Page 2 - The MIL Leadership Line: October 2021

What Type of Child Were You on the Playground?

As a leader, you are most effective when you know the behaviors each of your team
members gravitate toward. We are all naturally different. We don’t communicate the same
way. We don’t process and gather facts identically. We approach problems from various
angles. Successful leaders ask questions and are open to learning. They quickly determine
what is needed for their team to work well together.
A fun question to ask your team members is, “what type of child were you on the
playground?” If you were the one to make sure everyone got a turn at bat, you are
probably a “peacemaker.” Did you make sure everyone lined up in an orderly fashion? If
so, you probably appreciate a clear process and are an “organizer.” Were you the one that
changed the rules midway through the game? As a “revolutionary,” you like innovation
and embrace change. Did you insist on playing the game your way? You are probably
decisive as a “steamroller” and want to determine the next steps that should be taken to
ensure success.

Once you determine what type of behavior each team If you are interested in attending a course to help you learn
member gravitates to, use that knowledge to best align your more about uncovering natural behaviors, MIL offers a
team members’ tasks. For example, for a project requiring training on DiSC®, which is a personal assessment tool
detailed analysis, choose an “organizer.” They will show up used to help improve teamwork, communication, and
with charts and data. A “steamroller” is okay with taking productivity in the workplace: https://www.discprofile.com/
an opposing view. They are not afraid of conflict and like what-is-disc.
to be part of the decision-making process and freely give
their opinion even if it differs from the majority. A sensitive
topic might be best tackled by a “peacemaker” who will
carefully weigh all sides of the issue and will take a cautious
approach. “Peacemakers” are great brainstormers. Let your Please reach out to
“revolutionaries” be the first to jump on the bus and lead the HRinCHS@milcorp.com
way to change. They are also the perfect fit for an unplanned for more information.
emergency task and will embrace the opportunity to diverge
from their routine tasking.
(Main points taken from SHRM Article: 5 Keys to Effective
Understanding your employees and identifying their People Management by Katherine Giacalone, October
strengths will lay the foundation for more successful
relationship between you and each team member and
between the team as a whole. You need the right person
on each task. Your team member wants to be valued and
recognized for their unique skills and contributions. The
team wants to operate cohesively. They recognize each
other’s strengths and know the team will be more successful
when tasks are correctly aligned. For the most part, team
members don’t leave their job for another job that pays
more money. The most common reasons people seek other
employment is because they don’t feel connected to their
supervisor or their team, feel undervalued, or feel they
aren’t performing meaningful work. Recognizing and
playing to the strengths of each team member will positively
influence retention on your team and will create a sense of
belonging and community within the team.