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This is a question that's floated around for a while, so wanted to bring it to this community.
As talent optimizers, we know tools like behavioral assessments can help us better understand our needs and drives in the workplace. They're meant to shed light on how we're kind of naturally wired so we can find the right job, better manage our interactions with others, and (for people managers) tailor how we manage people.
How do you address someone who uses their pattern as a crutch or an excuse? For example, someone who dominates a meeting and blames it on high dominance. Or someone who interrupts others' work with questions to talk something out and blames it on high extraversion. Or even making mistakes and blaming it on a low degree of formality.
Curious what your approach would be if this was your employee vs. your manager vs. a colleague, since those are each unique working relationships.