Leverage Your Team's Diverse Personalities
Have you ever considered how having different ways of working can be seen as an inclusion initiative?
The way we work, or the way we think, structure and complete our work can be just as diverse as we are. Some of us may prefer to work in silence, whilst others prefer background noise or chatter to keep focus. Some of us prefer small teams, whilst others prefer independent work. This is another aspect of our experiential diversity that we develop as we grow and experience the workplace.
There is value in the diversity of our work styles as it is another aspect of allowing our people to be their authentic selves. Each style contributes a unique perspective to solving problems, achieving objectives, creation & innovation, and in making decisions. Understanding these work styles boosts community cohesion and encourages efficiency, safety and better interactions.
So how can we start to encourage, and look for, individuals with different working styles?
Start by being more curious about people’s different work styles
Give your people opportunities for both independent and team projects/assignments
Give your people opportunities to lead on decision-making
Leverage the work styles strengths of your team by regularly checking in on them
Ensure that the different working styles are represented on projects
Let’s take a look at a scenario where we see this in practice.
Mya and Daniel's Story
Mya was known for her creativity. She loved brainstorming new ideas, thinking outside the box and finding innovative ways to improve the team's customer experience. Daniel, on the other hand, preferred structure. He was analytical, detail-oriented and always considered the risks before making a decision.
When their team was tasked with improving a slow customer onboarding process, tensions quickly arose. Mya wanted to implement several new ideas immediately, while Daniel insisted they gather data and map out every step first. Frustrated, they initially viewed each other's approach as an obstacle. After an open conversation, they recognised that neither approach was wrong, just different. Mya's creativity generated fresh solutions the team hadn't considered, while Daniel's planning identified potential risks and ensured the changes were realistic and sustainable.
Together, they designed a new onboarding process that was both innovative and practical. Customer satisfaction increased, onboarding times reduced, and the project became one of the team's biggest successes.
Their experience was a reminder that diverse working styles don't weaken a team but rather strengthen it. When people value each other's strengths and work around their differences with emotional intelligence, better decisions and stronger outcomes follow.
The Spectrum of Personalities
Not only do we have differences in how we work, but we also have differences in who we are. Our personalities, personal values and internal motivators, and in today's interconnected workplace, building teams with diverse personalities is not just a trend but rather a strategic imperative.
Teams composed of individuals with different personalities bring a range of perspectives, skills, and ideas, which bring about an abundance of productivity. However, managing and harnessing the potential of diverse personalities requires a nuanced understanding of the secret to inclusion within these teams.
Some common personality types most seen in the workplace are:
The Leader – Confident, decisive and enjoys taking responsibility.
The Innovator – Creative, curious and enjoys generating new ideas.
The Analyst – Logical, detail-focused and data-driven.
The Problem Solver – Calm under pressure and enjoys finding practical solutions.
The Organiser – Structured, reliable and thrives on planning and processes.
The Supporter – Empathetic, patient and enjoys helping others succeed.
The Challenger – Questions ideas, encourages critical thinking and drives improvement.
From an emotional intelligence perspective, no personality type is inherently better than another. Every style brings valuable strengths, and can be supported by the other types. High emotional intelligence enables individuals to recognise these differences, adapt their communication, and work more effectively with a diverse range of personalities.
When people feel safe enough to be themselves authentically, this leads to a plethora of benefits for the whole team. By encouraging your people to express their thoughts, ideas, and concerns without fear of judgement. This establishes a culture of open communication which allows each personality type to feel valued and heard. This fosters a sense of belonging within the team, which is ultimately what we want!
Regular moments of connection, ‘thinking-out-loud’ sessions, and one-on-one check-ins provide opportunities to share perspectives. This open dialogue not only strengthens interpersonal relationships but also ensures that every team member, regardless of their personality type, feels integral to the team's success.
If you're thinking about how to further embrace and utilise your team's diverse personalities, start off with these questions!
Do I understand the individual strengths, preferences and motivations of each member of my team?
Am I adapting my communication style to meet the needs of different personalities, or expecting everyone to communicate like me?
Do quieter team members have equal opportunities to share their ideas and contribute to discussions?
When assigning work, do I consider each person's natural strengths and working style?
Do I value different approaches to problem-solving, even when they differ from my own?
How do I respond when team members challenge ideas or offer alternative perspectives?
Do I create opportunities for workers with complementary strengths to collaborate on projects?
Am I recognising and celebrating different types of contributions, not just the most visible ones?
When conflict arises between different personalities, do I help team members understand each other's perspectives rather than taking sides?
Would every member of my team say they feel accepted, valued and able to be themselves at work?
It’s proven that in an inclusive environment, individuals don't just coexist, they thrive! So let’s start being mindful that the inclusion conversation also means our personalities.
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