How to work with a risk-taking personality In the extreme, they may have an “ask forgiveness, not permission” mindset that can land them in trouble.They’re more accepting of failure and moving on when something isn’t working.They’re comfortable making executive decisions on the spot, without consulting others, when the need arises.They make decisions relatively quickly after considering the most important criteria.Once they decide what they’d like to do, they’re impatient to get started.(Many risk-takers also like change read all of the character trait descriptions to learn more about how different traits interact.) They have a sense of adventure and want to try new things.You might notice some or all of these traits in the risk-takers on your team: What are the characteristics of risk-takers at work? Risk-taker personalities accept new ideas more easily and are ready to act. In the workplace, someone with risk-taking personality traits doesn’t need the same level of proof or time to think things through that a more cautious employee would. What about the other members of your team? If they don’t fit the description above, they may lean towards being risk-takers in business settings: people who are much more willing to go out on a limb if it makes sense to them. Look for instances when you might need to suggest mixing things up. Cautious personalities can sometimes stick with the status quo for too long (especially if they are also change-averse read the other character trait descriptions for a fuller picture).In your one-on-one meetings, regularly check in about any areas where your cautious employees might need to make a change to get better results.How to give feedback to a cautious person If someone on your team who has a cautious personality takes a risk, make sure you support that risk! Recognize risks that turn out well, and support the employee when they don’t, too… especially if you want to see the employee take more risks in the future.If there’s time to slow down and investigate other options, leave room for that. Don’t rush cautious people into big risks.This give-and-take is not only important to making sure everyone feels heard, but also for making the best possible decisions. Make sure that the concerns of cautious employees don’t get steamrolled by the enthusiasm of risk-taker personalities.How to motivate someone who is cautious in the workplace Give cautious employees space to voice their concerns about new processes, especially one-on-one with you.Don’t look to your cautious employees to be “early adopters.” If you’re introducing a new way of doing things, offer evidence that it works whenever you can.Let’s dive deep into how the cautious personality trait plays out at work. In the extreme, they may miss out on opportunities for growth in favor of the status quo.Ĭautious personality types can be big assets on your team, especially if they’re handling important or sensitive tasks.(If someone else leaps first, all the better.) They may be wary of new, unproven processes and tools.They tend to default to what they already know works, unless there’s a compelling reason to change.Here are a few cautious personality traits that can show up in the workplace: What are the characteristics of someone with a cautious personality? Cautious personality types prefer having time to weigh the evidence, do research, and give a change plenty of consideration before taking the plunge. It’s not that they never take risks, but they tend to be more skeptical of doing so. Someone who is cautious in the workplace tends to stick with proven, time-tested solutions. What does it mean to have a cautious personality at work? Let’s explore how these traits play out at work. In general, people tend towards one of two extremes: cautious personalities or being a risk-taker. Understanding your employees’ tolerance for risk can help you manage more effectively (and make smarter hires). Your team at work is made up of cautious people, risk-takers.
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