It’s time to chat about the Green Leader
Here is my take on a Blue Temperament Manager
Now, it’s time to talk about the Green Manager. Let me know if this sounds like you or someone you know.
Your Innate Strengths
You love the challenges associated with managing others. Admit it, the complexities of leading the team thrill you. The analytics of figuring out what motivates them and helping them manage their weakness might be particularly rewarding to you. It’s no wonder; after all, you are a “people-studier” by nature. In my opinion, your “people watching” skills probably help you understand your staff in ways most managers would not see or discern.
What a natural problem solver you are!
You have a gift to see past emotion, irrelevance and get to the real heart of a situation. With this, I’ll bet you mentally de-construct problems to identify core issues.
This is why you could be bugged by narrow-minded shallow thinkers. Conversations you find most intriguing are those that lean toward the cognitive and intellectual. As a result, you could be perceived as a bit of loner. Not necessarily, but maybe. Lots of Greens prefer solitude to a conversation devoid of depth and intellectual stimulation. Translation: You avoid dumb people.
Some would consider the following a weakness, but I think your ability to analyze is a distinct strength you bring to leadership. No, it’s a strength you bring to the entire world! Where would we be without the thinkers of history? Count yourself among them.
Research says some of your core values are innovation, ingenuity, reasoning and diagnosing.
Have you heard this before: “That is so stupid!”
Very often when I hear this phrase, it’s from a person with the Green temperament.
Greens think on a conceptual level; they often expect others to as well. Remember, it’s your gift not everyone has it.
Yes, your intellect is a gift to the team, but be careful not to over-analyze everything about it. Doing so will drive you insane. Theory and data are great, but life doesn’t always make sense. Some mysteries will never be solved. Some questions will never be answered and no amount of analytical pondering can change that. Know when to let it go.
It’s true, some Greens value data and logic over the “touchy-feely” elements of life. But, the sad reality is that you cannot avoid them altogether. Don’t let your knack for problem-solving be misunderstood as incessant fault-finding. You’ll hurt feelings. People may disengage. You can’t afford to lead a team of disengaged staffers.
There will likely be times that you intend your actions to be “helpful” or coaching. But, to someone else it may see like criticism. It’s all in the way you structure it. Start with the strengths (or positives) then “pave the way” for your advice.
“I’m bored!” Greens may grow bored easily.
The need you enjoy for the “fresh” and “new” can contribute to some team tension. Research cites new horizons and fresh challenges give you absolutely life (as the young people say). Yet, once you’ve drafted the strategy, figured all it out and solved the problems of it; you are done.
Others could still be working on a problem you solved a week prior.
It’s like what happens when you finish a crossword puzzle someone else is still working on. You’re ready to move on, but they are not. I can relate to this. When I was about sixteen, my friend and I would start crossword puzzles. You know the ones featured in the newspaper back in the day. She’d work on it from her house and I’d work on it from mine. We didn’t have texting back then, so it was fun to us. Anyway, I’d be done and she’s still be working on it. Boring!
Back to the Green folks (as if I hadn’t already alluded to my own Green traits in that story).
If possible, allow your team to move incrementally through systems and projects at their own pace. They may be able to discover and learn elements you’ve already mastered. That’s called development which is as much about the learning as it is the end result! Trust and allow the progression – when possible.
This post is not designed to shove you into a “stupid” box of research. Instead, I hope I’ve given you tools to be more effective as a leader. You have innate, natural skills to diagnose critique, invent and solve problems. You just want to play up your soft skills and the Blue parts of your temperament to ensure you maintain cohesive teams and relationships.
Meyers-Briggs (MBTI) and True Colors are kissing cousins. The research derives from the same source and is very similar. If you’ve attended one of my trainings, you know why.
MBTI configurations would be:
True colors provides perspective and insights all work teams can utilize…especially their leaders.
Read about the other management styles: