How to Work Better with Different Personalities

Have you ever worked with someone who just didn’t seem to be on the same page? Maybe they responded too bluntly when you expected a discussion, or they hesitated on decisions when you wanted to move forward. It can be frustrating—but it’s not necessarily a personal clash. More often, it’s simply a matter of different personalities and how they approach work and communication.

What is the first step to work better with different personalities?

Think about driving in an unfamiliar city without GPS. You might take wrong turns, struggle to find your destination, or end up in traffic you could have avoided. A personality map does the same thing for workplace interactions—it helps us understand how people navigate work, communication, and decision-making.

Without it, we might misinterpret someone’s intentions, struggle to collaborate effectively, and feel frustrated when others don’t “get” our way of thinking.

But when we have this map, we can communicate more clearly, adapt to different work styles, build stronger, more productive relationships.

Recognizing Different Routes for different personalities

Everyone has their own natural way of approaching work. Some people are fast-paced and direct, while others prefer a more steady, collaborative approach. Some focus on the big picture, while others dig into details and accuracy.

Neither way is right or wrong—just different. And once we recognize these differences, we can adjust our approach to work with people instead of against them.

Here are a few key areas where personalities show up at work:

1. Decision-Making: Fast vs. Thoughtful

Some people thrive on quick decision-making, while others need time to analyze.

I personally like time to look at all the facts and make an informed decision. I certainly appreciate those who make quick decisions—things get done faster—but my natural instinct is to slow things down and consider all aspects. I also know that if I’m working with someone who values speed, I may need to pick up the pace to avoid frustrating them.

2. Brainstorming: Free-Flowing vs. Structured

Some people enjoy lively brainstorming, while others prefer structured planning.

I believe both are valuable. Brainstorming helps uncover creative, innovative ideas, while structured planning ensures those ideas turn into action. When teams have a mix of both, they get the best results.

3. Feedback: Direct vs. Supportive

Some people want clear, direct feedback, while others value a softer, more supportive approach.

This is an important one. In my role, I often need to give feedback, and the way I deliver it depends on the person receiving it. I’ve learned that how I deliver it makes a difference in whether it’s received well.

• Some people want it straight to the point—no sugarcoating.
• Others prefer feedback that includes encouragement and context.

Neither approach is right or wrong, but adjusting to what works best for the other person makes the feedback more effective. Either way, my goal is for the feedback to be understood and acted upon. Adjusting my approach makes a huge difference in whether that happens.

Is this manipulating people?

Some might wonder—is adjusting your approach to fit different personalities manipulative? Absolutely not.

In fact, it’s the opposite. It’s about meeting people where they are and giving them what they need to do their best work.

We all work differently, communicate differently, and are motivated differently. Understanding those differences helps us work together more effectively.

For example, since I know I tend to analyze things deeply, I also know that if I’m not careful, I can overthink and refine a project endlessly. One tip I’ve used to self-manage is setting self-imposed deadlines and sticking to them. Otherwise, I’d keep polishing until something shines!

I’ve had countless people tell me that once they started paying attention to these differences, their workplace interactions improved. Some even reflected on past conflicts and realized that personality differences—not personal clashes—were the root cause.

Using the Map to Work Better with Different Personalities

Understanding different work styles helps reduce tension, improve collaboration, and create a more positive, productive workplace.

Let’s take a real-world example:

Imagine I’m working on employee handbooks for two different companies.

• One leader is cautious and highly involved, reviewing every word.
• The other leader trusts the process and wants minimal involvement.

Both approaches are valid—but they require different processes. The first leader isn’t micromanaging, they just need a sense of connection to the project. The second leader isn’t disengaged, they may just be busy or fully trust my expertise. Understanding these differences helps reduce workplace tension, improve collaboration, and create a more positive, productive environment.

If you’re curious about how you can work better with different personalities and want to improve teamwork and communication in your workplace, let’s connect!