Core Concept #2: Troublemaker Talents Lead Through Strengths

From the S.E.T and “Aspirational You” concepts in the previous episode, we now move towards a seemingly favorite topic for discussion: troublemaker talents!
When talking about strengths, curiosity about the other side -- the so-called “shadow side” or “blind spots” -- tends to surface. And that’s exactly why our next core concept is worth discussing.
Troublemaker talents are natural talents that have the potential to make you great yet may be causing pain or trouble to you, or to others within the team, due to misapplication, talent overuse, or squashing down of talent. 
Note that you may be squashing down a talent or not developing it because you don’t see the necessity. But when it does come out inevitably, it doesn’t come out looking good.
Join us explore these “T” talents, and towards the end you will get these takeaways:
Some workplace scenarios where troublemaker talents can show up How these scenarios may affect teams and team projects  What you can do as a team in order to address the possible impact on timelines and results caused by the misapplication, overuse, or squashing down of talent
Are These 'Troublemaker' Scenarios Familiar To You? Scenario 1: Love For Learning Let’s say a member of your team leads through Learner and Input. Coming out of such strength is her love for learning, such as data gathering. As she’s bent on really getting to know the stakeholders and the end-users before beginning a project, she spends time on the front end of the projects not only collecting stakeholder specifications, the end-user information, and the end-user preferences but really digging into these items. 
What makes it a troublemaker talent? This is showing up as a troublemaker talent for her because in the process of thorough and in-depth learning, you would see her as being too slow-paced or a “deadline-misser.” This is rooted in the following:
1) Her non-communication of how her workflow looks (70% of the time on front end then hastened towards completion)
2) Her lack of awareness that would make someone else nervous
What can you do as a team? As you are following a more sensible timeline, and it’s clear that the troublemaker talent is going to make her miss the deadline, you have no choice but to step in. In this scenario, she’ll keep getting her projects pulled as she’s getting them started because you think she’s not going to complete them on time.
Scenario 2: Digging In Or Intruding? For this same person who loves gathering information, it also comes out as a talent overuse when she spends most of a meeting with a colleague, asking too many questions -- to the point that she causes skepticism and guardedness on her colleague. 
What makes it a troublemaker talent? While the main point of the meeting is to explore and learn as much as she can, “too much curiosity kills a cat” as they say, and may spell trouble by way of perceived intrusion. 
“Why the 20 questions?” “Why are you digging into my business?” “What’s the deal here?” In the end, when the colleague senses that she’s prying into their business, she might not obtain the information she was driving for.
What can you do as a team? Self-awareness - It’s important that this particular “troublemaker” be made aware of where she is not being well-received by others, and where her supposed talent seems to be getting in the way of her desired results. The ability to reflect on this starts the active process of addressing the “trouble” or pain.  Maximizers also want to think about things longer and improve on them through constant reworks. However, they tend to get stuck on that phase rather than just jumping in and executing it. Naturally they go for the highest quality output, which requires that everything must be thought through. In effect, it keeps them from getting ahead along the timeline. But if high stakes are involved, Maximizers must not let themselves be oka