Organizing Teams According to Personality: The Secret to Building a Winning?Squad

Putting together a team isn’t just about gathering a group of people and hoping for the best. It’s like curating the perfect playlist: you need the right mix to keep things flowing, smooth out any bumps, and most importantly, get the job done without skipping a beat. Whether you’re leading a fast-growing company or managing a tight-knit crew, understanding your team’s personalities is the key to creating an “A” team squad.

At Mogul Chix?, we know the value of working smart, not just hard. And that starts with knowing who’s on your team, how they think, what makes them tick, and how to position them collectively for success. When Isay organizing teams by personality, I’m talking about maximizing talent, minimizing friction, and creating a powerhouse squad that can handle anything you throw at them. Not how has attitude and who would make other team mates cry.

So, how does this personality thing play out? Imagine you’ve got a room full of big personalities, all buzzing with energy. Some love to talk, others prefer to sit back and reflect. There are dreamers who think outside the box, and then you’ve got the doers who get down to business. This is where you pay attention. When you understand how each person thrives, you can put them in roles where they’re not only comfortable but where they can shine. Trust me, that’s where the real magic happens.

Take the classic extrovert vs. introvert dynamic. Extroverts, they’re the life of the party, the ones who can brainstorm for hours and hype up the room. But leave them alone with a spreadsheet, and they might get a little restless. On the flip side, your introverts are the deep thinkers, the quiet but mighty crew who can dig into details, focus like a laser, and deliver results without the need for all that chatter. Together, they balance each other out, keeping the team moving forward with both big ideas and the precision to execute.

But here’s the kicker. It’s not just about throwing people into roles that fit their personalities and calling it a day. It’s about creating a space for everyone to grow. Sure, the detail-oriented person might love a good checklist, but that doesn’t mean they can’t also lead a killer brainstorming session, or help set the strategic direction. On the flip side, that visionary who thrives on big ideas? Sometimes, they need to get their hands dirty and dive into the nitty-gritty details. The goal is to allow team members to flex their strengths while encouraging them to step out of their comfort zones.

Now, don’t just take my word for it. Let’s talk results. When you organize teams based on how people naturally work, you eliminate a lot of unnecessary friction. You stop trying to force a square peg into a round hole, and suddenly, things start clicking. Projects move faster, communication flows better, and you’re not constantly putting out fires or playing referee. Everyone’s in their lane, cruising along.

But don’t get it twisted —sometimes there’s nothing wrong with a little bit of conflict. A little friction is good for the soul (and your bottom line). You want people who challenge each other in constructive ways. When you mix personalities strategically, you’re creating a space where healthy debate and different perspectives thrive. The key is to make sure there’s a balance. You need the peacemakers who keep things calm and the bold voices who aren’t afraid to shake things up.

Decision-making is where personalities can really make or break a team. You’ve got the data-driven folks who won’t make a move without the facts, and then there are the intuitive types who trust their gut to guide them. Both approaches have their place, but when they’re working in tandem, that’s when the magic happens. You should aim to never have one without the other. The data heads keep things grounded, making sure no one’s pulling the trigger on a wild idea that doesn’t make sense. Meanwhile, the intuitive thinkers push the envelope, opening up possibilities that might not be obvious from the numbers alone. Together, they create a balanced, forward-thinking decision-making process that moves the needle.

So here’s the million dollar question. What’s the secret to managing all these different personalities? In short, flexibility. Business is fluid, and so are people. The team that was perfect for launching a product might need a shake-up once it’s time to scale. Maybe you had a bunch of risk-takers driving innovation, but now you need more cautious, process-driven thinkers to ensure everything runs smoothly. Don’t be afraid to mix things up. As your business grows, your team’s needs will evolve, and you’ve got to stay ahead of that curve. Remember, what got you here most likely won’t get you there.

Now, let’s talk about the role of leadership. The role of a CEO or team leader is to create an environment where personalities don’t just coexist, they thrive. It’s not about playing favorites or forcing everyone to conform to one style. It’s about recognizing the value in every type of personality and setting the stage for collaboration. That means fostering communication, making sure everyone’s voice is heard, and most importantly, knowing when to step in and when to step back and let the team work it out.

One thing to keep in mind is that personalities aren’t static. People grow, change, and evolve just like your business does. Someone who started out quiet and reserved might become your go-to for team presentations after they get a few projects under their belt. Or, that high-energy extrovert might discover they’ve got a knack for managing details after they’ve had a chance to flex those skills. The point is, don’t box people in based on personality assessments or first impressions. Give them room to surprise you.

At the end of the day, organizing teams by personality isn’t just about playing nice or avoiding conflict. It’s about building a team that can handle the hustle, adapt to change, and keep moving forward, no matter what challenges come their way. When you get the right mix in a team, you’re not just building a team. You’re building a legacy.

Strong teams aren’t just born, they’re made. So, take the time to understand your people. Pay attention to how they work, how they communicate, and how they thrive. When you do, you’ll find yourself leading a team that’s not only effective but formidable.

So go ahead, shake things up. Organize your team with purpose, and watch as they become the dream team you always knew they could be.

Adrienne Graham CEO|Founder Mogul Chix? Connect with me here on Linked In.

?2024 Adrienne Graham and Mogul Chix?. Unauthorized use and/or duplication of this material without express and written permission from this author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to Adrienne Graham and Mogul Chix? with appropriate and specific direction to the original content.