"Too Much"
We all have personality traits that may be a great fit for some situations, but a “less great” fit for others.
Some people react well to intense, high-energy, decisive leaders. “Finally, we’re getting things done!” they say. But for others, that person’s style is “too much.” They don’t like how “bossy” or “aggressive” that person is.
Some people react well to warm, friendly, collaborative leaders. “They really care about us!” they say. But for others, that person’s style is “too much.” It feels intrusive, or the person loses credibility for being too “fluffy.”
Some people react well to dispassionate leaders with deep expertise. “They really know what they’re doing,” they say. But for others, this style feels too rigid. “This is too regimented—I feel stifled by this excessive structure,” they say.
As leaders, we can let our intensity shine with the people who like and respond well to that type of shine. But when we are dealing with people who may find (what we think are) our best traits to be “too much,” we need to keep them “on a leash.”
Don’t change who you are. Don’t change what you are trying to do. But think of those strong personality traits like a “big, friendly dog.” With other dog-people, you can let the dog off-leash and let it romp around. But with non-dog-people, they need to see that the dog is under control and on a leash. You know it’s a friendly dog, but they PERCEIVE a large, potentially-dangerous animal.
Keep it on a leash.
(image generated using Midjourney)