Leadership Summary ReportFor Lee Tessier

Prepared on
April 26, 2024

Welcome to Your Customized Leadership Summary Report from vitalspark

This comprehensive leadership guide has been carefully crafted based on an in-depth analysis of Lee Tessier's unique personality characteristics, using our robust 50+ Human Characteristic Spectrum Analysis.

We've decoded their primary and secondary personality types, their dominant attachment style, and their specific polarities to provide a nuanced understanding of their professional persona.

This guide delves into key areas such as Communication Styles, Emotional Intelligence, Decision Making, Conflict Resolution, and Goal Orientation, with an emphasis on understanding their roles in relationships, their emotional needs, challenges, and intrinsic strengths. The aim is to equip leaders with the knowledge and strategies needed to lead and empower Lee Tessier effectively in various aspects of professional life.

By applying the insights from this report, leaders can tailor their approach to align with Lee Tessier's personality traits and working style, ensuring they can connect, motivate, and engage with him in the most effective manner. This tailored approach is designed to enhance their performance, job satisfaction, and overall contribution to the team and organization, leading to significant growth in their professional life.

Read on to unlock a deeper understanding of how to lead and empower Lee Tessier effectively. This knowledge is key to unlocking their potential for significant growth and success in their professional endeavors.

Understanding Lee Tessier

Personality Type(s): Guardian

Highly Impacting Type(s): Companion, Traditionalist, Peacemaker

Secondary Type(s): Innovator, Visionary, Dynamo, Artisan, Adventurer

Attachment Style(s): Anxious-Secure, Secure

Secondary Attachment Style: Anxious-Avoidant

Polarity: Masculine, Feminine

Secondary Polarity: Masculine-Harmonized Blend, Feminine-Harmonized Blend

Primary Motivator(s):

Highly Impacting Motivator(s):

Low/No Impact Motivator(s):


Understanding Lee Tessier is about recognizing the intricacies and richness of their personality that makes them truly unique. Rooted in the Guardian archetype, Lee exhibits steadfastness, reliability, and a profound commitment to their responsibilities and the people they serve. Their personality weaves together the critical aspects of both companionship and tradition, which are further enriched by their ability to be a peacemaker. While being anchored by their primary traits, Lee also possesses the dynamic capability to adapt and innovate, as evidenced by their secondary traits that include being an innovator, visionary, dynamo, artisan, and adventurer. Their attachment styles suggest a complexity in relationships, balancing an anxious-secure with a predominantly secure orientation, while also displaying traits of anxious-avoidance in certain contexts. Lastly, their polarity demonstrates a balance between masculine and feminine energies, creating a harmonized blend that guides their interactions and decision-making processes.


Lee Tessier's strengths are as diverse as they are impactful, contributing significantly to their personal and professional environments. At their core, these strengths stem from a profound sense of duty, a keen eye for detail, and an unwavering commitment to the well-being of their community. This foundation is bolstered by an impressive adaptability and creativity that allows them to navigate complex situations with grace. Lee's ability to embody both leadership and companionship creates a unique blend of assertiveness and empathy, making them a cherished member of any team. Their strengths not only facilitate personal achievement but also foster a nurturing and inclusive environment that propels others towards success.

  • Exceptional reliability and dependability in all endeavors.
  • Deeply committed to upholding traditions and maintaining stability.
  • Strong leadership capabilities, especially in harmonizing group dynamics.
  • Ability to adapt and innovatively approach complex challenges.
  • Effective communication that bridges understanding and fosters collaboration.
  • Compassionate and empathetic towards the feelings and needs of others.
  • Balanced decision-making that incorporates both logic and emotion.

Weaknesses (Challenges)

Every strength has its shadow, and for Lee Tessier, their challenges often mirror the flip side of their commendable attributes. While their commitment to tradition provides stability, it may sometimes hinder adaptability in rapidly changing environments. Similarly, their deeply rooted sense of responsibility can lead to overcommitment and stress, particularly in scenarios that demand flexibility. Lee's empathetic nature, while a cornerstone of their personality, can also lead them to internalize others' problems, adding an emotional burden. Identifying and understanding these challenges are crucial steps in personal growth, allowing Lee to navigate them with awareness and resilience.

