A few weeks ago, I found myself with more drive time than usual and decided to listen to an audiobook I’d been curious about for a while: The Four Tendencies by Gretchen Rubin. The premise is simple—people respond differently to internal and external expectations, and Rubin groups those responses into four tendencies: Obliger, Upholder, Rebel, and Questioner.
I’ll admit, I was skeptical at first. But it didn’t take long before I could clearly see myself in one of the tendencies and, just as importantly, recognize how others in my work and personal life might fall into different ones. That insight felt familiar, because it reinforced something I see every day in my work with leadership teams: conflict often has very little to do with intent, and a lot to do with style.
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This blog is dedicated to my incredible entrepreneurial clients. Many of these organizations are growing quickly and feel it is finally time to get their HR house in order. This is a key time to build that foundation of people, systems, and structures so that the founders can start focusing on the critical aspects – their highest and best use of time – of scaling their business.
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