We’re consulting with a company that encourages employees to “bring all of you” to work.

That’s a good thing. We want organizations to encourage exactly that. And we want to work with organizations that are wisely embracing Diversity, Equity, and Inclusion (DEI) and implementing related initiatives.

A fundamental problem with “bring all of you”

In January, a friend confided that his boss had found him on Instagram. He jokingly talked about wanting to “light himself on fire” when his boss said “It looks like you have a lot of fun. Feel free to bring more of that Joel to the office.”

Similarly, a colleague of ours recounted a story about her boss letting her know that she “can be comfortable being her authentic self at work.” She appreciated the sentiment but was a bit confounded. What part of herself did people believe she wasn’t bringing to work? “Do they want me to be more female” at work? “Am I supposed to be performatively Latina?” “Does this mean I can do my punch needle art?” She had no idea what to do with that offer.

Costigliole d'Asti, Piemonte, Italy. Photo Credit: No Vacation Required

Adding to the confusion is the whole “the company’s down with whoever you want to be” vibe that “bring all of you” can imply. But people are smart. Most of us have been around the block a time or two. People are not interested in the trap of over-individuating and then getting written up for it.

So, “bring all of yourself” can be complicated.

The good news is that most of the time, “bring all of you” is meant to imply an organizational comfort with you bringing your unique set of skills, strengths, and personality traits to work. That’s excellent. And, for most people, that’s even more complicated.

People are still surprised by personality

The problem with “bring all of you” – as we were reminded by an employee at that client/company – is that most people don’t have a solid grasp of who they are. Well, other than the basics. And by basics, I mean the roles they play: daughter, partner, spouse, friend, etc. By and large, people don’t know how they make decisions. They don’t understand how they primarily process information. And they certainly don’t understand how they prefer to recharge.

I used to keep track of how often we worked with a person who didn’t know they were an introvert until we told them. And then I stopped because it became disturbingly uninteresting.

Many, many people have no idea that they’re primarily introverted until the idea is introduced via a personality assessment. And even that doesn’t always do the trick. Most individual’s first and only introduction to a personality assessment is via work.

Do I need to remind you, only a handful of paragraphs later, that people are smart? Under the wrong circumstances and working for an untrusted manager and/or employer, many people know they better select “people energize me” over “people deplete me” when asked.

All that is to say that, to “bring all of you,” you have to know yourself. And if you are going to learn about yourself via a work initiative, like the team-oriented personality assessments we provide, employers have to be clear – really clear – about what “bring all of you” means. They have to really want to know the full person. They have to really want their employees to bring their full selves to work.

“Bring all of you” and “let’s bond” and “we appreciate all styles” initiatives don’t work if the organization has teams of people who will simply lie if they feel they need to do so to keep their job.

It’s a tall order, but more and more companies are stepping up.

There’s an I in DEI

We are thrilled that – even in the face of inscrutable backlash 🙄 – organizations are doubling down on DEI and showing unwavering dedication to dismantling systemic barriers, fostering belonging, and championing the voices of marginalized communities.

We believe that DEI initiatives and the understanding that they foster can be transformative. But they can also be nothing more than PR programs if people aren’t encouraged to know who they are – beyond all the surface stuff. It certainly has to go deeper than knowing whether you're an introvert or an extrovert.

Knowing yourself has to be about uncovering the unique blend of quirks, strengths, and passions that make you singular. When you understand yourself on a deeper level, you start to make better choices. You figure out what makes you tick and what drains your energy.

Armed with this knowledge, you can start aligning your actions with your authentic self. You can lean into your strengths, tackle challenges head-on, and make decisions that feel right for you. It's like having a superpower that helps you navigate life with confidence and purpose.

This insight into yourself (and team members) is truly transformational.

Sidebar: Knowing yourself is even more transformative outside of work. We especially like seeing love relationships get unblocked when each person’s self-awareness blossoms. (Pro tip: Do this work before going long-term 😉)

Speaking the same language

Understanding personality types within work teams is like uncovering the hidden gems that propel collective success. We’ve worked diligently to help organizations realize that insight into team members’ personality types is not just a bonding exercise; it's a cornerstone for thriving workgroups.

By delving into personality types, team members gain invaluable self-awareness. They discover their unique strengths, preferences, and approaches to tasks. This self-awareness allows individuals to harness their strengths effectively, navigate challenges confidently, and contribute meaningfully to team objectives. Understanding the personality types of colleagues fosters a culture of empathy and collaboration. When team members grasp each other's preferences and communication styles, it enhances interpersonal dynamics. It's akin to speaking the same language.

Through this work, teams cultivate trust and appreciation for diverse perspectives. Rather than viewing differences as obstacles, they embrace them as assets that enrich problem-solving and innovation.

In short: insight into personality types is a catalyst for understanding and greater team performance.

#sundayscaries-free teams

In this age of Workism, we encourage our client companies to celebrate the wholeness of their employees – the many roles they play in addition to their “career” role. Additionally, by moving away from cultures based on competition and mistrust, these companies foster environments where individuals thrive, collaboration flourishes, and collective success becomes inevitable.

We call them #sundayscaries -free teams.

This deep dive into personality – for the good of the individual and the team – is how companies best embrace a “bring all of you to work” culture. A culture in which people can be who they are because they know who they are and the impact they can make by tapping into their unique strengths and personality traits.

And maybe, just maybe, one day people can be Introverts and Feelers and whatever else at work, knowing that it’ll make them and their workplace better because of it.

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Onward & Upward,