  • May struggle with rapid changes that require letting go of established norms.
  • Tendency to overcommit, leading to stress and possible burnout.
  • Internalizing others' issues can lead to emotional exhaustion.
  • Decision-making may be slow when trying to balance logic and emotion.
  • May avoid confrontation to maintain harmony, at the expense of addressing critical issues.
  • Prefers clear instructions, which can be challenging in ambiguous situations.

Preferred Working Style

Lee Tessier thrives in environments that respect their core values of stability, tradition, and community. They favor structured settings where expectations are clear, and contributions to the collective goal are recognized. Their working style is characterized by careful planning, attention to detail, and a strong sense of accountability. Lee excels when given the autonomy to implement time-honored methods, though they are also capable of creative problem-solving when necessary. An ideal work setting for Lee is one where there is a strong sense of camaraderie and where their contributions to maintaining harmony and fostering collaboration are valued.

  • Prefers a structured and stable work environment with clear expectations.
  • Values roles that leverage their reliability and meticulous attention to detail.
  • Seeks recognition for their contributions to team goals and group dynamics.
  • Thrives when autonomy is provided within a framework of established practices.
  • Appreciates opportunities for creative problem-solving within their areas of expertise.
  • Desires a workplace that emphasizes teamwork and respect for each individual's role.

Preferred Leadership Style

As a leader, Lee Tessier naturally gravitates towards a style that is inclusive, stabilizing, and grounded in a deep sense of responsibility towards their team. They lead by example, demonstrating unwavering commitment and reliability in all their endeavors. Lee's leadership is marked by their ability to foster a harmonious workplace, where each individual feels valued and understood. Their decision-making process carefully weighs all factors, ensuring that actions are both logical and empathetic. In essence, Lee's leadership style is one that nurtures growth, encourages collaboration, and maintains traditions while being open to adaptability when it serves the collective good.

  • Emphasizes inclusivity, ensuring all team members feel valued.
  • Leads by example, demonstrating reliability and commitment.
  • Fosters a harmonious workplace where conflicts are addressed with empathy.
  • Values traditions and established methods, integrating them with new ideas when beneficial.
  • Makes decisions that are balanced, considering both logical and emotional aspects.
  • Encourages collaboration and open communication among team members.

Preferred Leader's Personality, Style and Communication

Lee Tessier values leaders who encompass both strength and sensitivity, mirroring their own balanced approach to life and work. Such a leader recognizes the importance of traditions while being adaptable to change, appreciates the uniqueness of each team member, and communicates with clarity and empathy. This leader would provide a stable environment that fosters personal growth and collaboration, seamlessly blending guidance with the freedom for individual exploration. Ultimately, for Lee, the ideal leader is one who is committed to the wellbeing of their team and the broader community, advocating for a harmonious blend of progress and preservation.

  • Values a leader who balances strength with sensitivity.
  • Appreciates a blend of traditional and adaptable leadership approaches.
  • Seeks clear, empathetic communication that considers the perspectives of all team members.
  • Desires a stable, nurturing environment that encourages personal and collective growth.
  • Looks for leadership that respects individuality and fosters a sense of community.

Communicating effectively with Lee Tessier requires an approach that acknowledges and respects their unique blend of personality traits, attachment styles, and polarities. Given Lee's grounding in the Guardian archetype, alongside their value for companionship and tradition, clarity and honesty are paramount. Conversations should be direct and straightforward, ensuring that the information is delivered in a way that aligns with their preference for stability and reliability. Regular feedback is also crucial, as it provides Lee with the structure and reassurance needed to feel secure in their performance and relationships. Emphasizing transparency in discussions not only nurtures their secure attachment style but also addresses their anxious-secure tendencies, allowing them to navigate uncertainties more confidently. Moreover, recognizing their balanced masculine-feminine polarity means adopting a communication style that is both assertive and empathetic, honoring their need for harmony and understanding in interpersonal interactions.

