Chapter 23 Breakdown: Profile Everyone, Especially Yourself — Build Teams That Actually Work
Section B2: People | Start. Scale. Exit. Repeat. Series
Resilience Repurposed Blog by Brent Parker
👁️ Intro: Know Thyself (and Everyone Else)
Most entrepreneurs launch with a bias: they try to do everything themselves.
But if you want to scale, you’ll need a team that’s more than just capable—you need a crew that’s complementary. Chapter 23 lays it out plain and simple: Profiling isn’t just about others—it starts with you. Know your dominant strengths, your weak spots, your tendencies under stress… and then build around that.
Just like the crew of the Enterprise, it’s the mix of personalities that makes the mission possible. Not everyone can be Captain Kirk. You’ll need your Spock, your Scotty, your McCoy—and you’ll need to know who you are before you can recognize them in others.
🧠 Key Lessons from Chapter 23
✅ 1. Check Your Dominance at the Door
“60% of what gets an entrepreneur to successfully build a business ends up undermining them when they try to scale.”
Many founders rely on dominance and decisiveness early on—but those same traits can become a liability as your business grows. If you’re used to being the one who knows and does everything, it’s time to start delegating leadership, not just tasks.
✅ 2. Delegate Responsibilities, Not Tasks
You can’t grow if every single decision runs through you. Learn to assign ownership, not just “to-do lists.” This means empowering leaders within your team to make decisions and evolve independently from your constant oversight.
✅ 3. Profile Yourself Using Tools Like DiSC
The book breaks down Colin’s version of the DiSC framework using Star Trek analogies:
- D – Dominance: Captain Kirk (Decisive, assertive)
- I – Influence: Scotty (People person, high energy)
- S – