Leverage the Work Styles to create best teams

While working with many teams across the organisations and analysing them, I strongly believe that each group has certain type of characters and if one of them is missing , the real diversity in the group is not possible. Each characters bring with himself certain traits which is must for the group to roll. They can be characterized and grouped as
- Solution Providers: They are the intelligent bunch , mostly from the best institutions. These people have strong mathematical sense , strong in analysis , self driven, determined and no matter how tough the problem statement is , they reach to the root cause. They enjoy data crunching and only wants to work on problems.
- Visionaries : Their right brain works. They are dreamers and always talk about the future. Even though, they would have studied natural sciences, they don't enjoy getting into the depth . They have strong political and social sense, understand what is critical to business and imagine what could be important in future. They create beautiful power points and speaks strategy in every next sentence. If not in organisations, these guys would have made a best career in acting, painting, writing, direction.
- Pillars :These are breeds who would be knowing everything about the organisation. Well organised, meticulous and trustworthy . A boss's favourite because he knows that these are his long lasting friends. They do all the routine activities, never skips the drill , goes to the bottom of the details and always ready with the accurate numbers. You can bet that these guys would have never got a poor result in their academics. Unfortunately, they don't go too far in career.
- Net-workers: The people with the best EQs. They might have been ordinary students in their education days but had the maximum number of friends. Every one starting from a security guard to MDs secretary to the CFO, he seems to have good connections and rapports. All the news in the company seems to reach them first and they know, "it's not the technical knowledge but relations which will get him resolve the situation". Boss puts him in front to the most difficult customers and invariably he obliges the boss and walks away with all the gratitude. People from other departments ask for their promotions. They know how to sell even the stupid items.
- Big brothers: they are the mentors, oldies with little expectations from life. They have all the wonderful stories to share and enjoys guiding the newcomers. They don't mind sharing their ideas and youngsters easily connect to them. Only issue is they don't want to dirt their hands and avoid getting into newer things.
Leveraging the capability determines the long term success for a leader. Absence of one them is detrimental to success and reason for the pitfall . If one type of character are too many , the system collapses. for e.g too many of the visionaries will only lead to over budget and behind schedule, having only solution providers means routines are overlooked and unhappy customer . Absence of net workers will always create rough edges and leader will be only busy in watering the fire. Too many pillars will make the organisation stagnate and at the same time lack of them will stop the organisation from moving. Big brother is the guide but you need only one. Too many of them derails the progress.

The first important aspect is to identify - not a easy task but monitoring the unconscious patterns of behavior can easily club the individual into these sub groups.  There are standardized psychological tools available but Observing in situations such - how does he or she write the mails? How does she or he explains the problem? How often he or she completes the work on time and error free? How often he is talked about outside the group ? How good are the ppts? Can give easy answers and more reliable and accurate. More often than not the groups lack on one aspect or other . If the group size is smaller , the problem compounds. The most unique aspect is that these qualities are so ingrained in individuals that developing people with different character is very difficult. If you find that one or two work styles are over represented, it’s probably time to add some fresh blood to your team. While recruiting, fitment to the gap should be based on the type of character but not on any other criteria.
Simultaneously, assigning work should also be based on what type of character the employee is. A problem solver should be in Engineering or Research and pillar should be in operations. A visionary should be in planning and innovation .Net worker should be in customer interfaces or front ending role. Big brothers should be in navigator mode. 
Each individual brings value to the table and hence the assignment should be such that it fits to the character. Leader is supposed to identify and groom these specific person according to their characters. what work well may not work for the another and motivational needs are also drastically opposite. If the fitment is correct, the ship sails and can face any storm . A leader who himself has more than one character or is one those rarest animal with some DNA of all these in genes , just seats in the behind and enjoy the nature's beauty if he has built the team with these considerations. His role is over the moment he identifies the characters correctly and fills the gap with the right ones. 
Play with the strengths and coach in a tailored way - the job is done.