When crafting messages or engaging in dialogues with Lee, it is beneficial to incorporate affirmative recognition of their contributions and efforts. Such positive reinforcement supports their self-esteem and strengthens the secure foundation of their relationships, whether in professional settings or personal interactions. Additionally, considering Lee's secondary attachment style of anxious-avoidant, it is important to foster an environment where they feel comfortable voicing concerns without fear of judgment. Open and inclusive communication channels that encourage sharing and collaboration reflect the harmonized blend of Lee's polarities, making it easier for them to express their innovative and visionary ideas. Ultimately, by tailoring communication strategies to Lee's multidimensional personality, leaders and peers can cultivate a deeply engaging and mutually enriching relationship.


Ensuring effective communication with Lee involves careful consideration of their needs, interests, and preferences. Regular interactions that reflect their value for structure, acknowledgment, and growth opportunities can significantly impact their sense of security and satisfaction in both personal and professional settings. Here's how to approach communication with Lee across various frequencies:

Daily Stand-Ups/Touch Points

Importance: Helpful

Given their preference for a structured and supportive environment, daily check-ins provide Lee with a sense of stability and reassurance. These short, focused interactions offer an opportunity for them to share progress, voice concerns, and receive the immediate clarity that nurtures their sense of belonging and value.

  • Updates on current priorities and immediate tasks.
  • Feedback on recent accomplishments or areas for improvement.
  • Opportunity to voice any concerns or needs for support.


Importance: Important

Weekly meetings are crucial for deeper dives into project statuses, personal achievements, and planning ahead. They provide a more extensive platform for acknowledging Lee's contributions and aligning on expectations, which is essential for their motivation and commitment.

  • Review of completed work and discussion on outcomes.
  • Setting goals for the upcoming week and resource allocation.
  • Recognition of accomplishments and constructive feedback.


Importance: Neutral

Bi-weekly communications might not add significant value beyond what's covered in daily and weekly interactions. Given Lee's need for routine and frequent feedback, more spaced-out interactions might not align well with their expectations for close guidance and reassurance.


Importance: Important

Monthly reviews are critical for a comprehensive look back at achievements, lessons learned, and future planning. They allow for reflection and can be highly motivating for Lee, providing clear indicators of progress and areas for development.

  • Detailed project reviews and performance analysis.
  • Planning for the next month, with aligned goals and expectations.
  • Personal development discussions and long-term career planning.


Importance: Essential

Quarterly reviews are essential milestones that give Lee the big-picture perspective they need to align their efforts with broader organizational or personal goals. These detailed sessions can significantly contribute to their sense of achievement and clarity on future directions.

  • In-depth review of quarterly achievements.
  • Strategic planning and alignment with long-term objectives.
  • Extensive feedback sessions, celebrating successes, and identifying growth areas.

Addressing Immediate Needs

Importance: Vital

Instantly addressing Lee’s immediate needs is vital for them to feel seen, safe, accepted, and protected. Immediate responsiveness to their concerns underscores their importance within the team or relationship, reflecting a commitment to their well-being and career growth.

  • Open channel for urgent communication and support.
  • Assurance that their concerns and needs are prioritized.
  • Immediate problem resolution and decision-making assistance.

To effectively motivate and engage someone like Lee, it's essential to consider strategies that resonate with their internal drivers and meet their deep-seated need for feeling valued, safe, and part of a cohesive community. Recognizing their achievements and aligning tasks with their intrinsic interests are powerful ways to boost their motivation, fostering an environment where they can thrive. Below are strategies tailored to satisfy these needs and empower them to feel infinitely capable and loved.

