Leadership Summary ReportFor Paul Berdiner

Prepared on
June 13, 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 Paul Berdiner'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 Paul Berdiner effectively in various aspects of professional life.

By applying the insights from this report, leaders can tailor their approach to align with Paul Berdiner'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 Paul Berdiner effectively. This knowledge is key to unlocking their potential for significant growth and success in their professional endeavors.

Understanding Paul Berdiner

Personality Type(s): Innovator

Highly Impacting Type(s): Visionary, Traditionalist, Peacemaker, Artisan, Adventurer

Secondary Type(s): Dynamo, Guardian, Companion

Attachment Style(s): Anxious

Secondary Attachment Style: Anxious-Secure

Polarity: Masculine

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

Primary Motivator(s): Identity & Distinction

Highly Impacting Motivator(s): Leadership & Tribe, Systems & Structure, Efficiency & Utility, Health & Wellness, Experiences & Exploration

Low/No Impact Motivator(s): Community Impact


Understanding Paul Berdiner requires diving into a blend of creativity and consistency, vision, and tradition. They stand out as an Innovator, drawing upon a broad spectrum of traits to navigate the world around them. Their creativity and forward-thinking are balanced by a respect for established methods, allowing them to approach problems with unique, yet grounded solutions. Paul's leadership and motivational preferences are influenced by a strong desire for uniqueness and making a difference, while also valuing efficiency, personal and communal growth, and the thrill of new experiences. Although community impact ranks lower in their priorities, their multifaceted motivation provides a solid foundation for dynamic leadership and contributions to their surroundings.


Paul's strengths lie in a unique amalgamation of innovation, tradition, and the ability to adapt across various spectrums of thought and action. These strengths enable them to be highly effective in environments that demand both creativity and adherence to proven methods. Their forward-thinking is anchored in a solid understanding of what works, allowing them to drive progress without losing sight of foundational values.

  • Exceptional ability to innovate and bring new ideas to the table, fostering a culture of creativity and progress.
  • Respects and values traditional methods and structures, providing a balanced approach to change and continuity.
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  • Adaptable across diverse contexts, able to lead and contribute effectively in varying environments.
  • Drawn to leadership roles, motivated by a desire to guide and influence, enhancing collective efforts towards a common goal.
  • Invested in personal and communal wellness, prioritizing health and well-being alongside productivity and success.
  • Seeks efficiency and utility, making them adept at streamlining processes and maximizing outcomes.
  • Eager to explore and engage with new experiences, driving them and their team towards growth and discovery.

Weaknesses (Challenges):

While Paul's diverse array of strengths marks them as a leader and innovator, they also face challenges that stem from their unique blend of traits. Navigating the balance between innovation and tradition, alongside managing their motivations in a way that doesn't overlook community impact, can pose hurdles. Understanding these challenges is crucial for leveraging their full potential while mitigating any limitations.

  • May struggle with balancing the drive for innovation with the need for stability and tradition in certain settings.
  • Anxiety around attachment can affect decision-making and leadership, impacting team dynamics.
  • The focus on personal and distinct identity might occasionally overshadow collaborative or community-focused efforts.
  • Efficiency-driven approaches can lead to overlooking deeper, systemic solutions that require more time and resources.
  • Preference for leadership and influence may lead to difficulty in roles that require more following than leading.

Preferred Working Style:

Paul thrives in environments that respect both innovation and established practices, allowing them to utilize their full range of strengths. They excel when given autonomy to explore new ideas, alongside structured systems to guide their adventurous spirit. Balancing flexibility with discipline, their ideal working style enables them to innovate while ensuring their solutions are practical and grounded.

  • Enjoys autonomy and freedom to pursue innovative solutions, without being restricted by overly rigid guidelines.
  • Appreciates a structured environment where goals are clear, but the methods to achieve them can vary.
  • Values leadership roles or opportunities to influence and guide others towards a common vision.
  • Prefers a balance of solo and collaborative work, combining personal exploration with team-based achievements.
  • Enjoys challenges and opportunities to learn and grow, especially through new experiences.

