It’s a classic workplace challenge: one person loves spreadsheets and structure, while the other thrives on big-picture thinking and moving fast. When one’s flying high at 30,000 feet and the other’s in the engine room with a checklist, how do they work well together?
The answer isn’t to change who they are. It’s to *create a shared game plan* that honours both working styles and builds trust along the way.
Here’s how you can do just that:
Step 1: Acknowledge the Differences (Without Judgment)
Start with a conversation—ideally with a neutral facilitator—to acknowledge the different ways each person works. This isn’t about pointing fingers. It’s about recognising that you’re wired differently and want to find a way forward together.
Pro tip: Avoid unhelpful labels like *disorganised* or *rigid*. Instead, go for something more neutral and constructive:
- “Big-picture thinker”
- “Detail-focused contributor”
When the language is right, the tone of the conversation shifts for the better.
Step 2: Define Roles and Play to Strengths
Get clear on what each person is *really good at*—and use that as a foundation.
For example:
Manager’s sweet spot: setting the vision, priorities, making decisions, motivating the team.
Employee’s strength zone: planning, documenting, following through, and catching the small stuff others miss.
Create a shared agreement on what each person needs to thrive. For instance, the employee might need:
- Clear briefs (even if bullet-pointed!)
- Realistic deadlines
- Regular check-ins or sign-offs
Step 3: Build the Right Communication Rhythm
This is where structure meets flow. Set up a communication cadence that supports both styles.
Weekly check-ins: The employee preps an agenda with questions or updates. The manager brings the big-picture thinking and decisions.
Use a shared task tracker: Whether it’s Trello, Asana or Microsoft Planner, visual task tracking keeps expectations clear.
Document decisions: Let the detail-focused employee lead this, with the manager reviewing as needed.
Step 4: Make Mutual Commitments
To avoid frustration later, get some working agreements in place:
The manager commits to:
- Provide strategic direction and context
- Respond to requests for input in a timely manner
- Trust the employee to bring structure to the chaos
The employee commits to:
- Take initiative to create order where it’s missing
- Share updates in a way that’s concise and action-focused
- Check assumptions and priorities regularly
Step 5: Check In, Reset, and Improve
Every month, take 15 minutes for a pulse check. What’s working? What’s frustrating? What could be better?
If the relationship has been strained or trust is still building, bring in a third party—HR, a coach, or even a team lead—to guide those first few conversations. Sometimes just having a neutral presence makes all the difference.
A Simple Reframe That Helps
“We don’t need to change each other — we just need to learn how to collaborate in a way that makes the most of what we each bring to the table.”
This isn’t about compromise—it’s about collaboration. And when opposites learn how to work together, the results can be magic.
Want help facilitating a reset conversation or turning this into a working agreement? We’ve got templates and guides to help you make it stick. Just ask.