Acknowledging Achievements

Recognition plays a pivotal role in motivating Lee, as it directly taps into their desire for validation and sense of belonging. Celebrating their successes, both big and small, helps reinforce their feeling of being an integral part of the team. This recognition should be genuine and specific, highlighting not just the outcomes but also their dedication and effort.

  • Regular, personalized feedback that emphasizes their specific contributions.
  • Public acknowledgment in team meetings for their successes and efforts.
  • Implementing an appreciation system where peers can recognize each other, including Lee, for their hard work and support.

Aligning Tasks with Interests

Finding tasks that align with Lee's interests and strengths is crucial for their sustained motivation. When they engage in activities that resonate with their passions and skills, it not only enhances their productivity but also deepens their job satisfaction. It's important to regularly check in with them to understand their evolving interests and how these can be integrated into their role.

  • Assign projects that challenge them and align with their abilities and career aspirations.
  • Offer opportunities for them to lead initiatives that match their passions, providing a sense of ownership and achievement.
  • Encourage their participation in decision-making processes, particularly in areas they are passionate about.

Creating a Supportive Environment

An environment that makes Lee feel seen, safe, accepted, and protected is foundational to their motivation. By fostering a culture that values open communication, collaboration, and mutual respect, Lee is more likely to feel secure and empowered. Providing them with a support system that acknowledges their contributions and addresses their concerns promptly ensures they feel valued and heard.

  • Ensure that team dynamics are inclusive, valuing each member's input and offering support as needed.
  • Facilitate a collaborative atmosphere where Lee feels comfortable sharing ideas and feedback without fear of judgment.
  • Offer continuous growth opportunities through training and development programs that cater to their interests and career goals.

Empowering with Responsibility

Entrusting Lee with responsibilities that challenge them and recognize their skills is a powerful motivator. It signals trust in their capabilities and encourages them to take ownership of their roles. Empowerment comes from not only assigning these tasks but also providing the guidance and autonomy they need to execute them successfully.

  • Delegate meaningful tasks that capitalize on their strengths and contribute to the team's goals.
  • Offer autonomy in how they approach their work, within the framework of team goals and organizational values.
  • Support their leadership development by assigning them mentorship roles or leading small projects, boosting their sense of accomplishment.

Keeping stress at manageable levels is crucial for maintaining a healthy work-life balance and ensuring productivity. For someone like Lee, who thrives in structured environments and values close relationships, recognizing and mitigating stressors can significantly enhance their well-being and job satisfaction. Here are some targeted strategies to help Lee navigate stress more effectively in their work environment:

Identify Triggers

Being aware of what specifically causes stress for Lee is the first step towards managing it. This could include tight deadlines, unclear expectations, or feeling disconnected from the team. Encouraging self-reflection and open discussions about these triggers can help in understanding and addressing them before they escalate.

  • Encourage Lee to keep a stress journal to identify patterns or recurring situations that lead to stress.
  • Regular check-ins to discuss any concerns or pressures they might be feeling.
  • Promote a transparent communication culture where Lee feels comfortable sharing their stressors.

Creating a Supportive Environment

A supportive work environment can significantly reduce stress levels by reinforcing a sense of security and belonging. For Lee, knowing they have a reliable support network at work, where they can seek advice or simply share their challenges, is invaluable.

  • Foster strong team bonds through team-building activities that emphasize collaboration and mutual support.
  • Provide access to resource groups or mentors who can offer guidance and support.
  • Ensure Lee knows whom to approach when they need help, emphasizing the availability of support structures.

Setting Clear Expectations

Unclear expectations can be a significant stressor, making it essential to define clear, achievable goals for Lee. Providing them with a clear roadmap and understanding what is expected will help them feel more secure and less anxious about their responsibilities.

  • Clearly define roles, responsibilities, and goals, ensuring they align with Lee's skills and interests.
  • Offer regular feedback that focuses on both strengths and areas for growth, setting a clear direction for future efforts.
  • Involve Lee in goal-setting processes to ensure they feel ownership and alignment with their objectives.