Preferred Leadership Style:

As a leader, Paul naturally gravitates towards styles that embody innovation, vision, and balanced traditionalism. They are most effective when leading by example, inspiring others through their blend of creativity and reliability. Paul's leadership is characterized by an emphasis on individual and team growth, promoting a culture of exploration and efficiency. Their style is inclusive, encouraging, and aimed to foster an environment where ideas are freely shared, and solutions are collaboratively sought.

  • Leads with a vision, constantly seeking to inspire and motivate team members towards innovative solutions.
  • Employs a participative approach, valuing input from all team members to enhance decision-making and creativity.
  • Focuses on nurturing the individual strengths of team members, aligning them with the team's overall goals.
  • Strikes a balance between pushing for innovation and respecting established, effective methods.
  • Commits to personal and team development, recognizing the importance of growth and wellness alongside achieving objectives.

Preferred Leader's Personality, Style, and Communication:

Leaders who best complement Paul's style are those who similarly balance innovation with a respect for tradition, possess clear communication skills, and show an understanding of the nuances of motivators and challenges. These leaders foster environments where creativity is nurtured alongside stability, supporting Paul's dynamic range of motivations and preferences.

  • Embraces both innovative and traditional approaches, providing a stable yet dynamic leadership presence.
  • Communicates clearly and effectively, ensuring that expectations and visions are well understood.
  • Values and encourages autonomy, trusting team members to explore and contribute in ways that leverage their unique strengths.
  • Adept at recognizing and addressing the individual needs and challenges of team members, including anxiety and attachment considerations.
  • Supports a balanced focus on both personal distinction and community impact, guiding efforts to ensure a harmonious blending of the two.

To communicate effectively with Paul, it's crucial to blend clarity and honesty with a supportive tone that acknowledges their innovative spirit and diverse character traits. Given their mix of visionary, traditionalist, and adventurous tendencies, conversations should be forward-thinking yet grounded, encouraging their ideas while providing structured feedback. Understanding their anxious attachment style means ensuring communication feels secure and consistent, offering reassurance through clear expectations and recognizing their efforts. Regular, constructive feedback that focuses on both their unique contributions and areas for growth will foster an environment where Paul feels valued and understood, promoting a trustworthy and motivating atmosphere.

Additionally, adopting a communication style that caters to both their primary and secondary polarities involves balancing assertiveness with empathy, allowing for a harmonized blend of directness and sensitivity. Discussing goals and objectives in a way that connects with their drive for identity and distinction, while also considering their motivations towards leadership, efficiency, and exploration, will resonate deeply. Frequent check-ins that allow space for Paul to express their thoughts and concerns will not only cater to their need for connection and security but also pave the way for innovative solutions and shared achievements. Emphasizing collaborative dialogue and active listening will ensure Paul feels supported and inspired, crucial aspects for harnessing their full potential.


Daily Stand-Ups/Touch Points:

Daily communication is important for keeping this person feeling connected and secure. Having a quick touch point every day helps them stay informed, involved, and reassured that their contributions are recognized. These stand-ups should be brief and focused on immediate tasks, challenges, and the availability of support.

  • Check-in on current projects and immediate tasks
  • Quickly address any immediate needs or concerns
  • Provide a platform for expressing ideas and seeking feedback
  • Reinforce their value in the team daily
  • Maintain a routine that supports their need for stability


Weekly meetings are essential for them, offering a deeper dive into progress, planning, and personal development. This frequency strikes a balance, providing regular, structured feedback without overloading them with meetings. It supports their need for recognition, allows for detailed discussion on outcomes and strategies, and nurtures their desire for growth and efficiency.

  • Review the week's accomplishments and challenges
  • Plan for the coming week, setting clear goals and expectations
  • Discuss personal development and growth opportunities
  • Give and receive feedback on performance and ideas
  • Encourage sharing of new ideas or solutions for ongoing issues


Considering the preference for weekly meetings, bi-weekly communication does not seem as effective for Paul and should be omitted in favor of maintaining a consistent, weekly rhythm of in-depth check-ins.


