I start by helping everyone understand each other’s preferences—some like structure, others thrive in flexibility. We do quick “workstyle snapshots” where each person shares how they like to communicate and collaborate. Then I tailor our tools—like using voice notes for talkers and shared docs for writers. I also rotate collaboration pairs so teammates learn to flex and adapt. It’s not about changing how people work, but creating space where everyone can be heard and understood.

To bridge communication gaps among team members with different work styles, you can: 1. Adapt Communication Style: Match the tone and format to the individual — some prefer direct messages, others value context or visuals. 2. Foster Psychological Safety: Create a space where everyone feels safe to express themselves without judgment. 3. Clarify Expectations: Be clear on goals, roles, and timelines to minimize misunderstandings. 4. Use Multiple Channels: Combine written updates (emails, shared docs) with live check-ins to accommodate different preferences. 5. Encourage Active Listening: Model and reinforce listening to understand, not just to respond. 6. Leverage Strengths: Assign roles based on natural work style

Start by observing, not fixing—notice how each member prefers to process, speak, and decide. Mirror their styles when needed: some need clarity, others need context. Create shared rituals—standups, check-ins, visual dashboards—so communication isn’t left to chance. Translate between styles if needed; be the bridge, not the boss. Ask more than you tell. Acknowledge differences openly without labeling. Celebrate what each style adds to the mix. The goal isn’t uniformity, it’s harmony with purpose.

Create a safe space for team members to discuss their preferences and work styles. Encourage open communication to find middle ground and foster mutual understanding.