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Maximizers, like Activators, want to get things done, but they also want to preserve the good that exists within an organization. Any one of these leadership styles left on their own without compensating forces will unravel. Project team gets organized by sharing the same single source of truth about project commitments. Being easy-to-use Comindwork provides variety of features for project managers, experts and clients.
The project workspaces are fully customizable, new apps can be quickly setup, permissions allows to control the visibility in complex collaboration schemes. Every leader has their own unique voice and their own individual approach to people and projects. Not because it makes us feel all warm and fuzzy inside (In fact, the very best teams have few warm fuzzies).

They get things done and really don’t care whose idea it is (or who gets the credit for that idea). They know that too much change can be disruptive and bring a natural diplomacy to the situations they are in. Developers can be impatient when solutions dona€™t work immediately and too quick to find an alternative. We believe projects fail due to "human factor", specifically due to chaotic and misunderstood promises from project participants - client, manager and the team.
This reduces misunderstanding, keeps everybody informed about what was promised, by whom, for whom and by when. It also means bringing others into your inner circle who have a very different style than yours, trusting them and listening to them to compensate for your weaknesses. Activators can push oneself and others too hard for results and burn everyone out, including themselves.

With web-based interactive Gantt chart Comindwork enables you to structure all the project commitments into clean and easy-to-read task-tree. Developers also enjoy creative ideas, but their drive is to take action on those ideas, so their list of things on the blank piece of paper is shorter than the Innovator’s. Maximizers can fail to take action on critical initiatives if the decision is perceived as unpopular. Then recruit other leaders who are very different from you, listen to them deeply and trust them completely. And Stabilizers can apply systems and processes too rigidly,A insisting on a policy for every situation and paralyzing the organization.

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