Team Map

Team Marketing

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Members (8)

Sophie · self-preservation Six
Luke · self-preservation Two
Olivia · social Two
Chloe · self-preservation Seven
Amelia · one-to-one Six
Ryan · social Nine
Megan · self-preservation Six
Lucy · one-to-one Three

Download the map as a PDF

Strategies in the team

Heart Center3 of 8

2 · Altruist LukeOlivia 2

3 · Strategist Lucy 1

4 · Individualist nobody

Head Center4 of 8

5 · Expert nobody

6 · Traditionalist SophieAmeliaMegan 3

7 · Optimist Chloe 1

Body Center1 of 8

8 · Leader nobody

9 · Mediator Ryan 1

1 · Perfectionist nobody

Centers

Heart CenterFeels · relationships and recognition3

Heart Center (2, 3, 4): relationships, image, how we come across to others.

Head CenterThinks · security and a plan4

Head Center (5, 6, 7): analysis, planning, risks and possibilities.

Body CenterActs · control and boundaries1

Body Center (8, 9, 1): action, boundaries, rules and fairness.

Instincts

Self-preservationSafety, resources, and comfort4

Self-preservation instinct: resources, stability, efficiency, and taking care of practical things.

SocialGroup, role, and contribution2

Social instinct: roles in the group, rules, external relationships, and a shared goal.

One-to-oneCloseness, intensity, and passion2

One-to-one instinct: intensity, passion, and strong bonds between individuals.

What each person brings to the team

Relationships and supportLuke, Olivia · 2

Notices how people are doing, helps out, and holds the team together.

Performance and goalsLucy · 3

Drives toward results, gets things finished, and shows them to the outside world.

Risks and reliabilitySophie, Amelia, Megan · 6

Anticipates what could go wrong and is a loyal pillar for the team.

Ideas and energyChloe · 7

Comes up with options, gets others excited, and finds a way forward when something gets stuck.

Peacemaking and calmRyan · 9

Connects people, calms tension, and looks for solutions that work for everyone.

No one on the team currently brings: originality and meaning, analysis and expertise, decisiveness and protection, quality and order. Keep that in mind when dividing up tasks or hiring.

How to lead this team

Your team thinks first and acts second. People need information, time to think, and a clear plan. Send materials in advance and ask about risks. Make sure decisions don't get postponed indefinitely, and that you also talk about how people are doing.

People in the team

Sophie

Self-preservation Six · 6 Security-Minded Traditionalist

At work, they are reliable, team-oriented, and careful.

Suited to: planning and monitoring risks, checking assumptions, reliable operations, and safety

How to work together

As leaders: Sixes plan, watch for risks, and stand by their people. Under pressure they can be distrustful and slow to decide.

As team members: Sixes are loyal and responsible and flag risks early. They need trust, predictability, and clarity about who is responsible for what.

What motivates them: Security, support, and safety.

In conflict:

Hesitation – They dither for a long time between fight and flight.
Suspicion – In conflict they readily look for hidden motives.
Defending the group – They fight for those they belong to.

Communication: Sixes ask questions, verify, and want clear information. They appreciate honesty and a kept word. They often talk about what could go wrong.

Under pressure: Under pressure, Sixes' worries and doubts spiral. When stress goes on, they shift toward Three: they throw themselves into work, want to look effective, and hide their insecurity behind activity and image.

Luke

Self-preservation Two · 2 Caring Altruist

At work, they're well liked.

Suited to: caring for customers and colleagues, onboarding newcomers, partner relationships, and supporting the team

How to work together

As leaders: Twos look after people, know their needs, and create a warm atmosphere. They find it harder to say unpleasant things and may have favorites.

As team members: Twos are willing and like helping others. They need personal appreciation, and they risk taking on more than they can handle.

What motivates them: Love and close relationships.

In conflict:

Avoiding the dispute – At first they back down so as not to harm the relationship.
Built-up resentment – When they don't feel appreciated, there's an outburst or reproaches.
Fighting for the relationship – They take conflict personally, as a threat to closeness.

Communication: Twos speak warmly and personally, with genuine interest in the other person. They know how to encourage and make you feel that you matter. They often ask about others more than they talk about themselves.

Under pressure: Under pressure, Twos try even harder to help and be needed. When the stress lasts, they move toward Eight: they become blunt and domineering and may point out everything they've done for others. Disappointment turns into anger.

The sample ends here. You'll see the rest (6) in your team's full map.Get an offer

How to talk to each person

A short guide to each person: how to tell them something isn't working, what to praise them for, and what reliably kills their motivation.

Sophie 6 · Security-Minded Traditionalist FeedbackClearly and with an explanation of why. Make it clear that your trust still stands.PraiseFor their reliability and for flagging a risk in time.What demotivatesChanges to the rules without explanation and uncertainty about where they stand.

Luke 2 · Caring Altruist FeedbackFirst acknowledge the effort and the relationship, then calmly and in private say what needs to change.PraiseFor how they help others, personally and from the heart.What demotivatesWhen no one notices their help.

The sample ends here. You'll see the rest (6) in your team's full map.Get an offer

Where friction could arise

Three pairs where friction can be expected. It doesn't have to happen, but it's worth keeping in mind before it does.

Lucy and Sophie 3 and 6

Why The Six questions image and success, the very things the Three builds on.

What helps Lucy: be sincere. The Six can see through a facade.

The sample ends here. You'll see the rest (2) in your team's full map.Get an offer

How pairs work together

2 and 2 · Luke, Olivia

Two Twos are rare as partners, but at work they function very well. A task can serve as a third person for them: it has needs, it gives identity and energy. They may compete over who is more indispensable. It works when each has an equally important role.

Twos are sensitive to criticism. When their pride is hurt, they get defensive: "That wasn't my fault." It helps to reassure them that the relationship isn't at risk, and to separate a person's worth from the evaluation of their work. It's good to clearly describe roles and procedures. Then a Two doesn't have to work around anything indirectly and doesn't feel left out.

The sample ends here. You'll see the rest (11) in your team's full map.Get an offer

What to watch out for

No center is missing and no instinct clearly dominates. Still, it's worth going through the roles the team is missing above and how the pairs work together.

Who to bring into the team

8 · Powerful LeaderDecisiveness and protection

Makes the call, takes responsibility, and stands up for the team.

4 · Unique IndividualistOriginality and meaning

Brings an unexpected perspective and a feel for quality, and asks why we're doing this.

When hiring, it's worth looking for Eight or Four – someone who brings the team what it's currently missing. Treat this as one perspective; experience and skills also decide who gets hired.