Monthly meetings are important for reviewing broader achievements and aligning on longer-term objectives. This aligns with their drive for efficiency and making a distinct impact. In these meetings, discussions should go beyond immediate work and delve into their career path, professional growth, and contributions towards overarching goals.

  • Assess monthly progress towards goals
  • Clarify upcoming priorities and align on strategies
  • Explore opportunities for leadership and areas for improvement
  • Reinforce their role and identity within the team or organization
  • Plan for long-term projects or training that supports their growth


Quarterly reviews are vital for reflecting on achievements, challenges, and setting future directions. Given their ambition and the complexity of their role, these sessions are crucial for ensuring they feel seen, understood, and valued, directly impacting their sense of security and satisfaction.

  • Provide a comprehensive review of quarterly achievements
  • Discuss challenges and lessons learned
  • Set goals and expectations for the next quarter
  • Align on personal and professional development plans
  • Ensure they feel recognized and reassured of their value

Addressing Immediate Needs:

Immediate needs should be addressed as they arise, ensuring they feel supported and heard. Timeliness in addressing concerns is crucial for maintaining their confidence and trust in leadership and the team.

  • Respond promptly to any concerns or issues they bring forward
  • Ensure resources and support are available to tackle challenges
  • Maintain open lines of communication for any urgent needs

To keep this individual motivated and deeply engaged, it's essential to recognize their unique blend of interests, strengths, and desires. Focusing on what makes them feel empowered, valued, and integral to the team will boost their confidence and dedication. Acknowledging their achievements, aligning tasks with their passion for innovation and efficiency, and ensuring they feel securely part of the team's journey will resonate with their inner motivations. Providing them with opportunities to lead, explore, and contribute to meaningful outcomes will not only keep them motivated but also fulfill their need for identity and distinction.

  • Frequently acknowledge their contributions, especially those that showcase their innovative thinking and efficient problem-solving.
  • Align tasks and projects with their interests in new experiences, leadership, and system improvements, ensuring these tasks challenge and engage them.
  • Offer opportunities for personal and professional growth, such as workshops or leadership roles, that cater to their desire for advancement and exploration.
  • Create an environment where they feel safe to express their ideas and concerns, reinforcing their value to the team with constructive feedback and support.
  • Encourage collaborative projects that allow them to work closely with others, fostering a sense of belonging and community within the team.
  • Regularly discuss career aspirations and pathways, showing commitment to their long-term success and satisfaction.

While devising strategies to keep them engaged, it's equally crucial to navigate around areas that might not resonate with their core motivators. Phrases and strategies that could have a lesser impact or inadvertently demotivate include:

  • Avoid emphasizing the importance of community impact over individual achievement and innovation, as this doesn’t align with their primary motivators.
  • Steer clear of phrases that limit their scope for exploration and innovation, such as "This is how we've always done it."
  • Avoid downplaying the importance of new experiences or personal growth opportunities with statements like "Let’s focus on the task at hand."
  • Refrain from assigning them repetitive, monotonous tasks without clear significance or learning opportunities, which do not engage their desire for exploration and efficiency.
  • Do not overlook the need for recognition and feedback; phrases like "Good job" without specific acknowledgment of their unique contributions can feel insincere.

By applying these motivational strategies and avoiding approaches that do not align with their core interests and motivators, you can ensure they feel immensely valuable, safe, capable, and loved, significantly enhancing their motivation and engagement.


Managing stress is key to this person's happiness and productivity at work. Recognizing what makes them feel overwhelmed and providing strategies to handle these situations can help them stay focused and confident. Because they value innovation and efficiency but may also experience anxiety, designing a work environment that minimizes stressors while supporting their needs and ambitions is crucial.

  • Encourage them to take regular breaks, especially during long projects, to help clear their mind and boost creativity.
  • Offer support and resources for time management, aiding them in balancing their innovative pursuits with daily responsibilities.
  • Create a safe space for them to express concerns or anxieties, ensuring they feel heard and supported.
  • Help them set realistic goals, acknowledging their drive for efficiency but ensuring expectations are attainable.
  • Encourage them to pursue interests and projects aligned with their passions, providing a sense of accomplishment and satisfaction.

