Time to trust others
Freedom from changing priorities
Freedom from risk of error
May avoid conflict
Can be sensitive to criticism
May struggle with ambiguity
Resistant to change without clarity
Before you know whether someone is the right person for the job, you need total clarity and alignment on the results you’re after. What’s the goal or desired outcome? When we ask questions like this, we get a better understanding of the need to align people strategically for specific results.
When you put people in the right roles, you avoid turnover, toxicity, disengagement, and lost productivity. In the case of the Guardian, they naturally gravitate toward strategic activities that seek to build process and structure to produce accurate work.
Often managers try to manage everyone the same way—and that’s usually the way they like to be managed. But this approach can backfire. People like to be managed differently—and it may not always be in a way that comes naturally to you. Even beyond the individual needs, teams require different leadership styles. You wouldn’t manage a sales team the same way you’d manage a team of developers.
When working with Guardians, remember that they’re patient, steady, pensive, and precise. They have a high tolerance for repetitive work and can take time to warm up to new people. Guardians respect and seek direction. When managing this profile, consider some of the following suggestions:
Be supportive and help to remove blockers.
Offer step-by-step training resources.
Provide direction and a plan to guide their efforts.
Allow them time to think through decisions.
Let them work heads-down on projects that require detail-orientation.
Provide a stable working environment.
Companies that struggle to build high-performing teams are often missing critical people data. With The Predictive Index and talent optimization, you can stop guessing at how to get the most from your people— and better align your people to deliver on the results you’re after.