Business

What kind of brain do you have

This article has been translated from our English edition.

The opinions of the employees of You are personal.


What kind of brain do you have
What kind of brain do you have

s are leaders who can look to the future with an inspired vision, highly competent teams of champions who make the impossible possible. At least that’s what they think.

As an entrepreneur, it can happen that you feel overwhelmed and are generally afraid of doing something wrong. The truth is, whether you admit it or not, entrepreneurs and executives have Blind spotsYou all have it.

Understanding and identifying them is the fastest way to transcend and be successful. To determine the course of action to take, discover yours first Brain type.

You can do this by determining what motivates you, what fears dominate you, and what type of information to seek. The brain types below are based on 1926 research by Willian Moulton Marston, the DISC assessment, and my own 15 year experience with entrepreneurs.

1. Controller + Manager
Motivated by: status, control, results, good looks and the right impression.
Fears dominated by: lack of control
Basic information needs: the what and when

2. Innovators + influencers
Motivated by: flexibility, breakthrough, discovery, exploration and recognition
Fears dominated by: lack of respect
Basic information needs: what, when and why

3. Supervisor + Harmonizer
Motivated by: being involved, helping others, caring for others and close relationships
Fears dominated by: being left out
Basic information needs: what, when, why and who

4. Systematizers + analyzers
Motivated by: preparation, accuracy and security
Fears dominated by: being wrong
Basic information needs: what, why, who, where and how

These types of brains usually analyze the way we think and make decisions. They not only identify what motivates and scares us, but also how we save and We remember the information, our reaction to stress and conflict and what we naturally avoid and ignore.

Each type of brain has specific blind spots, less than optimal habits, that are built into our operational and personal systems that lead us to ignore certain business and responsibility requirements.

If we don’t recognize our blind spots, we may not be able to develop professionally.

The good news is that now that you’ve determined your brain type, you can identify and rule out the blind spots that are preventing you from reaching your true potential.

Controller + manager blind spots: Fixate on results, become obsessive over time, make many assumptions, need to win (others must lose), and control others.

This is how you see success:
-Orientation of profit on goals and structure
– Make use of people’s passions and talents
-Allow mistakes and learn from them
– Stop the competition and focus on meeting customer needs
-Motivate employees to make decisions (and make mistakes)
– Train your people to grow

Blind spots of innovators + influencers: Avoid structure, multitasking, hiring for potential, underestimating and promising.

This is how you see success:
– Recognize and use your talents
-Develop minimal structure that will allow you to thrive
-Partners with people who finish and complete what you started
– Appreciates everything
– Assess your workload before saying yes
– Restructure your company and your personal boundaries to suit your needs.

Caregiver + Harmonizer Blind Spots: Obsession with relationships, indulging in aggressive behavior, avoiding self-promotion and decision-making.

This is how you see success:
-Focus on the results
-Neutralize aggressive behavior by sticking to your limits
-Help others after meeting your needs
– Evaluate your contributions and pursue your professional goals
-Develop criteria to help you make decisions

Blind spots of systematisers + analyzers: Manage time ineffectively, obey rules excessively, fear intuition, analyze paralysis (perfectionism) and avoid emotions

This is how you see success:
-Focus on deadlines and customize your work
– Arrange your priorities
– Ask when the rules can be broken
– Make assumptions and clarify them
– Determine if things are “good enough” to evaluate and provide feedback
– Pay attention to the emotions around you and what they are telling you

Similar Posts