Congrats! You're a Mediator.

What does this mean? Here’s your digest:

You are the Mediator, which means you are a master at collaboration; you are inclusive and conceptualize all perspectives. You bring employees, colleagues, and stakeholders together with ease, like a conductor of people. You easily create a trusting work environment due to facilitating gatherings in a meaningful way.

You notice nuances in group situations, such as unsaid things, and you know how to create bridges rather than divides. Your colleagues come to you because they know you can connect with various personalities and ease tension amongst different parties. Your employees appreciate you because you advocate on their behalf and link them with support. Connecting people is difficult to master, yet you easily create a trusting work environment by building connections and facilitating gatherings in a meaningful way.

Your strengths include being warm, diplomatic, an active listener, confident, open-minded, empathic, respectful, and responsive. 

• You encourage and inspire others to be inclusive and consider all voices in a group dynamic.
• You remind others during meetings to take time for relationship-building through intentional, meaningful, and unifying activities.
• You advocate on the behalf of others, modeling what it feels like to be centered and included during a time when someone is not being considered.
• You point out during policy and process changes or reviews when others leave out stakeholders, departments, or anyone else impacted by the change.

Ways you might unintentionally lose TRUST –

• You're so good at bridging the relational gaps and divides between your team that you forget to make amends or openly talk about your working relationship directly with them (especially when you feel hurt or frustrated by them).
• Not giving employees difficult feedback about how they need to improve their skills or competency as you don't want to crush their spirit (especially if they excel and value centering inclusive relationships).
• Not being consistent with employees about your boundaries and needs so you don't overextend yourself (especially when it comes to your teams overly relying on you to fill the gaps).
• When a process or policy is a bit more pragmatic in nature, you might avoid or skip these topics as they feel tedious or mundane.

Want to go deeper? 

If you're interested in learning how your employees might perceive you, how to cultivate more TRUST in your group practice, or even which Archetypes on your leadership team you can lean on for support, then access your 18-page report.

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