaotic environments. They carefully pay attention to detail, reinforcing consistency between expectations they set and results they deliver. You can trust that they always stay on message.
Trust personalities keep the ship steady. Drawing upon the group’s legacy, they keep traditions alive.
How can you use personalities to your team’s advantage?
Leaders will want to learn how to identify the personalities of their team members, so they can adapt their own style to support their team’s best work, as well as help different personalities better perform in their role. By mentally cataloguing contacts according to which personality each team member uses, leaders can gain a huge advantage in building rapport.
With this information leaders can call on the right person for the right task and avoid putting individuals in roles that they are at a disadvantage. For example, a mystique person is naturally unassuming and likes to stay in the background. As a result, he may be the best candidate for writing the script and developing the plan. A passion person, on the other hand, may find the preparation and script writing boring, but will excel in the presentation.
By knowing and leveraging the personality advantage of each worker, the team leader can build a better team and keep the employees happier and more productive.
