MANAGER FOCUS

HOW CAN THIS HELP YOU AS A MANAGER?

Your natural ability to be in the moment helps you give your employees the most timely and relevant information they need for the day.

In moments of confusion, you bring a sense of tranquility. You respond to each situation as it occurs. The ability to adjust in an instant and find ways to make it work comes easily for you. While others feel distracted when the plan goes awry, you embrace the change and respond to it. You easily adapt when issues arise that alter the flow of the day.

HOW CAN THIS HINDER YOU AS A MANAGER?

You’re so willing to live in the moment that priority shifts can feel endless and often unnecessary to employees who thrive on structure and stability.

Others may think people with high Adaptability have no clear direction or plan. This perception can leave your employees not knowing what to expect from you as a manager. As you naturally adjust to situations, help your team adapt by providing new expectations and clearly defined outcomes.

TIPS TO MANAGE TEAMS WITH THIS DOMINANT THEME

Typically, when you manage people with dominant Adaptability talents, help them be a positive force for change. Nurturing their ability to react immediately to the immediate will help them — and those around them — find a way forward when the unexpected happens.

  • People with dominant Adaptability talents live to react and respond. Their success depends on their ability to accommodate the unforeseen and then run with it. Help them find and anticipate situations in which they can help others respond to change or uncertainty.
  • With their instinctively flexible nature, they are a valuable addition to almost every team. When mistakes happen or plans go awry, these people will adjust to the new circumstances and make progress. People with dominant Adaptability talents will not sit on the sidelines and sulk.
  • When helping them identify action items or next steps, remember that they will be most productive on short-term assignments that require immediate action.
  • They may benefit from you helping them break down big projects into smaller ones to stay in the moment and complete the tasks without being overwhelmed.
  • During developmental conversations, lengthy conversations about the future, such as goal-setting or career-counseling sessions, might distract and uninspired them. They are here-and-now people who find these types of conversations irrelevant.
  • During stressful situations, ask them to help others find productive ways to make progress. They can help them see how the new approach will benefit the group.

ADDITIONAL RECOMMENDATIONS

Transforming your talents into strengths requires active and deliberate learning and practice. The section below has ideas for investing in your talents. Use these items to practice using your dominant themes in ways that will be most meaningful and beneficial to you.

Fine-tune your responsiveness

If your job requires unanticipated travel, learn how to pack and leave in 30 minutes. If work demands come in unpredictable spurts, practice the first three moves you will make when the pressure hits.

People with high Adaptability talents can quickly change and respond to circumstances that might intimidate others. They find ways to keep moving forward when the unexpected happens.

Nurturing your ability to react immediately to urgent matters will not only help you but also those around you respond to unforeseen situations.

Find ways to be available to your team members.

Making your employees a priority communicates that you value and appreciate them. Your Adaptability talents help you be immediately accessible, showing that you are always available for your team members.

Employees need to know that someone is concerned about them as people first and employees second. Each day provides opportunities for you to connect and listen to as well as support your employees.

When your team members feel valued and appreciated, they are more likely to experiment with new ideas, share information and support their colleagues personally and professionally. They are also more likely to be advocates for you and the organization.

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