Have you ever felt misunderstood at work? Whether it was an employee, colleague or supervisor, having someone misinterpret your intentions can be frustrating. More importantly, it can create unnecessary barriers to collaboration and trust.
A few weeks ago, I was in a meeting when a member of my leadership team casually mentioned that she had trained her preferred AI tool to frame responses specifically for me. At first, I was taken aback. Was I really that difficult to communicate with?
She quickly clarified. “No,” she said. “I understand how you think and process information. You like data and facts. I want to make sure that when I put something in front of you, I’m helping you process the information to make a decision quickly.” She went on to explain that she had created communication archetypes for each member of our leadership team. The conversation stuck with me.
One of my top five themes in the CliftonStrengths assessment is Analytical. When I review a proposal or evaluate a decision, my instinct is to look for data, evidence and logic. I want to understand why something will work, not just that it sounds like a good idea. That approach can be valuable, but it can also be misunderstood.
CliftonStrengths describes the Analytical theme this way: “Prove it. Show me why what you are claiming is true.” When you read that description, it becomes easy to see how analytical questioning could be interpreted as skepticism, criticism or even a lack of support. In reality, the intent is often just the opposite. The goal is to arrive at the best possible decision. My team member took the time to understand me and how my thought process works. Because she did this, we have more productive conversations and come up with creative solutions together often.
When team members understand how one another process information, communicate and make decisions, they spend less time misinterpreting intentions and more time solving problems together. That is why I believe leaders should invest time helping their teams understand not only who their colleagues are, but how they think. Tools like CliftonStrengths, Myers-Briggs, DISC and others can provide valuable insights into communication styles, motivations, and decision-making preferences. The specific assessment matters less than creating a shared language that helps people understand one another.
The benefits extend beyond understanding your colleagues. These tools also help you better understand yourself. They reveal how your strengths show up in the workplace, how others may perceive you and where blind spots can emerge. Self-awareness is often the first step toward becoming a more effective leader.
In a business environment where collaboration is essential and teams are increasingly diverse in experience, perspective and work style, understanding the psychology behind how people operate is not a luxury; it is a leadership advantage. When people understand each other, they communicate more effectively, build trust more quickly and work through challenges with greater confidence.
Sometimes the most productive teams are not the ones that think alike. They are the ones that understand and appreciate how differently they think. ●
Jessica Sublett, JD, LLM, is President and CEO of Bounce Innovation Hub
