Over the years, I’ve taken more personality assessments than I can count—DiSC, StrengthsFinder, MBTI, and more. Each one gave me new language to describe what I already suspected: I’m a strategic thinker, quick to act, and generally introverted (although I have become more outgoing). I like to connect the dots, move ideas forward, and focus on the bigger picture.

I’m naturally drawn to people who think like I do, so I have to be careful when I am building a team. If the team that is going to be high-performing requires more than just a group of like-minded strategists. I need to look intentionally for people who are wired differently than me.

I’ve learned to value the detail-oriented colleagues who ask “what about…” when I’m already halfway down the path to implementation. The ones who slow things down, not to stall progress, but to ensure we land it right.

I also know that no team is complete without those who shine in relationship-building roles, who have the magic touch for member engagement, sales, or external partnerships. They may drain me in a long meeting, but they are the people you want on the front lines, making sure our work resonates and lands well.

When building a team, I try to be intentional about balancing these traits. Not every personality fits every role, but every personality contributes to a resilient, adaptive team when placed thoughtfully. I’ve stopped thinking of leadership as cloning a better version of myself. It’s more like assembling a mosaic: the strength is in the variation.

If you’re building (or rebuilding) a team, take a moment to ask: What strengths am I drawn to and what am I missing? Making space for a diversity of work styles and personalities isn’t just a nice-to-have. It’s essential for long-term performance.

Let’s compare notes. What have you learned from personality tools or team dynamics that’s helped you lead better?