Identifying stressors early on is vital. Pay attention to signs of overwhelm, such as hesitation to take on new challenges or a decrease in their usual enthusiasm for innovation. These signs can indicate that stress levels are becoming detrimental, and intervention may be needed to help them rebalance.

  • Monitor workloads to ensure they are challenging yet manageable, avoiding overburdening them with tasks that do not align with their interests or strengths.
  • Regularly check in on their welfare, offering a space to discuss any pressures they're facing in or out of the workplace.
  • Encourage the development of coping strategies, such as mindfulness or time management techniques, that can help them manage stress more effectively.
  • Facilitate team collaboration in a way that makes them feel supported but not micromanaged, fostering a sense of security within the team dynamic.
  • Recognize and celebrate their achievements, big or small, to reinforce their value and contribution to the team.

By focusing on these strategies, you can help minimize stressors in their work environment. This not only enhances their well-being but also maintains their motivation and engagement, allowing them to thrive in their role.


Integrating this person into team settings effectively leverages their strengths while appreciating their preferences and addressing potential challenges. Their combination of creativity, respect for tradition, and zest for adventure can greatly enhance team dynamics, bringing innovative solutions and a balanced perspective to the table. However, it's essential to manage their workload and social interactions in a way that aligns with their need for identity and distinction, while also considering their occasional anxieties in collaborative situations.

To make the most of their abilities, it's important to place them in roles that allow for both individual initiative and collective teamwork. Encouraging them to lead on projects where they can showcase their innovative ideas will satisfy their desire for leadership and recognition. At the same time, their appreciation for tradition and structure means they can help maintain focus and keep the team grounded. Their adventurous spirit adds a layer of excitement and openness to new experiences, which can inspire and motivate the entire team. However, it's crucial to ensure they have clear, structured communication and support from leadership to mitigate any stress or anxiety that may arise from team dynamics or uncertainty.

  • Work that involves creative problem-solving and innovation
  • Projects that utilize their ability to balance tradition with new ideas
  • Opportunities to lead or have significant input in decision-making processes
  • Tasks that involve exploring new concepts, tools, or methods
  • Collaborative endeavors where they can work closely with others but also have autonomy

While they bring a host of valuable skills and interests to a team, there are certain types of work that may not align well with their motivations or may even diminish their engagement and satisfaction:

  • Monotonous tasks that offer little to no room for innovation
  • Work that is highly routine and does not change over time
  • Projects where community impact is the primary focus, rather than innovation or efficiency
  • Tightly micromanaged tasks that limit their autonomy and ability to explore
  • Roles that offer limited opportunities for personal or professional growth

By mindfully assigning tasks that align with their interests and strengths while avoiding those that could dampen their enthusiasm, leaders can ensure this person not only flourishes individually but also contributes significantly to the team's success.

Professional Development Guidance

To support this person's personal and professional growth, it's essential to recognize the unique blend of their innovative spirit, desire for identity, and drive for leadership and efficiency. Creating opportunities that align with these will not only foster their development but also enhance their contributions to the team and organization. By focusing on areas that inspire them and addressing their preferences and needs, you can help them reach new heights in their career.

  • Leadership training programs that emphasize innovative leadership styles and strategies can help polish their natural tendency towards leadership, providing tools and insights to effectively guide and inspire others.
  • Workshops on creative problem-solving and design thinking can tap into their innovative spirit, equipping them with the latest methodologies to approach tasks creatively and efficiently.
  • Time management and stress reduction courses can aid in managing their occasional anxieties and ensuring they maintain a healthy work-life balance, crucial for their long-term satisfaction and productivity.
  • Professional certificates or courses in areas of interest related to their role or industry trends will satisfy their drive for personal growth and proficiency, keeping them engaged and ahead in their field.
  • Team-building activities that promote trust and collaboration can help mitigate their anxious attachment in professional settings, making them feel more secure and integrated within the team.
  • Mentorship opportunities, either as a mentor or a mentee, can foster their development in leadership roles and provide them with the guidance or experience they seek for personal growth.
  • Conferences and networking events can offer them new perspectives and inspire innovation while contributing to their professional network, enhancing their sense of identity and distinction within their professional community.

