Here's how you can tailor your leadership style to connect with diverse personalities in your team.

En mi experiencia me ayudó: Identificar las personalidades de mi equipo a través de: Evaluaciones de Personalidad con herramientas como el MBTI, DISC, o pruebas de personalidad. Observación y Escucha Activa: Observar cómo reaccionan ante los desafíos y cómo se motivan. Adaptar mi enfoque a su personalidad: Líderes Dominantes: Para aquellos con personalidades asertivas y orientadas a resultados, sé directo, enfocado en objetivos y conciso. Sociales: Para los más colaborativas, prioriza la comunicación abierta. Para quienes son más analíticos y meticulosos, proporciona datos detallados, sé claro en las expectativas. Líderes Apoyadores: Para los que valoran la estabilidad y el apoyo, sé empático, ofrece seguridad y reconocimiento frecuente.

To tailor your leadership style, there is no substitute for knowing your team. Who they are, their unique stories, and the moments that really mattered in life. Understanding personality is key because we learn how to tailor communication, meetings, and the tasks so that each person has their place, voice, and platform to thrive. As leaders it is our job to be as versatile as the people given us, and then to foster a team environment that champions everyone’s unique contribution. Personality is just one dimension though. Work with a Leadership Development Coach to establish a rock solid foundation of knowing as a team. Every hour of team development can deliver exponentially greater compounding returns in efficiency and performance.

Todas las personas tenemos nuestra personalidad y distintas motivaciones que nos guían. La herramienta DISC me ayuda en mi vida. Gracias a al estudio del comportamiento humano me brinda una información exquisita sobre CÓMO hacen las personas las cosas, PORQUÉ las hacen y cuáles son sus habilidades, el QUÉ. Te comparto esta información que es un tesoro. Como líder adaptar y flexibilizar tu liderazgo permite desarrollar relaciones efectivas y tener una mejor comunicación que es imprescindible para el funcionamiento óptimo de cualquier empresa. Hay 4 descriptores del comportamiento humano a tener en cuenta: 1) Directos, fuertes y orientados a resultados 2) Optimistas y divertidos 3) Pacientes y estables 4) Precisos y orientados a detalles

Tailor your leadership style by first understanding each team member’s personality, strengths, and motivations through active listening and observation. Adapt your communication style to meet individual preferences—some may prefer direct feedback, while others thrive on encouragement. Create opportunities for each personality to shine by assigning tasks that align with their strengths. Foster an inclusive environment where diverse perspectives are valued and collaboration is encouraged. Lead with empathy, showing genuine interest in their personal and professional growth. By aligning your leadership approach with each personality, you build stronger connections, enhance team cohesion, and drive collective success.

Understand Individual Strengths: Get to know each team member's strengths, communication styles, and preferences. Adapt your approach to meet their unique needs. Be Flexible: Adjust your leadership style—whether it's more directive, supportive, or collaborative—based on the situation and individual team member. Promote Open Dialogue: Encourage open communication, allowing team members to express their ideas and concerns freely. Recognize and Celebrate Diversity: Acknowledge the diverse skills and perspectives within your team, and use them to drive innovation and collaboration. Provide Personalized Support: Offer tailored guidance and feedback that aligns with each team member’s goals and development needs.

To connect with diverse personalities in your team, start by observing and understanding each individual's unique strengths, motivators, and communication styles. Adapt your approach to suit different needs, offering autonomy to self-driven team members while giving more guidance to those who need it. Foster an environment of open communication and feedback. Recognizing that some teammates might need more support than others and identifying their unrevealed needs with the Birkman Methodology can truly unlock the full potential of all your leaders. This tailored approach ensures inclusive and effective leadership.

Everyone is different, and therefore everyone's styles while working and learning will be different - there isn't a one-size-fits-all strategy. Have a quick assessment of everyone on the team, using established frameworks like the Myers-Briggs Type indicator. Alternatively, talk to them. Set up some 1-2-1s get to know them individually without others around, and see what works best for them.

I'm going to go off this exact topic and state simply - Know Your People! Take time to know everyone who works directly for you individually. Not just their DISC profile or similar, not just at work. But get to know them. Do they have kids? What are their relationships like? Do they have hobbies? When we get to know people as individuals, we understand their preferences, their desires, their motivations - but also their total load. Because we only have one life and someone who is overloaded at home, won't perform as well at work if we exacerbate the situation. Knowing them enables compassion. Knowing them enables you to work in their best interests.

