Feelers are like Rodney Dangerfield. They get no respect.
Every team has Doers, Feelers, and Dreamers on it.
- Doers are driven to finish things.
- Dreamers are driven to start things.
- Feelers prioritize relationships over results.
Feelers don’t finish enough things for Doers and they don’t start enough things for Dreamers. At first blush, they seem weak, but they work hard and value loyalty.
4 ways to maximize the Feelers on your team:
#1 Get a Feeler’s input when forming teams.
Feelers understand what motivates and encourages others. A pure Feeler knows what makes others thrive. But they may not be aggressive enough to put their insights into practice.
Everyone has some insight into people, but feelers understand people best.
#2. Seek a Feeler’s advice when leading change.
Feelers understand the impact of your plans and behaviors on others. I’ll never forget the day a Feeler told me that I was pushy. My initial thought was, “I am not pushy!”
Feelers hate it when Dreamers and Doers say, “Just get it done.”
#3. Seek counsel from Feelers when building environments.
Tell feelers what you want work to feel like and they will help you get there.
#4. Include Feelers when hiring new people.
Feelers have a vision for how people might work together.
4 strengths of Feelers:
- Feelers work hard to meet pressing needs.
- Feelers work well in the moment.
- Feelers thrive when they have a sense of belonging.
- Feelers care how people relate to each other.
4 weaknesses of Feelers:
- Feelers over-commit and struggle to set priorities.
- Feelers want to receive help, but struggle to ask for it. Don’t expect Feelers to be good at delegating.
- Feelers tend to worry.
- Feelers won’t ask people to do hard things.
Tip: Give Feelers a place to belong and define work in terms of meeting needs.
What are some strengths and weaknesses of the Feelers on your team?
Where do Feelers thrive?