Congrats! You're a Problem Solver.

What does this mean? Here’s your digest:


You are the Problem Solver, which means you are insatiably curious, you’re always on the quest for knowledge about subjects, systems, and people. You prioritize the competency of you and your employees, which is why you are so trusted. You are logical, good at systems thinking, and can stay calm while solving a current problem.

 

You understand that until you have all the information, you cannot problem-solve effectively. You are methodical and offer a lot of insight and depth of knowledge. Your colleagues and employees come to you for resources, brainstorming, and ideas.

 

Your strengths include being informative, level-headed, systems thinker, ideas generator, resourceful, knowledgeable, calm, and grounded. 


  • You encourage others to ask good questions that evoke curiosity instead of fear. You know the solutions you find can only be as good as the questions you ask.
  • You ground others when you get caught up in panic or a story by offering them alternative perspectives that shift the way they are looking at the problem.
  • You offer ideas others hadn't considered and objectively walk them through many options and alternatives.
  • You inspire others to further your knowledge and skillsets due to the wealth of information you organically house.


Ways you might unintentionally lose TRUST –

  • Not taking time during meetings to talk about how your employees are doing emotionally (whether how they feel about a new process or, in general how they are doing - this might feel inefficient to you).
  • Not providing updates to your employees about a process or problem that does not have a solution yet (you'd prefer to share updates when you feel there is substantial progress or a clear answer).
  • Not talking about the working relationship between you and your employee, or not directly sharing what you appreciate about your employee (it's not intentional; you just tend to be focused on solving process or policy problems).
  • When an employee needs support in an area of competency, and you can't help but think, "please take the time to learn and master this without solely depending on me".



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.


Full Problem Solver Report


The relationships you have with your people and the relationships they have with each other determine the level of psychological safety in your group practice. Access below if you want a deep and detailed understanding of your relational patterns and influential leadership style.


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