Like a Conductor leading an orchestra through a difficult piece, the Play-Maker orchestrates the future. They are the glue holding the team together and making sure that everyone can collaborate effectively. Play-Makers gain satisfaction from getting the best out of others, both individually and collectively.
This characteristic means that they are naturally inclined to perform managerial tasks and often make good leaders. Play-Makers are fundamentally networkers. They build relationships in order to get the job done.
What Makes a Play-Maker?
High emotional intelligence, or EQ, features strongly in most Play-Makers. This ability helps them to understand their team and gives them insight into what motivates people. Play-Makers will use their strong EQ to motivate, inspire, engage, and influence team members in order to accomplish tasks. Play-Makers have a strong interest in people and building relationships.
Play-Makers have the ability and insight to “collect” people. No, not in a creepy way, but in a manner that allows them to put together the right pieces of a puzzle.
They believe that through creating and nurturing the right relationships, and connecting the right people with one another, that the work will get done naturally.
Play-Makers are also not afraid to take a backseat to success. They attribute achievement to the collective, or perhaps to the Implementer who did most of the grunt work. Their desire for joint success means they are happy for others to be in the spotlight.
Play-Makers as Leaders
Play-Makers are as close to a “natural born” leader as you will get. They are comfortable being in charge of people and managing situations. Because they have a clear picture in their mind of what needs to be done, they lead with focus and direction. This brings cohesion and comfort to a team who will feel like they are being led well.
While they are good at being in charge, Play-Makers do not want to dominate. Their approach to leadership is inclusive and they try to involve all members of the team. Play-Makers want to facilitate, instead of dictate. They gain satisfaction from pushing others to their full potential and watching their team accomplish their goals, both individually and collectively. They are the first ones to start chanting “there is no I in team“.
Play-Makers have a natural ability to bring teams together. They understand how each individual member can best contribute to the team objective and then encourage that member to perform well. Part of this, is wanting harmony within the group. A team that gets along well can perform well. Many Play-Makers will not shy away from conflict, but will always attempt to resolve problems in a manner that brings everyone closer together.
Top 5 Tips for Being a Great Play-Maker
Tip 1: Build a Network
Networking and relationship building are key aspects of being a good Play-Maker. These relationships and connections are what get the job done, and putting successful teams together is when the Play-Maker will be most happy.
Tip 2: Figure Out What Works
A large part of what the Play-Makes does is influencing people. It is necessary for them understand how they do this. Each Play-Maker will have their own “play” – some may be more motivating, others may simply inspire through respect. Whatever the method, Play-Makers should determine what their strongest means of influence is.
Tip 3: Be Neutral
As the central figure of the team, Play-Makers will often have to deal with conflict.
Remaining neutral and addressing the situation from an inclusive approach is key. It is also important for Play-Makers to develop strong negotiation and conflict management skills in order to defuse situations and get team members working together again.
Tip 4: Gain People Skills
Play-Makers must be able to deal with people effectively. A good way to brush up on people skills is to attend courses or to work with a mentor. This skill forms the backbone of other skills such a networking, motivating and resolving conflict.
Tip 5: Take a Step Back
It is important for Play-Makers to take a step back once in a while and assess the relationships they have built. They should try to identify each individual’s capabilities, motives, and agendas and use that insight to engage them effectively.
Team dynamics can change over time, especially when new members join or during stressful deadlines. Reassessing the team’s status can help the Play-Maker to make any necessary adjustments.
Play-Makers provide an important function in teams, organisations and companies. As the motivators, they will get the team going; and through their conflict management skills, they can ensure the team keeps going!
Their natural ability to network and build relationships means they always know the right person for the job. Play-Makers want everyone to do well and will put the team’s success above their own. This means that they make excellent leaders and will inspire their team to reach new goals.
© The Remote Work Index