Encouraging Work-Life Balance

Maintaining a healthy work-life balance is essential for managing stress. Encouraging Lee to take regular breaks, disconnect after work hours, and engage in activities outside work that they enjoy can help prevent burnout and keep stress at bay.

  • Promote flexible working hours or remote work options to accommodate personal commitments and preferences.
  • Encourage taking scheduled breaks during the day to refresh and recharge.
  • Organize team activities that are not work-related to foster relaxation and camaraderie.

Develop Coping Strategies

Equipping Lee with coping strategies to manage stress effectively is crucial. Whether through resilience training, stress management workshops, or encouraging physical activity, helping them build a toolkit of coping mechanisms can be invaluable.

  • Provide access to stress management resources, such as workshops or online courses.
  • Encourage regular physical activity, which has been shown to reduce stress levels.
  • Promote mindfulness or meditation practices as a way to manage day-to-day stress.

By addressing these areas, Lee can feel more empowered to manage stress, leading to improved performance, satisfaction, and overall well-being in their work environment.


Integrating Lee into team settings is a process that can be significantly enhanced by understanding their unique blend of skills, preferences, and challenges. Given their inclination towards stability, tradition, and peacekeeping, Lee naturally excels in environments where collaboration and reliability are valued. To ensure their successful inclusion in team dynamics, it's important to leverage their strengths while also being mindful of potential challenges that may arise. Here’s how to best integrate Lee into team settings, along with insights into the kind of work they might enjoy or prefer to avoid.

Highlighting Their Skills in Team Dynamics

Lee possesses a remarkable ability to foster peace and harmony within a team, making them an invaluable asset in collaborative settings. Their knack for maintaining traditions and ensuring stability supports a consistent and reliable work environment. By highlighting these skills, Lee can be positioned as the go-to person for ensuring team cohesion and implementing best practices.

  • Assign Lee roles that require close collaboration and coordination with team members.
  • Leverage their ability to mediate and resolve conflicts, ensuring a harmonious team environment.
  • Encourage them to share their ideas on best practices and ways to improve workflow efficiency.

Addressing Challenges in Collaboration

While Lee is highly collaborative, their preference for tradition and stability might pose challenges in rapidly changing or highly ambiguous situations. It’s important to support them through these challenges by providing clear directions and reassurance to navigate unfamiliar circumstances confidently.

  • Offer clear guidelines and expectations for projects that require adaptability and flexibility.
  • Provide additional support and resources when Lee is tasked with navigating new or uncertain situations.
  • Foster an open dialogue about their concerns or hesitations in team meetings, ensuring they feel heard and supported.

Kind of Work Lee May Enjoy

Lee thrives in roles that allow them to capitalize on their strengths of reliability, dedication, and the ability to maintain peace and order. Work that involves organizing, planning, and executing projects with a defined structure and clear outcomes is likely to be highly satisfying for them.

  • Projects that require meticulous planning and adherence to established procedures.
  • Roles that involve team coordination, fostering collaboration and harmony.
  • Tasks that allow them to mentor or guide others, leveraging their experience and knowledge.

Work That May Not be Suitable for Lee

Given Lee's preferences and strengths, certain types of work may not align well with their disposition. Assignments that demand high levels of spontaneity, frequent changes in direction, or lack a clear structure could lead to stress or dissatisfaction.

  • Projects with undefined goals, requiring significant improvisation or rapid pivoting.
  • Tasks that isolate them from the team or do not utilize their collaborative strengths.
  • Roles that consistently challenge their comfort with change and adaptation without providing adequate support.

By carefully considering Lee’s unique qualities and preferences, teams can create an environment where they feel valued, engaged, and motivated. This not only enhances Lee's personal job satisfaction but also contributes significantly to the team's overall success and cohesion.

