Editorial
One of the most disheartening experiences I’ve faced as a full-time employee is not being seen and appreciated by leadership and management for who I am. I’m referring to my unique personality traits, my strengths and the ways I prefer to communicate.
Understanding the people within an organization is crucial for its success. Employees and teammates are the driving force behind any company, and to maximize their human potential, it’s essential to fully understand their personalities, strengths and communication styles. These elements not only affect individual performance, but also the overall culture, productivity and success of the organization. When leaders and managers make the effort to understand these dimensions, they can build stronger teams, foster better collaboration, and drive higher levels of engagement and innovation.
Understanding Personalities
Every individual brings a unique personality to the workplace, influenced by their lived-experiences, values and temperament. Recognizing these differences is essential for a harmonious and productive work environment.
Why Personalities Matter in the Workplace
Personality traits, whether introverted or extroverted, detail-oriented or big-picture oriented, influence how employees approach their tasks, interact with others and respond to challenges. For example, extroverted employees — who get their energy externally — might thrive in collaborative settings, while introverts — who get their energy from their internal sources — may excel in roles that require deep focus and solitary work. Managers who understand these differences can assign roles and responsibilities that align with an employee’s natural inclinations, which leads to higher productivity and job satisfaction.
A simple metaphor exercise helps demonstrate our personality preferences. Our natural inclination is to write with our dominant hand (right or left) — it’s not something we typically think about. I ask people to simply sign their name, like in the salutation of a letter or in signing a check. Then, I tell them to switch the pen, and try writing with their non-dominant hand. Nearly everyone can conceivably do it, but it may not be easy nor look very legible. It takes a lot of concentration and mental effort! In the same way, when people try to “change hands” and become a personality they’re not, perhaps even to fit into a job, it can be tiring and is unsustainable. Every individual personality type is unique. We should lean-into who we are, and never try to be someone we’re not.
Personality Assessments and Tools
Tools such as the Myers-Briggs Type Indicator (MBTI) or the Big Five Personality Traits can help organizations assess and understand their employees’ personality types. These assessments provide insights into how individuals prefer to work, make decisions and relate to others, offering guidance for leaders to manage their teams effectively. However, it’s important to avoid rigid labeling; personality assessments should be used as a framework or guide for understanding rather than a fixed definition of an employee’s capabilities or behaviors. In my professional experience, this “fixed” labeling is the source of so many concerns around the use, or misuse, of personality assessments in the workplace. Psychometric assessments should always be administered by a certified practitioner in that assessment who is equipped to provide clear and concise results along with useful and sustainable applications for employees and teams.
Related Article: How to Design Meetings That Work for Extroverts and Introverts
Identifying Employees' Core Strengths
Employees excel when their work aligns with their core strengths. A strength-based approach focuses on what people naturally do well, instead of focussing only on improving our weaknesses. This positive focus also taps into our own intrinsic motivation. Identifying and leveraging the strengths of every employee enables organizations to enhance performance, satisfaction and retention.
This understanding of different and complementary individual strengths came to light for me during a workplace conversation. I was working with a colleague on some new innovative education programs, when he told me, “please don’t ask me to do any of that creative brainstorming stuff. I hate doing that!” I said to myself, “I thought everyone loved brainstorming and devising new concepts, at least I do.” He went on to say, “I’m an engineer by nature. Give me something you’ve already brainstormed and created, and I’ll make it even better. I’ll take your concept and get it into a production plan with high-levels of efficiency, quality and sustainability. I get excited by living in a world of logistics and operations.” At that point, I realized I cannot do everything well on my own. I need to be part of a team with complementary skills and strengths to achieve high-performing benchmarks.
The Impact of Strengths-Based Leadership
Leaders who understand their team members’ strengths can better assign roles and tasks that maximize these strengths. For example, an employee who is particularly strong in analytical thinking, long-term planning and organization may be best suited for roles that require data analysis or strategic planning. On the other hand, employees with strong interpersonal skills may excel in client-facing roles or positions that involve relationship-building and team coordination. Employees who feel that their strengths are recognized and valued are more engaged, motivated and committed to their work, which drives their professional development, engagement and retention in turn.