By providing these tailored opportunities for development, you're not only acknowledging and investing in their potential but also enabling them to channel their unique set of skills and preferences into valuable contributions and fulfillment in their professional journey.


When addressing potential conflicts involving this person, it's important to approach the situation with empathy, clear communication, and a focus on resolution that values their contributions and addresses their needs. Their unique combination of creativity, appreciation for tradition, and adventurous spirit, along with their desire for recognition, means that conflicts should be handled in a way that respects their ideas and provides a sense of security. Balancing these aspects can lead to effective conflict resolution and maintaining a positive team dynamic.

  • Start with a private, one-on-one conversation to allow them to express their concerns without the pressure of an audience. This approach respects their need for security and validation.
  • Use clear, straightforward language to discuss the conflict, focusing on behaviors and outcomes rather than personalities. This meets their need for clarity and efficiency.
  • Emphasize common goals and how resolving the conflict benefits the team and project, appealing to their sense of leadership and contribution to the group’s success.
  • Encourage them to brainstorm solutions, giving them an active role in the resolution process. This leverages their innovative thinking and ensures they feel involved and valued.
  • Offer reassurance about their standing within the team and the value of their contributions, addressing any underlying anxieties that may be contributing to the conflict.
  • Follow up after the initial discussion to assess whether the resolution has been effective and to ensure that they feel satisfied with the outcome, maintaining their sense of security and belonging.

Handling conflicts with this approach not only resolves the immediate issue but also strengthens their trust in the team and leadership, ensuring they feel seen, safe, and valued. These steps foster a positive work environment where innovation and collaboration can thrive.


Effective performance management for this individual involves acknowledging their innovative spirit, their need for identity and distinction, and their drive towards efficiency and personal growth. Setting clear, achievable goals that align with both their personal and professional aspirations will motivate them and guide their progress. Regular check-ins and constructive feedback are key to ensuring they feel supported and valued, fostering an environment in which they can thrive and contribute significantly to the team's success.

  • Set clear and specific goals that not only align with their role but also offer room for innovation and personal growth, ensuring these goals are challenging yet attainable to motivate them without causing undue stress.
  • Implement regular check-ins to monitor progress, discuss any hurdles, and adjust goals as necessary, providing a structure that supports their need for clarity and direction while accommodating their innovative approach.
  • When providing feedback, focus on specific examples of their work, highlighting both strengths and areas for improvement. Such targeted feedback ensures they understand exactly what actions are valued and where they can direct their efforts for improvement.
  • Encourage self-assessment and reflection, inviting them to share their own insights into their performance and ideas for their professional development. This fosters a sense of ownership and empowerment in their growth journey.
  • Frame feedback in a positive, future-focused manner that centers on solutions and opportunities for growth rather than dwelling on past mistakes, aligning with their forward-thinking nature.
    • For instance, saying "Your innovative solution for project X was outstanding. Moving forward, let's explore how you can similarly impact upcoming projects." directly acknowledges their contributions while encouraging future innovation.
  • Balance constructive criticism with ample recognition of their achievements, ensuring they feel seen and valued for their unique contributions. This is crucial for maintaining their motivation and commitment.
  • Finally, provide specific, actionable advice for improvement, linking it directly to their goals and the broader objectives of the team or organization. This helps them see the value of the feedback in the context of their career and personal development.

By tailoring performance management to their personal and professional needs, you not only enhance their engagement and satisfaction but also leverage their unique skills and perspectives, driving success for both the individual and the team.


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.

In relation to the subject's diverse personality traits, attachment styles, and polarities, addressing their core needs of feeling seen, safe, accepted, and protected is vital for their personal and professional development. Given their innovative and visionary nature, being "seen" involves recognition of their creativity and unique contributions. Their anxious attachment style underscores the importance of feeling "safe" in their connections with leaders and team members, providing a sense of security and support. The blend of masculine and harmonized polarities, alongside their craving for identity and distinction, points to a need for "acceptance" in their diverse roles and perspectives. Lastly, being "protected" aligns with their motivation for leadership and structure, where they seek environments that respect their insights and provide stability. Catering to these needs not only boosts their empowerment and satisfaction but also their ability to thrive and innovate within a team.


