Uses
Working with someone who works nothing like you
Two people leave the same meeting having attended different ones. Attune shows you why, and what to do with the difference instead of trying to smooth it away.
Four people hear the same sentence
One person sits in a lively debate; the colleague beside them sits under fire. Both descriptions are accurate. What each person walks away with depends on the talents doing the listening.
“We need to rethink our approach.”
Team lead, Monday stand-up
- Ida Analysing
Hears: the numbers will say what actually broke.
“Before we change anything, I want to see where it went wrong.”
Energised - Tom Initiating
Hears: a green light to start something.
“Good. I have had three ideas waiting. Let us pick one today.”
Energised - Lisa Empathic
Hears: something is wrong and nobody is saying it.
“Is this about the project, or is this about us?”
On alert - Erik Improving
Hears: work that was nearly right is about to be thrown out.
“It mostly works. Which part are we actually losing here?”
Unsettled
The angle you did not think of comes from the person who does not think like you.
A team that reads every situation the same way agrees quickly and misses the same things, which makes the friction between you worth keeping. It only pays off when people can see what the difference actually is.
Left unnamed, the same difference gets read as attitude: he is impatient, she overthinks it, they are being difficult. The aim is to work the difference, not to resolve everyone into the same person.
Team Coach
Ask about the person you keep grating against
Mention a colleague and Coach reads the two profiles against each other: where the talents pull in different directions, and what to do about it on Thursday.
Illustration of the Attune Personal Coach
Planning with @Tom turns into a standoff every time. What am I missing?
You and Tom are protecting the same decision from different sides. You are protecting whether it holds up. He is protecting whether it moves.
Tom reads an open decision as drift.
Initiating draws its energy from movement. Leaving a question open costs him something real, so he pushes to close it.
You read his push as a shortcut.
Analysing is what makes your decisions hold up later. Being asked to commit before the picture is clear registers as risk, because for you it is.
Try giving him the decision date at the start of the session. He gets a moving deadline to work towards, and you get the time in between to fill in the picture.
When it is your manager
The same difference costs more when one of you decides. A manager who works nothing like you can read care as slowness, or pace as recklessness, and the person being read has little room to argue.
Reports to Tom
Lisa Empathic
Reads the room before she commits, and needs to know a decision has been talked through. Silence from Tom registers as something being wrong.
Leads the team
Tom Initiating
Decides quickly and moves on, and reads a pause as a problem. He is not withholding anything from Lisa. He has already moved to the next thing.
Person–Leader fit puts that on the table for both of them, where it can be worked with rather than carried.
See the platform →Put the difference to work
A 30-minute demo, with a team you actually run. You will see where the differences sit and what they are costing you in the meantime.
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