Professional Development Guidance

Supporting the personal and professional growth of someone like Lee involves recognizing their strengths and areas for development in a manner that respects their unique personality. By offering targeted training and development opportunities, we can ensure that Lee not only excels in their current role but is also prepared for future challenges and leadership positions. Here are some suggested paths for Lee's growth:

Leadership Development Programs

Given Lee's natural inclination towards fostering collaboration and maintaining harmony within a team, leadership training can further hone these skills. These programs should focus on developing emotional intelligence, conflict resolution, and effective team management to prepare them for leadership roles.

  • Workshops on emotional intelligence to enhance their understanding and management of team dynamics.
  • Training in conflict resolution techniques that align with their peacemaking abilities.
  • Opportunities to lead small projects or initiatives as part of hands-on leadership practice.

Communication Skills Training

Effective communication is key to Lee's success in both their current role and future advancements. Training that focuses on clear, empathetic, and assertive communication can help them articulate their ideas more confidently, manage team discussions, and provide feedback constructively.

  • Seminars or workshops on assertive communication to bolster their confidence in voicing opinions and needs.
  • Practice sessions on delivering and receiving feedback in a constructive manner.
  • Public speaking or presentation skills training to enhance their ability to share ideas and lead meetings effectively.

Problem-Solving and Innovation Workshops

While Lee excels in environments with established procedures, encouraging them to engage in problem-solving and innovation can broaden their skill set. Workshops that challenge them to think creatively and approach problems from different angles can stimulate their growth and adaptability.

  • Creative thinking workshops that encourage out-of-the-box solutions to common problems.
  • Case study sessions that simulate real-world challenges and require innovative problem-solving.
  • Opportunities to participate in cross-functional teams where they can apply their skills in new contexts.

Stress Management and Resilience Building

Recognizing Lee's potential stressors and equipping them with strategies to manage these is crucial for their wellbeing and sustained growth. Training in stress management and resilience can provide them with tools to navigate workplace challenges more smoothly.

  • Workshops on mindfulness or meditation to develop techniques for managing stress.
  • Resilience training programs that focus on building mental and emotional strength.
  • Time management courses to help balance workload and reduce feelings of being overwhelmed.

By focusing on these areas for development, we can support Lee in their journey towards achieving their full potential. Tailoring the training opportunities to align with their intrinsic qualities ensures that they find these experiences both enriching and empowering, paving the way for a fulfilling career path.


Resolving conflicts involving someone like Lee requires a thoughtful and considerate approach, considering their personality traits and preferences. Lee's inherent values of stability, harmony, and effective communication play a pivotal role in how they perceive and handle disagreements. Here's a guide on how to manage conflicts involving Lee or between Lee and another team member:

Understanding the Problem

Begin by clearly defining the issue at hand, ensuring that all perspectives are heard. For Lee, understanding the root cause of the conflict is crucial. They appreciate a structured approach to problem-solving, which helps them feel secure in the process.

  • Encourage open and honest dialogue, allowing Lee to express their concerns and feelings.
  • Use neutral language to avoid escalating the conflict.
  • Ensure that both sides of the conflict are acknowledged and validated.

Providing Support and Guidance

Lee values support and guidance in stressful situations. Offering clear strategies for resolution and ensuring that they don’t feel alone in navigating the conflict can help mitigate their anxiety and promote a constructive outcome.

  • Offer solutions that are in line with established protocols and procedures, providing a sense of familiarity and security.
  • Provide reassurance and support, emphasizing the goal of a fair and respectful resolution.
  • Model effective conflict resolution behaviors, demonstrating calm and constructive dialogue.

Emphasizing Collaboration and Common Goals

Reminding all involved parties of their shared goals and the importance of teamwork can help refocus the conversation from conflict to collaboration. Lee thrives in environments where collaboration is prioritized, and emphasizing this can help them see beyond the immediate disagreement.

  • Highlight how resolving the conflict benefits the team and contributes to shared goals.
  • Encourage collaborative problem-solving, inviting ideas and solutions from all parties involved.
  • Stress the value of each team member’s contribution, including Lee's, to foster a sense of unity.