Knowing your team’s personalities is like having a map; it guides you to where they excel. I start by using personality assessments like DISC or Myers-Briggs to identify what motivates each team member—are they data-driven, relationship-oriented, or big-picture thinkers? This understanding helps me adapt my approach. For example, a detail-focused trainee might need more data-backed insights, while a creative thinker might thrive with open-ended brainstorming sessions. Assessing styles isn’t about labeling; it’s about unlocking each person’s potential by speaking their language. It also prevents one-size-fits-all solutions and instead offers a custom playbook for leadership, enhancing both engagement and effectiveness.

In my almost two decades of managing teams, I've learned that everyone wants to be heard. As someone who tends to speak before others finish, I've had to work on listening better. It's a challenge, but I'm trying. To connect with diverse personalities, I've found that pausing to listen, thinking before reacting, and keeping an open mind make me a better leader. Empathy is key. When we truly listen, we can lead more effectively and connect with our team on a deeper level. ✌️🫶

By investing time and energy into developing this skill, leaders can build stronger teams, achieve better results, and create a healthier, more productive environment. By listening attentively to employees’ ideas and suggestions, leaders can foster a more innovative and creative environment where new solutions and perspectives can emerge. Active listening is essential for conflict resolution, as it allows leaders to understand different perspectives and find solutions that meet the interests of everyone involved. By showing genuine interest in employees’ ideas and opinions, leaders encourage the professional and personal development of their teams and help retain talent.

En 25 años de carrera resalto de la gestión de equipos; La ESCUCHA ACTIVA. Esta escucha trata de conectar con la persona que está hablando. Te comparto 3 tips que te ayudarán a mejorar cualquier relación: 1) Elimina el móvil u otras distracciones del momento de la conversación y permanece atento a las palabras y las expresiones para entender y comprender a la persona. 2) Antes de hablar tu, mantén un silencio para asegurar que ha terminado. No hables de ti ni de lo que tú piensas si no te han preguntado. Escuchar es Escuchar. 3) Valida a la otra persona, su historia es suya y no necesita ser comparada con la de nadie. Foco en la persona y no en asociaciones con otras. Con estos tips tu escucha será increíble.

Allow time for the person to form his thoughts. Do not fidget because it is a sign of disrespect. The hardest thing for a leader to do is hold back the tongue

To lead well, you must first learn to listen well. I prioritize active listening, tuning in not just to what’s said but what’s unsaid. I ask open-ended questions and reflect back what I hear, like, “So, what I’m hearing is you’re concerned about the new strategy—can we explore that more?” This validates their feelings and builds trust. When team members feel truly heard, it builds a bridge of trust, making them more open to feedback and guidance. I also pay attention to body language and tone, which often reveal more than words can, ensuring my responses are empathetic and well-informed.

Be a listener first. Show genuine interest in your people and understand what drives them. As a leader, our ability to listen can help us gain a deeper understanding of a team member's motivations, which can help us find ways to get them involved in a way that is more meaningful for them and the purpose of the team.

Active listening is more than just hearing words—it's about understanding the underlying emotions, intentions, and values of your team members. By engaging fully in conversations, asking clarifying questions, and reflecting back what you've heard, you create a culture of trust and respect. This approach not only strengthens relationships but also allows you to tailor your leadership style to meet the unique needs of each team member, fostering a more cohesive and motivated team.

In my time as a CIO I discovered the importance of knowing each team member's preferred way of receiving and processing information. Some may respond well to direct, concise communication, while others may need a more nuanced, empathetic approach. I had to adapt my style to meet these needs, and found that the communication medium was important. Some team members were afraid to speak up in a group while others tended to take over any discussion. Letting the more quiet folks respond via email or a team whiteboard, and giving them time to reflect before responding was quite effective.

By tailoring the message to each individual’s communication style, the likelihood of information being understood and absorbed more effectively increases. Personalized communication helps to avoid misinterpretations and ensures that everyone is aligned on the team’s goals and objectives. When employees feel understood and valued, they are more likely to be engaged and motivated to contribute to the team’s success. Adaptive communication fosters a more inclusive work environment where everyone feels part of the team and has the opportunity to express themselves.

In my opinion, to connect with diverse personalities, embrace flexible communication. Start by actively listening to understand each team member's unique style and preferences. Adapt your approach, e.g. some may appreciate detailed explanations, while others prefer quick, high-level summaries. Use varied communication methods like visual aids, written updates, or face-to-face meetings based on individual needs. It's important to understand that flexibility builds trust and fosters a more inclusive environment. It’s about meeting your team where they are and guiding them to where they need to be.

