An assumption I often used to hear about risk and compliance people is that we are all detail focused and everything is about rules, procedures and governance.

I remember a business stakeholder being very surprised on a leadership training session to see I scored quite low on self-discipline and detail!

Yes, I am the one who dives right in and tries to build an Ikea flatpack without reading the instructions.

You see, I am a creative thinker at heart, with a strong personality preference for helping and supporting others. I am convinced this was the secret to my success leading big transformation programmes.

And some of my most cherished memories are when I worked with my polar opposites in the team, combining my North Star, mission and vision thinking, with people who liked focusing on the devil in the detail.

As a leader in risk and compliance, you’re responsible for guiding a team through complex and often high-pressure situations.

The stakes are high, and clear communication, collaboration, and trust are essential. Yet, despite your best efforts, you may find that your team still struggles with miscommunication, conflict, or misunderstandings that seem to arise from nowhere.

Have you ever wondered if these issues stem from something deeper — like personality differences?

When we ignore the impact of personality on behaviour, this can lead to a tense work environment where team members feel frustrated, misunderstood, or disengaged.

If this resonates with you, it might be time to reframe how you think about leadership and team dynamics.

Have you ever had a team meeting that went off the rails because two colleagues just couldn't seem to get on the same page?

Or maybe you’ve witnessed tensions rise between team members, even though both parties were working toward the same goal. Often, these issues have less to do with the task at hand and more to do with how individual personalities influence communication, decision-making, and collaboration.

When these personality differences are not recognised or valued, they can lead to frustration, misalignment, and conflict. This is especially true in high-stakes environments where stress can amplify small misunderstandings.

The result? Reduced collaboration, stifled innovation, and a toxic work culture where people are more focused on avoiding conflicts than on achieving results.

Understanding and appreciating the diverse personalities within your team can foster a culture where differences are not only accepted but celebrated. This understanding helps your team:

When team members understand each other’s communication styles, they can adjust their approach to prevent misunderstandings. Someone who prefers direct feedback will thrive when paired with someone who delivers information in a clear, straightforward manner. On the other hand, those who need more context and discussion will feel more valued when given the space to explore ideas fully.

By understanding the motivations and behaviours of others, your team can approach conflicts with empathy and patience. What might seem like a clash of opinions could actually be a difference in how people process information or make decisions.

When team members appreciate each other’s strengths, they can work together more effectively. Some team members may excel at detail-oriented tasks, while others bring visionary thinking to the table. Both are essential, and understanding these differences can create a more balanced and high-performing team.

Once you begin to recognise and value the personality traits that influence your team’s behaviour, you can take proactive steps to foster a culture of inclusivity and high performance. This doesn’t mean you need to change who people are—it means creating an environment where each person’s unique qualities can shine. Here’s how: