Issue 212, May 15, 2025
Most effective leaders have come up with a way to manage the range of personalities that make up their executive and managerial teams. Without understanding what motivates others’ behavior it leaves you prey to reacting and not being proactive in organizational and personal interactions. This may sound too simple and obvious, but we tend to hire and show favoritism to individuals who share our personality types. That may make daily interactions more frictionless but can lead to creating teams that are imbalanced and ineffective in terms of skillsets and perspectives.
Personal Preferences
We know a high-performance coach who has bypassed the traditional Myers-Briggs type of personality assessment by developing a set of behavioral preferences that people can actually remember. Take the test and identify which of the following descriptions best describes your preferences. Most of us are hybrids of the four sets but identify which is your primary preference.
You make l…
