The Candle on Your Team

Warm and inviting. That's the atmosphere created when we light candles.

There are people who create an environment that is warm, welcoming, and secure. These are the candles on your team--the ones who rarely get into conflicts, who lend a listening ear, who are stable and supportive.

We need plenty of candles on our team. They tend to follow more than lead, so they will more likely carry out the work that is determined by the more direct individuals. They will often be the peacekeepers as well. They hate conflict.

But beware. If a candle is continue snuffed, or irritated by drops of gasoline, they can "explode," surprising everyone and perhaps even themselves! Because they don't speak up as easily when conflicts occur, they let things build. Be watching for signs of over-stress and fatigue and deal with issues before these good hearted folks become burned out.

Encourage candles to contribute to conversations and decisions. They are observant and wise even though often quiet. They also enjoy being teamed with a few other people to work on projects. They like to belong--and are very loyal. Who doesn't need a loyal friend and teammate?

Read more »

The "Party Light" on Your Team

If you've ever walked into a room where a strobe light or mirror ball is running, you get the idea of the "party light" personality on your team. This is the person who:

•   everyone knows

•   knows everyone

•   never walks into a room quietly

•   is an expert at mingling

•   knows what is going on in the organization (keeps his/her finger on the pulse of everything)

•   can answer lots of questions about the company

•   is in the middle of most fun plans

You need some party lights on your team. They keep projects from getting boring. Their knowledge and influence can be very valuable as you make decisions. They will wholeheartedly promote your product and company to others. They are often the glue that holds teams together. But...

You have to reign them in.

The party light has a tendency to be overbearing. Their energy can overwhelm the quieter, behind the scenes folks and annoy those in charge because they often steal the spotlight.

Harness this person's energy and enthusiasm with specific guidelines and deadlines. Tap into their knowledge, showing genuine appreciation. Partner them with detail-oriented, patient people who are willing to handle the specifics while they take care of the big picture.

And let them plan the parties.

Read more »

The Flashlight on Your Team

He always has new ideas. She steps up to the plate whenever there is a new project to lead. People tend to gravitate toward him for instructions. She casts a vision and makes a plan. They are your flashlights.

Every organization needs at least one flashlight. A flashlight lights the way, and is usually focused in one direction. In the event of a natural disaster, those with flashlights often become leaders for those who can't see where to go.

In your company, the flashlight will "light up" when a new project comes along. They like to conquer goals and see tangible results. They don't mind saying what many wish they had the courage to reveal. They will set direction, make bold statements, and hit the ground running.

They may also run into a wall. Achieving satisfaction through finished projects and tasks, they have a hard time simply relaxing. When driving too hard too long, they can crash and burn out needing significant escape or recharging.

They can also run over others. Team leaders like this are great at getting a plan together, but may have a harder time patiently taking input from others. Give them some leeway for taking command, but coach them on the value that others on the team have.

When talking to a flashlight, stick with facts. They like the bottom line without a lot of fluff or even rationale. When you bring him or her a problem, be succinct in telling it. Have some possible solutions in mind, but don't share them right away. The flashlight likes to fix things and finds problem solving a challenge. Time your contribution to the ideas right, so they feel like they are being trusted to lead and not usurped.

On the other hand, it is acceptable to expect a leader to behave appropriately even if they are hard driven, fast paced and task focused. They are direct, so be willing to be direct with them. Emphasize that support of their leadership will come more easily if the people involved feel considered and cared for.

When developing a team, be sure you only have a few flashlights. You don't want an entire team of these folks. They will fight over who will be in charge and what direction to go! But be thankful for a few flashlights, for without them, the rest of your team may never get anywhere fast.

Teambuilding Strategy can help YOU build a stronger team through a variety of affordable services. Contact us today!

Read more »