Tools for Identifying Strengths
The Strengthscope Assessment is one of the best tools I use in my practice to identify strengths. It helps individuals identify their top energizing strengths and how to use them for personal and professional success by connecting with, and engaging, intrinsic motivations. Using this knowledge in strengths-based leadership not only improves individual performance, but also enhances team collaboration, as employees understand how their unique strengths complement those of their teammates. Gaining a solid understanding of employees’ personalities and strengths sets the foundation for better individual and team communication.
Related Article: The Power of Alignment: Fuel Employee Engagement Through Strengths, Purpose and Strategy
The 4 Main Communication Styles
Effective communication is the backbone of a successful organization. However, people communicate in different ways, and it is critical to understand these differences to foster collaboration and minimize misunderstandings. Communication styles can vary based on personality, strengths, lived experience and even cultural background. Below, are four main common communication styles to consider:
- Assertive Communication: Assertive communicators express their needs and opinions clearly and directly while respecting others. This is considered the most effective style for workplace communication, as it fosters openness and mutual respect.
- Passive Communication: Passive communicators often avoid expressing their thoughts or needs, which can lead to misunderstandings and unspoken frustrations. Leaders need to create a safe space for these employees to voice their opinions.
- Aggressive Communication: Aggressive communicators tend to dominate conversations and may disregard others' viewpoints, which can create tension or conflict in a team.
- Passive-Aggressive Communication: This style involves expressing frustration indirectly, often through sarcasm or subtle negative behavior, which can harm team dynamics if not addressed.
The Role of Communication Styles in Team Dynamics
Understanding the communication styles of employees helps leaders and teams navigate interactions more effectively. These styles can be mapped to personality type preferences and strengths. For instance, some employees may prefer detailed, written instructions, while others thrive in verbal discussions and brainstorming sessions. Tailoring communication methods to individual preferences ensures that messages are received as intended and minimizes the risk of miscommunication or lack of communication.
Moreover, recognizing communication differences helps teams work more harmoniously. Leaders can mediate potential conflicts by encouraging different styles to complement each other rather than clash. The key is to find these complementary styles and strengths. For example, pairing assertive communicators with more passive ones can create a balanced dialogue, ensuring that all voices are heard.
Related Article: Personal User Manuals, Team Agreements and Company Handbooks for Hybrid Teams
Put It Together: Integrating Personalities, Strengths and Communication Styles
Understanding personalities, strengths and communication styles isn’t about compartmentalizing employees, but about integrating this knowledge into daily operations, team-building and leadership strategies. Moreover, this creates a more inclusive environment as well as a more pleasurable place to work.
Improved Collaboration and Teamwork
When team members are aware of each other’s personalities, strengths, and communication styles, they can collaborate more effectively. They understand how to complement each other, compensate for one another’s weaknesses, and leverage individual strengths. This understanding reduces friction, fosters respect, and enhances overall team performance.
Tailored Leadership and Management
Leaders who understand these dimensions can provide more personalized support and direction. They can delegate tasks in ways that align with individual strengths and communication styles, provide feedback in a manner that resonates with each employee, and foster a culture where diverse personalities and perspectives are celebrated. Tailored leadership also builds trust, as employees feel understood and valued for their unique contributions.
Increased Employee Engagement and Retention
Employees who feel their strengths are being utilized and that their personal communication style is respected are more likely to be engaged and satisfied with their work. This engagement translates into higher productivity and lower turnover, as employees are more likely to remain in organizations where they feel valued for who they are and what they bring to the table.
Enhanced Problem Solving and Innovation
Diverse personalities and strengths often lead to innovative problem-solving. Teams composed of individuals with varying perspectives and approaches can tackle challenges from multiple angles, fostering creative solutions that may not arise in a more homogenous team. Perhaps greater outside the box thinking is introduced and more fully utilized. Understanding and valuing these differences creates a culture where ideas flow freely, and innovation thrives.
Related Article: Quantifying Innovation in the Modern Workplace
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Final Words
My experience has shown how critical it is to fully understand the personalities, strengths and communication styles of employees and teammates to build a cohesive, productive and engaged workforce. By recognizing and adapting to these individual differences, leaders can foster stronger collaboration, maximize the potential of their employees and drive organizational success. As businesses become more complex and diverse, especially with the use of generative AI, this understanding becomes not just an asset, but a necessity for long-term growth and success. Bottom line: employees want to be recognized for who they are (personality), how they do it best (strengths), and consistently know and believe they are heading in the right direction (communication).
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