Managing a team is like directing a symphony—each instrument plays a different role, and when they blend in harmony, magic happens. But what do you do when the trumpeter insists on being louder than the violinist, or when the percussion section has a different tempo altogether? Welcome to the art of managing different personality types within a team.
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The Colorful World of Personalities
People are wonderfully diverse, and every workplace is a kaleidoscope of personality types. As a leader, you’ve likely encountered them all—the extroverted idea machine who thrives in brainstorm sessions, the quiet thinker who contemplates solutions in solitude, the high-achiever constantly seeking new challenges, and the nurturer who ensures everyone is included and supported. It’s no wonder psychologists have been fascinated by human behavior for centuries.
From Jung’s archetypes to the Myers-Briggs Type Indicator (MBTI), we’ve tried to map out personalities to better understand how people work together. Just look at today’s pop culture. Introverts like Greta Thunberg, a teen activist changing the world, remind us that quiet strength has just as much impact as the loudest voice in the room. Meanwhile, larger-than-life extroverts like Dwayne "The Rock" Johnson energize everyone around them. The challenge in team leadership is creating an environment where Greta and The Rock can thrive together.
Embrace the Diversity of Thought
The late Steve Jobs nailed it when he said, “It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” When you're managing a team full of different personality types, you’ve got to let them play to their strengths. Jobs understood that innovation comes from diversity of thought—a principle grounded in modern leadership theories like Patrick Lencioni’s Five Dysfunctions of a Team.
In a well-balanced team, diverse personalities complement each other like different gears in a machine. Take, for example, Effective Team Development, which highlights the importance of understanding team members' unique traits and working styles. This approach involves recognizing that a team’s success isn't about everyone working the same way; it’s about leveraging differences for collective excellence.
Strategies for Managing Personality Types
Know Your Team’s Personality Spectrum. The first step in managing different personality types is understanding who you’re working with. Whether you use tools like the MBTI, DiSC, or simply observe team dynamics, it’s crucial to recognize how each person operates. As the saying goes, "Different strokes for different folks."
In fact, research published by the American Psychological Association suggests that teams with a balanced mix of personality types—both introverted and extroverted—are often more productive and creative than homogenous teams. Why? Because a blend of perspectives can lead to more comprehensive solutions.
Tailor Your Leadership Approach. Not every team member will respond to the same management style. Extroverts may thrive on praise and public recognition, while introverts may prefer one-on-one feedback. As Simon Sinek, author of Start with Why, pointed out, “Leadership is not about being in charge. It’s about taking care of those in your charge.” A good leader knows when to motivate with a pep talk and when to give space for quiet reflection.
Create a Culture of Respect. Successful teams foster a culture where everyone’s voice matters, whether they’re a boisterous brainstorming extrovert or a reserved analyst. Encourage open communication, but also create boundaries to ensure that every personality type feels heard. This aligns with Google’s Project Aristotle, which identified “psychological safety” as the key to high-performing teams. People need to feel safe to express their ideas without fear of judgment.
Remember those lyrics from The Beatles’ song, Come Together? "He got feet down below his knee / Hold you in his armchair, you can feel his disease." Each team member brings their quirks, but when we come together, our collective strengths outweigh our individual peculiarities.
Leverage Strengths for Team Roles. Different personality types excel in different areas. The visionary extrovert may be perfect for leading innovation, while the detail-oriented introvert can shine in quality control. Utilize the “right people in the right seats” approach from Jim Collins’ Good to Great. A well-balanced team ensures that each member's strengths are amplified rather than competing.
Look at a sports analogy. On a basketball team, not everyone can be a point guard. You need a center, forward, and shooting guard to succeed. Similarly, teams work best when personality diversity is leveraged in specific roles.
Encourage Cross-Communication. Ever heard the phrase, “The left hand doesn’t know what the right hand is doing”? It’s a killer for team productivity. Make sure your introverted and extroverted team members communicate openly and often. This is where tools like Slack or Microsoft Teams can become invaluable, allowing quieter team members a space to voice their opinions without being overshadowed in meetings.
Adaptability is Key. Leadership isn’t a one-size-fits-all model. You’ll have to switch hats depending on the situation—being a coach, a mediator, or even just a good listener. The pandemic showed us that adaptability is everything. Teams shifted from in-office work to remote in a blink, and leaders had to manage personalities through screens rather than in person. Those who thrived were the leaders who embraced flexibility and adjusted their approach for each team member.
Managing Conflict with Grace
Diverse personalities can sometimes clash. The high-energy extrovert might see the reflective introvert as unmotivated, while the introvert could perceive the extrovert as overbearing. It’s up to leaders to address these conflicts before they escalate. Use empathy as your compass. Empathy is more than understanding someone else’s feelings; it’s valuing their perspective. As Brené Brown says, “Empathy has no script. There is no right way or wrong way to do it. It’s simply about listening.”
If tensions rise, facilitate open dialogue to let each side explain their perspective. Sometimes, humor can defuse a tense situation. When in doubt, channel your inner Michael Scott (The Office)—“Would I rather be feared or loved? Easy, both. I want people to be afraid of how much they love me.”
Bringing it All Together
At the end of the day, leading a team of diverse personalities is an art, not a science. The best leaders are those who embrace the differences within their teams and create a culture where every personality type can thrive. Like pieces of a puzzle, each personality brings something unique and essential to the table. Your job is to put them together.
To quote Maya Angelou: “We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter their color.” Whether you’re managing extroverts who shine in the spotlight or introverts who work best behind the scenes, there’s a place for everyone to succeed—and it’s your job to make it happen.
For further reading, check out Start with Why by Simon Sinek, Good to Great by Jim Collins, and Effective Team Development from LMI for more strategies on leveraging personality types.
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