The Rabbit and the Hare 2.0 --> CEO and the Operations Manager

“Everything I do, you attack me. I can’t deal with this. I'm trying to move fast and grow this company, all you do is ask all the details and stifle the growth!!"

That’s how Jeffrey, the CEO, entered into the Zoom meeting, leaving his Ops person, Sydney, in a cloud of frustration. Sydney’s retort was equally pointed:

“You hired me to do a quality job and yet you undermine me at every turn. You’re always changing things. I can’t get anything done like this. I want to quit!”

So, what went wrong? Jeffrey brought Sydney on board to bring much-needed structure to his rapidly growing company. But instead of seamlessly integrating, their different work styles collided, leading to a full-blown confrontation.

No one wins.

The Three Work Styles

Understanding how different people work can be the key to resolving such conflicts and driving organizational success. Here’s a breakdown:

1. Structure Builders: These individuals take any information and organize it into neat, actionable frameworks. This is essential when you’re trying to create repeatable processes and communicate clearly.
2. Structure Rejectors: These people thrive in environments without predefined frameworks. They excel in innovative settings where breaking the mold is necessary. Their ability to navigate uncharted waters can drive creativity and breakthrough ideas.
3. Structure Adapters: The third type can handle both structured and unstructured environments. They are versatile and can bridge the gap between the need for order and the demand for flexibility. They are rare to be as strong in the previous two.

The Turning Point

Jeffrey and Sydney’s conflict was not just a clash of personalities but a clash of work styles. Each was trying to impose their method on the other without understanding that their different approaches were both valuable.

The Solution

After working with me, Jeffrey and Sydney were able to recognize their differing work styles and find common ground.

I made Jeffrey and Sydney advocate for the other person, as to why their style was valuable.

By acknowledging that one person’s need for structure doesn’t negate the other’s need for flexibility, they could better communicate and collaborate.

Jeffrey was able to implement the structured processes Sydney needed, while Sydney learned to give Jeffrey the creative freedom he required. This balance allowed the organization to thrive, leveraging both structure and innovation.

Your Insight for the Week

Reflect on your team’s work styles. Are there clashes or inefficiencies stemming from mismatched approaches? Consider how you can better align your team by recognizing and valuing different work styles. Think about how to harmonize structure with flexibility to enhance your team’s effectiveness.

Take one action this week to address any style clashes within your team and see how it can positively impact your business.

Here’s to a productive and harmonious week ahead!

Stay curious, and here's to leveling up your leadership!

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