In Out of Character:  Surprising truths about the Liar, Cheat, Sinner (and Saint) lurking in all of us , psychologists David DeSteno and Piercarlo Valdesolo set out to scientifically explain the Angel v. Devil in all of us.

We all know the myth well. There’s an angel on one shoulder whispering what the “right” thing to do is, a devil on the other urging us to behave in a way that feels good in the moment, even if it hurts others.

DeSteno and Valdesolo argue that our character isn’t a stable set of behavioral traits, but rather a continuum, a shifting state that is subject to the push and pull of hidden mechanisms in our mind.

You’ll love Out of Character if, like me, you’re ‘train wreck curious’ about why so many famous leaders and celebrities have fallen from grace e.g. Eliot Spitzer, Tiger Woods, and Mel Gibson.) But more importantly, it is a call to understanding the different processes of our minds, why they really do matter with respect to what we do and how we’re perceived.

[O]ne of the greatest evolutionary advantages humans have is cognitive flexibility, the ability to fine-tune our thoughts, attitudes, and behaviors in the fact of changing contexts and situations.” –DeSteno & Valdesolo

Measuring Traits

The primary reason I use the Winslow Assessment System in my coaching and consultancy practice is that it uniquely compels me and my clients to look beyond the Angel v. Devil dichotomy. None of the 24 traits is automatically “bad” and no trait is all “good.”

Take Conscientiousness. If we stay in the Angel v. Devil mindset, wouldn’t we all want (and want our teams) to be conscientious? To be perceived as dependable, loyal, ethical, and trustworthy? Of course! But conscientiousness is not an angelic, all-positive trait.

Recently, I worked with a nonprofit’s Executive Leadership Team and their internationally acclaimed CEO. An amazing group of thirteen men, each had come to the organization to make a real difference in the world. Educated, skilled and committed, as individuals and as a group, they scored high in conscientiousness. They were initially shocked when I raised questions about whether their conscientiousness was a potential liability.

Too much conscientiousness can lead to ignoring one’s own needs. Collectively, this was holding them back. These extraordinary men were driving themselves to work 12 to 16 hour days, usually 6 days a week. They’d recently lost two valued team members who’d left reluctantly to take other, “less stressful” jobs.

More than one member of this nonprofit team was experiencing health issues. One had dreams of releasing an album drawn from the music he played for work, something that would have been a new revenue stream for the nonprofit and could have strengthened the organization’s visibility (and thus donors). Instead, he was constantly stepping in to help others on the team. Another was hearing from his wife that he’d better start spending more family time – or else – raising questions about whether he needed a job change too.

Sound familiar?

No Trait is All Good, Bad

Even with traits lauded in leadership literature as overwhelmingly positive, like Conscientiousness, Self-Confidence, Trust or Creativity, the continuum within each trait matters a great deal.

Conscientiousness. Without conscientiousness, we can be oblivious to other’s needs, our self-agenda overrides our team, our mission, and hinders organizational results. With too much conscientiousness, we can ignore our own needs and we could be in danger of focusing more on rules, of losing our creativity that will propel our organization forward.

Self-confidence. Too much can result in an over-promising employee who doesn’t know her limitations. Too little? She could be insecure, not speak out, not produce what she’s capable of producing.

As a team, the continuum and aggregate traits matter a lot. Too little Trust ? Suspicious even paranoid team interactions. Too much Trust? Naïve, gullible, unquestioning team members cannot spot and solve problems. Too little Creativity on your team? You miss opportunities to improve, your team may not be able to cope with alternative solutions but instead sticks with “tried and true.” Too much Creativity? Impracticality, shiny object syndrome, or even boredom might hold your organization back.

The Courage to be Uncomfortable:  Client Perspective

“I admit it – at first glance I was skeptical about the Winslow. I had participated in various assessments over the years as both an employee as well as a board member, and did not find them in the least bit helpful in affecting change, whether it was for the benefit of the organization or for my personal growth and development. I knew who I was, and was quite familiar with what my strengths and weaknesses were. I didn’t need another assessment to tell me what I already knew. So, I took the Winslow Dynamics Assessment with low expectations.

Jone Bosworth and her Winslow System proved me wrong. The Winslow is not a feel-good assessment that is filed away once the results are in. It is a coaching and development tool that is designed to not only identify personality traits, but more importantly, to identify key themes revolving around strengths, limitations and struggles coupled with concrete, personalized strategies that can immediately make a difference – a difference that even others can see and feel. It can also be uncomfortable. It doesn’t shy away from addressing the rough-around-the-edges traits that most of us try to conceal from public view.” (Jennifer Gutierrez, President – JAG Consulting)

Ready to Look Deeper Than Good v. Bad Traits?

Like Out of Character illuminates,  it is time to end the Angel v. Devil myth. Yes, it takes courage to look hard at the continuum of traits at play. But if you’re ready to invest in fine-tuning thoughts and behaviors, we’re here to help. Our Spring Sale is intended to give you the most value, the most awareness, and the most specific action steps for growing your greatness. Together, we’ll uncover and embrace the continuum, and, make sure that others can see and feel the difference.