I recently facilitated a corporate leadership session with a senior executive team.
The CEO is Extraverted and is tied Authentic Blue and Resourceful Orange. He is warm, engaging and charismatic, with eye contact that instantly makes you felt seen. And he is clearly respected by his team.
When we discussed how each personality prefers receiving feedback, he was genuinely shocked to hear that not everyone appreciates public recognition, something he would do often, because naturally, that is how he appreciates receiving praise.
He was very open, and yet it was obviously difficult for him to believe. Then, two other team members in the session, the Introverted Organized Gold and equally Introverted Inquiring Green, nodded slowly when I explained that public praise can be mortifying for some, and a thoughtfully penned thank-you note detailing key points of their contribution will go much further.
It was a wonderful moment of connection, and one of those ‘aha’ moments that I absolutely live for when I facilitate a Personality Dimensions® session with leaders.
Recognition matters. Whether it’s a simple thank-you, a team shout-out, or a heartfelt note, appreciation boosts morale, engagement, and retention. But here’s the catch: not everyone likes to be recognized the same way.
In the framework of Personality Dimensions®, how we receive praise is shaped by our temperament and our energy preference. Understanding this can help leaders, colleagues, and teams deliver appreciation that truly resonates.
Here’s why it matters:
- An Inquiring Green Introvert gets praised in front of a crowd and visibly winces.
- A Resourceful Orange Extravert receives a quiet thank-you email—and barely notices.
- An Authentic Blue Introvert downplays praise, yet feels deeply encouraged inside.
Recognition without resonance can fall flat, or even create discomfort.
Let’s explore what meaningful praise looks like for each personality style.
Introverted Organized Gold: A thoughtful note speaks volumes. Send a thank-you email post-project outlining their contribution. Let them reflect privately.
Extraverted Organized Gold: Formal team acknowledgment works best.
Introverted Authentic Blue: Thoughtful one-on-one feedback is meaningful. Public embarrassment feels unsafe, but sincere, personal affirmation is deeply appreciated.
Extraverted Authentic Blue: Warm, public affirmation energizes them. Impersonal comments can be discouraging. They thrive on connection and care. Celebrate their role in a group win with warmth and a smile in a team meeting.
Introverted Inquiring Green: Specific, logic-based feedback is key. Flattery or vague emotion will miss the mark; they prefer facts and precision. Acknowledge their analysis or insight with a note like, “Your work directly led to [result].”
Extraverted Inquiring Green: Recognition tied to outcomes resonates most. Emotional delivery without substance doesn’t work for them; they’re motivated by impact and clarity.
Introverted Resourceful Orange: Quick, direct praise is best. Long speeches or awkward compliments may feel uncomfortable.
Extraverted Resourceful Orange: Energetic, in-the-moment praise is ideal. Being overlooked or minimized is deeply frustrating. They enjoy attention and momentum. High-five them publicly right after their presentation, when energy is still high.
It is always helpful to ask your team members how they like to be recognized. For many, mixing it up with both private and public forms of praise works well. Always tie the praise to action or impact, and make sure that it’s timely, and that it matches the effort appropriately.
Recognition isn’t just about delivering praise, it’s about delivering it in a way that is seen, felt, and remembered.
By considering personality and energy style, we create more inclusive, effective, and human-centred cultures of appreciation.
The bottom line: Don’t just say thank you. Say it in their language.
Lisa Cook is a Personality Dimensions® Level II Facilitator and coaching consultant with over 30 years of senior-level leadership experience in corporate, government, and non-profit settings. She specializes in using Personality Dimensions® and the GROW coaching model to build stronger teams, more self-aware leaders and entrepreneurs, and healthier workplace communication.
Lisa brings a practical, down-to-earth approach to training and Level 1 certification training, shaped by real-world experience leading teams, generating revenue, and managing large-scale operations. She’s passionate about helping others discover how personality insights can shift conversations, build trust, and create lasting change.
