How to Use Personality Types to Create Better Teams and Enhance Productivity!
Whether you work in a large corporation, a medium sized company, or a small “mom-and-pop” shop, personality plays an important role in your organization’s ability to accomplish your objectives and achieve results.
When you have a cohesive, highperformance team that works in your organization, you’ll witness greater job satisfaction, higher performance, and increased loyalty from your staff.
By understanding your employees’ personality types, you’ll be able to more effectively determine their areas of strengths; and more importantly, you’ll be able to align their job responsibilities with their specific skill set.
When your staff enjoys what they do, they’ll be happier in their positions and be more effective working in a team environment. They’ll be able to work together more productively to achieve the mission of your organization.
When it’s time to hire a new employee, you’ll be able to search for the type of personality that will best suit the specific job. You’ll have a good idea how they’ll behave and act based on the following criteria:
• Talents and natural abilities
• Management style that’s best for them
• Ways they communicate most effectively
• Their style of learning
• What motivates their performance
• Areas of possible weaknesses
• How they manage conflict
• How they deal with change
• How well they work in teams
When putting together team players in your organization, it’s important to have people with different personality traits that complement each other. You don’t want to have only leaders that are highly vocal and want to take charge of the team or, on the other hand, individuals who are silent contributors and get a lot of work done but may be afraid to speak up with their opinions.
You need a blending of personalities that can work together effectively and manage their particular part of the team.
Think of this like a sports team. For instance, football. Each person has their particular job...the quarterback is the leader and calls the plays. He directs the team into action.
There are also people that are the guards and they block and protect the quarterback and the ball carriers. They make the tackles that allow the running backs and wide receivers to run the ball to the goal. Each individual has his responsibility in the team and that particular job needs to mesh with his personality and particular strengths. It also needs to blend with the other members of the team.
So when putting together your team, you need to ask yourself the following questions to ensure that you’re creating a high-performance team:
1. Do the members of your team have the total skill set to meet the objectives of the project?
2. Will the team be able to work together in a cohesive fashion to accomplish its goals?
3. Will the team be able to communicate effectively to manage responsibilities, offer clear direction, keep everything on track, and handle set-backs, changing priorities, and other challenges that may come its way?
4. How will members of the team be able to handle conflicts, different work and management styles, office politics, and other work issues?
5. How will they be able to motivate each other, evaluate progress towards their goals, and determine when the project is complete?
A team with balanced personalities and one whose members communicate effectively with each other will be better able to work together to achieve the organization’s goals.
There are several different methods for determining personality types. Based on the Enneagram Personality Types, which we talked about last month, here are examples of how each personality type responds in the business environment.
The Nine Types in Business
Type One–The Reformer
Reformers are orderly and rational, offering sound judgment, and modeling responsible behavior. They tend to focus on details, improve processes and procedures, organize projects, and work efficiently and correctly. They offer assistance with others on ways to improve or be more efficient.
Type Two–The Helper
Helpers are very generous, and people pleasers. They offer assistance to others and like to be of service. They are good at networking and servicing clients. They help build cohesiveness and interpersonal connections in the team.
Type Three–The Achiever
Achievers are ambitious and very focused on performance. They are very image oriented and are concerned with their perception to the team. They appreciate recognition, and can tend to become workaholics in their desire for personal advancement. They serve as inspiring role models for others in the team.
Type Four–The Individualist
Individualists are very expressive artistic types. They can be selfabsorbed and temperamental. They need responsibilities that utilize their creative abilities so they can make their distinct imprint on whatever they do. When criticized they can become moody. They offer much creativity and intuition to the team.
Type Five–The Investigator
Investigators are perceptive, curious, tireless learners and researchers, particularly in specialized or technical matters. They are analytical and are preoccupied with the details of a project, sometimes with little regard to time constraints and relationships. They are visionaries and offer innovative ideas to the team.
Type Six–The Loyalist
Loyalists are engaging, likable, and responsible. They are reliable workers, building alliances and partnerships with their coworkers. They are self-reliant, independent, work well with others and are able to understand the dynamics of the group and potential issues that may arise. They dislike taking risks and want consensus from the team to proceed.
Type Seven–The Enthusiast
Enthusiasts are spontaneous, upbeat, impulsive, and scattered. They thrive on variety, excitement, and innovation. They’re able to get others to support their ideas and constantly look for new possibilities and options. Sometimes they become overextended and lack follow-through. On worthwhile goals they are highly productive and accomplished.
Type Eight–The Challenger
Challengers are powerful, decisive, self-confident, and confrontational– natural leaders. They have a clear vision of their goals and the willpower to make them happen. They are able to make difficult decisions and overcome large obstacles. They want control and find it difficult to delegate tasks or share leadership.
Type Nine–The Peacemaker
Peacemakers are easygoing, receptive, agreeable, like harmony among the team and avoid conflict. They are supportive and work well with others, but tend to avoid speaking up and can sometimes get angry. They are able to negotiate differences and bring people together in a very agreeable way.
Creating Your Team
There’s no special magic to building teams, but it’s important to look at the personality of your team members to ensure that you have the right mix of people to balance the team and enhance productivity.