The four work styles are:
- Pioneers value possibilities, and they spark energy and imagination on their teams. They believe risks are worth taking and that it’s fine to go with your gut. Their focus is big-picture. They’re drawn to bold new ideas and creative approaches.
- Guardians value stability, and they bring order and rigor. They’re pragmatic, and they hesitate to embrace risk. Data and facts are baseline requirements for them, and details matter. Guardians think it makes sense to learn from the past.
- Drivers value challenge and generate momentum. Getting results and winning count most. Drivers tend to view issues as black-and-white and tackle problems head on, armed with logic and data.
- Integrators value connection and draw teams together. Relationships and responsibility to the group are paramount. Integrators tend to believe that most things are relative. They’re diplomatic and focused on gaining consensus.
The idea is that we understand our own work style and those of our team members. With that knowledge, we can learn and employ the “related strategies for accomplishing shared goals…Teams that bring these styles together should, in theory, enjoy the many benefits of cognitive diversity, ranging from increased creativity and innovation to improved decision making.”
“Once you’ve identified the work styles of your team members and have begun to consider how the differences are beneficial or problematic, you must actively manage them so that you’re not left with all frustration and no upside.”
The article goes on to explain three ways to do that:
- Pull your opposites closer.
- Elevate the “tokens” on your team.
- Pay close attention to your sensitive introverts.
Sounds like advice worth considering.
Read the full article at: hbr.org
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