Score Possibilities for - Unafraid
Inspiring
Leaders on this team model courage in the face of opportunities, difficulties, heartaches, and losses. They face the risks of innovation and all forms of trouble with a powerful blend of honesty and hope. Facing challenges with true faith is a clear value of the team. They don’t engage in mindless “happy talk”; instead, they seek God’s wisdom and support from one another as they face challenges. They celebrate courage when they see it in each other and people throughout the organization.
Accepting
This team values innovation and moves ahead with enthusiasm. It also honestly faces difficulties with a sense of optimism. Sometimes, expressions of courage border on “happy talk,” but most of the time, people wed wisdom with bold faith. A few people on the team are a bit slow to come around. Their sour dispositions threaten to cloud the team’s bold sense of optimism as they tackle difficult issues.
Stagnant
The team has a few brave souls who launch out to attempt great things, but fearful people on the team question their motives. Instead of valuing innovation, too many people are more interested in eliminating risks to avoid any chance of failure. To be sure they can’t fail, they ask a thousand questions and engage in endless delays. They want to guarantee success, so they miss many opportunities.
Discouraging
People on this team avoid risks as a way of life because they are afraid of being blamed when anything goes wrong. To them, failure is a catastrophe. They also fail to handle life’s troubles and losses with a strong sense of faith. They complain and feel like victims of life’s circumstances. To move forward, they have to have all their questions answered, and even then, they may not take a single step. Because they live in fear, they seldom take advantage of any opportunity.
Toxic
In this punitive environment, any failure is harshly condemned, so team members spend their time building walls to protect themselves. They avoid any risks, hiding behind a deluge of memos, charts, and the need “to do more research.” When someone on the team experiences a problem, a few come to console, but most team members avoid the person because they don’t want to take the risk to get involved.