¿Qué pasaría si pudieras hablar con el idioma secreto de cada miembro de tu equipo? Imagina un liderazgo donde cada persona conecta y se motiva. La comunicación es el PUENTE hacia un equipo unido, pero no todos caminan de la misma manera. Algunos prefieren instrucciones precisas, otras necesitan contexto y detalles. Por eso, saber el estilo de personalidad del equipo no solo evita malos entendidos, sino que también crea un entorno donde cada voz se siente escuchada y valorada. Cuando un líder ajusta el enfoque, asegura la alineación y el compromiso de los objetivos comunes.

Adjust your communication to match each team member's preferences. Some may need brief directives, while others require in-depth explanations. This adaptable approach ensures everyone understands clearly, regardless of their thinking style. By tailoring your message, you keep the whole team engaged and aligned with goals.

Communication looks different for everybody. No two people are the same, and the way our brains work are different. While someone may prefer clear and direct instructions, no frills - others may prefer a more detailed and longer approach. You have to be flexible in how you talk to people!

By adapting your communication style to meet the unique needs of each team member, you not only foster a more inclusive environment but also enhance overall team performance. For example, a direct approach might resonate with some, while others may need a more supportive tone to feel valued and understood. As leaders, our ability to adjust our communication ensures that every voice is heard, and that we can inspire and motivate our teams, no matter their individual personalities.

This involves recognizing and valuing each individual's unique contributions while fostering an environment where everyone feels they have the opportunity to lead and make decisions. Here are some ways I recommend to empower such a team: 1. Encourage ownership of projects that align with their strengths and interests. 2. Provide resources and support 3. Foster a culture of learning from successes and failures 4. Delegate authority 5. Promote collaboration 6. Recognize and reward 7. Encourage autonomy 8. Communicate the big picture 9. Facilitate personal growth 10.Model the behavior you want to see in your team.

Encourage autonomy by giving individuals the authority to make decisions within their areas of expertise. This not only boosts their confidence but also fosters a sense of ownership. Provide clear expectations, but allow flexibility in how goals are achieved—this respects different working styles. Regularly ask for input and make it clear that their contributions are valued. By empowering your team members in ways that resonate with their personalities, you’ll create a more engaged, motivated, and cohesive team.

Empowerment isn’t about giving power; it’s about unlocking potential." I identify strengths and delegate responsibilities that align with them. If someone shows leadership qualities, I encourage them to lead a project or initiative. I use empowerment strategies like 'autonomy within a framework'—giving them the freedom to decide how to achieve a goal. This approach builds confidence and accountability, transforming followers into leaders within the team. Moreover, it fosters ownership and engagement, as people tend to be more committed to tasks and decisions they have a hand in crafting.

Empowerment in leadership isn’t about handing over the reins but rather about guiding others to discover their strengths and potential. It’s crucial to recognize that each team member brings a unique set of skills, perspectives, and experiences to the table. By tailoring your leadership style to meet these diverse needs, you can cultivate a culture of trust and growth. This approach not only boosts individual confidence but also aligns the team’s collective energy towards achieving meaningful impact and success.

When it comes to customization of management style over different personalities traits, at first, realize that there is no one size fits all in feedback. As a leader, modify your delivery of Feedback to suit the individual. If someone wants clarity, be straight, and for someone who demands soft touch do it with empathy. Include specific experiences and tasks that are aligned with what your team member likes, dislikes, or needs to improve on. Employ open two-way communication, listen attentively and engage them so they know you are hearing their voice. Taking a personal approach builds trust, which strengthens your feedback and develops an inclusive culture

Personalized feedback is a powerful tool for team development. By tailoring feedback to the needs and preferences of each individual, leaders can maximize the impact of feedback and create a more positive and productive work environment. Personalized feedback is more likely to be received positively and lead to desired changes because it is tailored to the specific needs of each individual. When employees receive feedback that recognizes their strengths and provides opportunities for growth, they feel more motivated and engaged in their work.

As a CIO in higher ed, and an online instructor, I had a wealth of resources to help me learn how to get the most from my team. One of the most valuable lessons is to truly understand different learning styles. Not all team members love structured workshops. Some like to tackle an online course after the kids are in bed at night. Others learn by taking stretch assignments and doing new things. It takes time to learn and implement new techniques, but it's a vital component of being a great leader. Soak up all you can about connecting with different personalities, and adapt your own style to get the most out of your diverse team.

To connect with diverse personalities within your team, you must remain open to new perspectives and methodologies, just as you would stay attuned to evolving industry trends. Embrace a mindset of curiosity and growth, leveraging every interaction as an opportunity to understand and relate to different viewpoints. By modeling this commitment to learning, you not only enhance your own leadership but also foster an environment where every team member feels valued and understood. This approach transforms challenges into opportunities, strengthening team cohesion and driving collective success.