In my work with a client recently I have been reminded of the importance of placing your people in the right seats within your organization. A few reminders that can help:
People who are “take charge” people, also called dominant, need decision making power. If you put them in a position in which they do not have decision making power you will not only miss out on their greatest strength but you will risk them taking the authority they wish they had but without your blessing.
High extroverts need opportunity to engage with people. Don’t put an extrovert in a position that requires them to sit in an office by themselves all day. If you do you may find them hanging out in the lobby or at someone else’s desk more often than not. Give them a job that includes engaging with people while they work and they will be satisfied.
Remember that low extroverts can be great with people too, but in different ways. Put them with small groups of 2-3 and they can be just as effective as a high extrovert with 20-30 people. Low extroverts can often come across warmer because they may not talk as much as the high extroverts and therefore come across as better listeners. However, you must place low extroverts in a role where they can retreat into their own space for periods of time throughout the day or you will burn them out.
People who are systems oriented are going to be fantastic implementer and lousy idea people for the most part. If you have someone on your team who is systems oriented let them work their magic by creating the systems you need to function more efficiently. Do not ask them to spend their days in brainstorming sessions. You will kill them! On the same token if you have someone who is a big picture visionary utilize the strengths they bring to the table when you need new, fresh ideas!
People who are steady and easy going bring a warmth and kindness that you need in your organization. However, they may be resistant to change. When you are working with this type of person just give them reasonable justification and time to adjust to change and they will most likely follow right along. However, put them in a roll that has repetitive tasks and requires steady production flow. Those within your organization that seek and promote change need to be in positions that allow them to think outside the box and try new things with the risk of failing. This is how things get better.
The way you place people will make or break your organization. Put them in positions that align with their strengths and watch them blossom!