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MOTIVATING EMPLOYEES AND TEAMS TO ACHIEVE . . .

that they are driven by a strong sense of autonomy and a desire
for knowledge.

Step 2: Tailor your approach. With a clear assessment of the
red employee, you can navigate various leadership scenarios
more effectively. Make sure to consider how your own behav-
ioral style influences the dynamic with the employee.

Step 3: Avoid overgeneralization. It’s rare to encounter em-
ployees who fit a single behavioral style perfectly. Most individ-
uals exhibit a combination of traits. Therefore, avoid applying
management strategies rigidly. Instead, blend them thoughtfully
to suit the nuanced behavioral tendencies of each employee.

Key Point: Engaging With Superiors Is Not
Different From Engaging With Employees

This approach is equally applicable to your interactions with
superiors, who can be understood in terms of behavioral styles
as well. Discover methods to enhance communication and col-
laboration, pinpoint areas where your strengths complement
theirs, and identify potential sources of friction. Develop a

strategy to navigate around these areas to prevent conflict.

Tips for Working With Assertive, Red Employees

Tip 1 – Assert your leadership: Project confidence and assert your
position as the leader. A red employee may sometimes overlook au-
thority, so it’s vital they understand you’re in charge. Engage them
by aligning tasks with their ambitions, such as using a new project

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