5 unlikely personalities your business needs to grow

Growing a business isn’t easy, but when you have the right people, it gets a whole lot easier. Unfortunately, many entrepreneurs pick personalities and people who look a lot like them, and that’s not always the best decision for a really dynamite team. Here at Red Branch Media, we work hard to have different personalities…

business growth

Growing a business isn’t easy, but when you have the right people, it gets a whole lot easier.

Unfortunately, many entrepreneurs pick personalities and people who look a lot like them, and that’s not always the best decision for a really dynamite team. Here at Red Branch Media, we work hard to have different personalities integrated into one crazy productive tapestry. Here are some people you never knew you needed:

The Challenger

At first, you’ll regret hiring an employee who questions every decision you make, but in the long run it can benefit your company. This employee has a critical eye that finds issues with “the way you do things around here,” and they aren’t afraid to tell you so.

What a Challenger looks like: They come off as argumentative and self-centered with very little tact. Challengers tend to be skeptical of authority, competitive and persistent on change. The Challenger is a trailblazer; they like change, and they want to see it happen now. They’ll push you to rethink every decision, because they think there’s always a better way, and most of the time, that better way…is their way.

Growth hacks: Place them in your lowest performing department with an improver, but don’t silo a challenger to just one department. Make sure they have their hand in multiple projects so they can touch different processes and find the holes. The Challenger can be one of the most difficult employees to work with, but in time, they can be integral to long-term growth in your company.

Woodrow Wilson said, “If you want to make enemies, try to change something.” Other employees who are resistant to change will resent the Challenger on your team. Set up team meetings every week to allow your employees to relax and relate to each other on aspects outside of their work.

Encourage healthy conversation between Challengers and other employees, and consider sending employees who butt heads out on an assignment together away from the office. Whether it’s visiting a client or attending an event or department conference together, this will give the opposing employees a chance to bond and understand each other’s personalities better.

The Improver

This person is the problem solver of the group. What the Challengers find wrong, the Improver fixes. Whether it’s reworking a broken process or putting a new process into place, the Improver knows how to build all of the moving parts into a well-oiled machine.

What an Improver looks like: Lou Adler says it best, “These are the people who take an existing project, process or team, organize it and make it better. In a fast-growing company, they are charged with putting the wings on an airplane in flight. In a mature company, they’re the ones who implement change despite heavy resistance. They are typically under-appreciated yet have an enormous impact on a company’s long-term success.”

Growth hacks: Assign improvers to manage projects that are disorganized and chaotic. Improvers see the big picture, and they know how to suss out the details to create processes that gets your team producing faster and better quality work. Watch out though, because improvers tend to get obsessed with the details and may overlook higher priority work. Encourage improvers to use the Eisenhower Decision-Making Matrix when managing projects to keep them focused on revenue generating work.

The Grinder

This person produces more work than you ever thought possible. They’re introverted, they keep to themselves and they do a good job at getting work done fast. How this person benefits the rest of your team: They’re the catch all. You know you can throw any curve ball at them, and they won’t overthink the task, they’ll just get it done, no questions asked.

What a Grinder looks like: At first Grinders appear to be uncaring, lethargic, too laid back and too relaxed, but what you’ll find is that they don’t get caught up in what everyone else is doing for a reason. The Grinders keep to themselves, and they handle stressful situations in a calm, secure and rational way. However, don’t assume it’s the introverted workers who get the most work done, because extroverts are too busy yapping their traps. Introverts are just as capable as falling victim to workplace distractions as extroverts are, they’re just more quiet about it. Keep this from happening by…

Growth hacks: Set your Grinder up on a project management tool like Bitrix24 that allows you to track the time it takes for them to complete specific projects and tasks. Use your Grinder as the benchmark for the rest of your team in related departments to see how they compare to your highest producer. Have a 15 minute meeting with your Grinder to find out if they need flex hours, more breaks for smaller increments or remote working privileges to reach their peak.

Studies show that the best workers work for 52 minutes, then take a 17 minute break. Foster increased productivity from the rest of your team by rewarding your highest producers with simple perks like a surprise early out day or free lunch. You’ll be amazed how much productivity will increase with a little friendly competition and incentives.

The Outsider

This person is new to the bunch. They’re experienced, and they give your existing team a run for their money. Don’t be afraid to hire externally, it brings in fresh ideas, and brings out the competitive streak in your current employees. However, steer clear of instigating a competitive work environment where team members hoard their ideas.

“It is best to build a company culture where team members share their ideas rather than see each other as a rival at work. Encourage everyone to collaborate. Motivate your staff to always do their best. Be generous with praises when they deserve it, and give constructive criticism in private when necessary.” – Shirley Tan (@ShirleyTan)

What an Outsider looks like: You don’t know, because you’ve only met them once. Just kidding, they’re obviously the new guy or gal.

Growth hacks: Because the Outsider has absolutely no clue how your organization works, stick them to new projects where they have the freedom to express their own way of doing things. This will ensure that both the new hire and the existing employees don’t get overwhelmed with all of the change.

Plus, giving your new hires a new project makes them feel valued, comfortable and less stressed about stepping on anybody’s toes. Keep the Outsiders away from the Challengers for the first three months so the new hire can be properly onboarded into your organization. Instead, try pairing them up with an Improver so they can work on building new processes together.

The Explorer

The explorer is the wild child of the bunch. Every office needs an explorer to remind everyone to have fun, relax and not take things SO seriously. Unless you’re running a team of brain surgeons, everyone needs an Explorer.

What an Explorer looks like: The Explorer may come off as having unrealistic and unorthodox ideas. Coworkers may laugh and not understand these creative individuals, but what you’ll find is that Explorers have a vast array of interests that can ignite big ideas in your workplace.

Growth hacks: When the Explorer runs rampant with wild ideas, recognize this as a sign of a bored Explorer. They may not be satisfied with their current work and yearn for a change. If your Explorer has a quirky way of doing something, don’t cut them down or limit them.

This may be a way for them to express their creativity, and as long as it’s not hurting the end product, what’s the harm? Set time aside to allow your Explorer to work on a project they’re passionate about that still benefits your company in some way. They can start a company-wide initiative for volunteering, a contest or a team-building activity to work off some of that excess energy. Oh, and Explorers LOVE a brainstorming session every now and then.

Search for these 5 personality types during your next round of recruits and experience the greatest employee base for your company. Recognize any of these personality types on your team already? Tweet us your experience in leading these team members @RedBranch.

Maren Hogan is a seasoned marketer, writer and business builder in the HR and Recruiting industry. Founder and CEO of Red Branch Media, an agency offering marketing strategy and outsourcing and thought leadership to HR and Recruiting Technology and Services organizations internationally, Hogan is a consistent advocate of next generation marketing techniques. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space. You can read more of her work on Forbes, Business Insider, Entrepreneur, and her blog Marenated.

This story is part of the AIM Archive

This story is part of the AIM Institute Archive on Silicon Prairie News. AIM gifted SPN to the Nebraska Journalism Trust in January 2023. Learn more about SPN’s origin »

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