Seeking Win-Win Solutions

Finally, aim for outcomes that address the needs and concerns of all parties. Lee appreciates when solutions are balanced and consider the well-being of everyone involved, reinforcing their commitment to harmony and peace within the team.

  • Explore options that offer compromise and mutual benefits, avoiding zero-sum solutions.
  • Involve Lee in the solution-finding process, valuing their input and perspective.
  • Ensure that the final agreement is clearly communicated and agreed upon by everyone involved.

By approaching conflicts with empathy, clarity, and a focus on collaborative solutions, you can effectively navigate disagreements involving Lee. This not only resolves the immediate issue but also strengthens team dynamics and reinforces a positive, supportive work culture.


Effective performance management for someone like Lee involves understanding their needs for stability, recognition, and progressive growth. By establishing clear goals, consistently monitoring progress, and delivering constructive feedback with a focus on development and encouragement, you can support Lee’s professional journey. Below are strategies tailored to ensure that performance management resonates with Lee’s unique disposition and motivates them towards achieving their highest potential.

Setting Goals

Goal setting for Lee should center around clear, attainable objectives that align with their role and personal aspirations. It’s crucial to involve them in the goal-setting process, ensuring these objectives resonate with their interests and strengths, and provide a clear path for advancement.

  • Work together to define specific, measurable, achievable, relevant, and time-bound (SMART) goals.
  • Align goals with their natural strengths and areas where they express interest in advancing.
  • Ensure each goal has a clear purpose and contributes to the larger objectives of the team or organization.

Monitoring Progress

Regular monitoring of progress helps keep Lee on track and provides opportunities for early intervention if challenges arise. This process should be supportive and geared towards fostering Lee’s confidence and autonomy.

  • Schedule regular check-ins to discuss progress, upcoming projects, and any support they may need.
  • Use these meetings as an opportunity to celebrate successes and reflect on lessons learned from any setbacks.
  • Encourage self-assessment and reflection as part of their personal growth journey.

Providing Constructive Feedback

Feedback is a powerful tool for Lee’s development but must be delivered thoughtfully to ensure it is constructive and empowering. Focus on their achievements while also addressing areas for improvement in a manner that encourages learning and growth.

  • Start with positive achievements and specific examples of their work that align with goals and expectations.
  • Frame areas for improvement as opportunities for growth, and provide clear, actionable steps to achieve this growth.
  • Incorporate a two-way dialogue, allowing Lee to express their thoughts, concerns, and suggestions for their development path.
  • Ensure feedback is continuous, not just at formal review times, to foster steady growth and adaptation.
  • Highlight how their personal and professional growth contributes to the team’s success, reinforcing their value and belonging.

By focusing on these areas—clear goal setting, attentive progress monitoring, and empowering feedback—Lee’s performance management becomes a dynamic process that supports their development. It’s a pathway not just to achieving professional milestones but also to fostering a sense of achievement and fulfillment in their career.


To feel regulated and empowered, individuals need to experience being seen, safe, accepted, and protected. These needs, which can be met by a leader, partner, or through self-empowerment, are crucial for personal empowerment. The concept of being "seen" and "safe" resonates with our reptilian brain, which seeks recognition and security. Similarly, the mammalian brain craves "acceptance" and "protection," fulfilling our deeper need for belonging and safety. These four elements vary in meaning and importance to each person but are fundamental in fostering a sense of empowerment and well-being.

For Lee Tessier, these core needs of being seen, safe, accepted, and protected are intricately connected to their unique combination of personality types, attachment styles, and polarities. Lee's personality reflects a deep connection to stability, community, and harmony. Meeting their need to be seen involves recognizing their contributions and valuing their role within a team or partnership. Feeling safe is tied to their attachment styles, suggesting that a secure environment, whether in personal relationships or work settings, is essential for their empowerment. Acceptance for Lee is closely linked to their blend of personality traits that appreciate tradition and innovation, requiring an environment where all aspects of their diverse nature are embraced. Lastly, being protected, in Lee's context, involves not just physical safety but also the protection of their values and ideas, enabling them to contribute fully without fear of judgment or disregard. Catering to these needs fulfills a fundamental requirement for Lee's well-being and empowerment, enabling them to thrive in both personal and professional spheres.