Leaders aiming to meet Paul's core needs should adopt customized strategies, ensuring alignment with his unique requirements and fostering a productive environment. By understanding and addressing these needs, leaders can support Paul's well-being and empower them to achieve their full potential.

  • Seen:
    • Publicly acknowledge their innovative contributions and ideas during meetings or through company communications.
    • Provide platforms for them to share their visions and projects, such as presentations or team brainstorming sessions.
    • Encourage them to lead initiatives that align with their strengths and interests, showcasing their leadership abilities.
    • Regularly discuss their career aspirations and recognize their progress towards these goals.
    • Offer specific feedback on their work, noting how their unique approach adds value to the team.
    • Create opportunities for them to mentor others, further highlighting their expertise and contributions.
  • Safe:
    • Establish an open-door policy that encourages them to voice concerns and ideas without fear of judgment.
    • Provide consistent and predictable feedback, helping to mitigate anxieties related to performance and expectations.
    • Maintain clear communication about project goals and changes, ensuring they feel informed and prepared.
    • Support a balanced workload to prevent stress and burnout, respecting their need for wellness alongside productivity.
    • Reassure them of their valued place within the team, especially during times of change or uncertainty.
    • Foster a team environment where respect and support are paramount, reinforcing a sense of belonging.
  • Accepted:
    • Validate their innovative ideas and approaches, even when they differ from the norm, signaling an appreciation for diversity in thought.
    • Encourage collaboration that leverages their unique talents, enabling them to see the direct impact of their contributions.
    • Include them in decision-making processes, respecting their insights and fostering a collaborative spirit.
    • Create a culture of continuous learning that values personal growth and development.
    • Recognize and celebrate their successes, both within the team and in broader company forums.
    • Provide training and development opportunities that align with their interests and goals, supporting their professional journey.
  • Protected:
    • Implement structures and processes that provide clarity and stability, without stifling their creativity.
    • Advocate for their needs and ideas in higher-level discussions, ensuring their voice is heard and considered.
    • Address conflicts quickly and fairly, creating a safe and respectful work environment for everyone.
    • Ensure they have access to the resources and support needed to successfully pursue their projects and responsibilities.
    • Maintain confidentiality and trust, especially when they share personal insights or seek guidance.
    • Regularly revisit goals and expectations to ensure they remain relevant and achievable, providing a solid foundation for their efforts.

Understanding and catering to the unique combinations of personality traits, motivations, and needs of individuals like Paul is crucial for effective leadership. By recognizing Paul’s innovative tendencies, desire for identity and distinction, and need for balance between new challenges and structured support, leaders can create an environment where Paul and similarly complex team members can thrive. Adapting leadership styles to meet these diverse needs not only enhances individual satisfaction and productivity but also contributes to a more dynamic, cohesive, and successful team.

  • Recognizing and publicly acknowledging individual contributions reinforces a sense of being seen and valued.
  • Establishing clear, supportive communication and providing consistent feedback addresses the need for safety and stability, helping mitigate anxieties and fostering a secure working environment.
  • Valuing diverse thoughts and encouraging participation in decision-making processes ensures individuals feel accepted and integral to the team.
  • Protecting team members by advocating for their needs, ensuring fair conflict resolution, and providing necessary resources strengthens the team's foundation, promoting innovation and collaboration.
  • Regularly revisiting goals and expectations, along with offering targeted professional development opportunities, aligns with their motivations and supports their personal growth.

Leaders who embrace flexibility in their approach, tailoring it to the individual needs and personalities of their team members, foster an empowering and inclusive culture. This not only maximizes the potential of each team member but also drives the team towards shared success, highlighting the importance of adapting leadership strategies to suit the diverse spectrum of human complexity within any team.

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