Leaders aiming to meet Lee's core needs should adopt customized strategies, ensuring alignment with their unique requirements and fostering a productive environment. By recognizing these needs - being seen, feeling safe, being accepted, and feeling protected - leaders can effectively support Lee's personal and professional growth. Here’s how to address each need:

Being Seen

  • Publicly acknowledge Lee’s contributions to the team in meetings to validate their efforts.
  • Engage directly with Lee’s ideas during discussions, showing active interest and consideration.
  • Offer frequent and personalized feedback that appreciates their specific talents and accomplishments.
  • Highlight Lee's achievements in team newsletters or communication platforms.
  • Create opportunities for Lee to showcase their skills and ideas to broader audiences within the organization.
  • Involve Lee in decision-making processes where their input can be recognized by others.

Feeling Safe

  • Construct a consistent and stable work environment that reflects Lee’s need for security.
  • Maintain open lines of communication, ensuring Lee knows they can voice concerns without fear.
  • Offer clear guidelines and expectations to minimize uncertainty in their roles and responsibilities.
  • Provide assurance during times of change or ambiguity, reinforcing support and stability.
  • Encourage Lee to set personal boundaries and respect these boundaries within the team.
  • Offer resources and support for personal and professional development, aligning with their desire for growth within a safe framework.

Being Accepted

  • Show genuine interest in getting to know Lee, including their interests, aspirations, and values.
  • Validate their feelings and perspectives in conversations, promoting an inclusive atmosphere.
  • Encourage diverse viewpoints in team settings, celebrating the variety of ideas, including those Lee presents.
  • Provide Lee with roles and tasks that align with their strengths and interests, affirming their value to the team.
  • Facilitate team-building activities that enhance mutual respect and understanding among all members.
  • Adapt communication styles to match Lee's, showing adaptability and acceptance of their preferred methods.

Feeling Protected

  • Advocate for Lee’s ideas and contributions, defending them against undue criticism or disregard.
  • Ensure a psychologically safe workplace where everyone feels secure to express themselves authentically.
  • Intervene promptly and effectively in any situations where Lee might feel marginalized or excluded.
  • Establish clear policies that safeguard against harassment and discrimination, emphasizing a commitment to protection for all team members.
  • Support and guide Lee through challenging tasks or projects, providing a safety net for exploration and risk-taking.
  • Empower Lee with the autonomy to make decisions within their area of expertise, reinforcing trust and confidence in their capabilities.

Throughout our exploration of the best practices for leading and supporting Lee, we've underscored the significance of understanding and aligning with their unique personality, preferences, and needs. By tailoring leadership strategies to Lee's combination of stability-seeking traits, a deep need for acceptance, and balanced approach to navigating challenges, leaders can foster an environment in which Lee can truly flourish.

  • Recognizing and appreciating Lee's contributions not only reinforces their value to the team but also meets their core need to be seen.
  • Creating a stable and clear work environment addresses their need for safety, laying the groundwork for trust and security.
  • Ensuring Lee feels accepted, by embracing and utilizing their diverse talents and perspectives, cultivates an inclusive culture where they can thrive.
  • Protecting Lee’s interests and well-being in the team solidifies their sense of belonging and loyalty.

Adapting leadership styles to cater to individual team members like Lee is not just a strategy for enhancing team dynamics or performance; it's a testament to the value placed on each team member's personal journey and contributions. Recognizing the diversity of needs and aspirations within a team encourages a culture of mutual respect, continual growth, and shared success. For leaders, the ability to discern and respond to the nuances of each team member's personality and needs isn't just an asset—it's essential for cultivating teams that are resilient, innovative, and deeply committed to their collective mission.

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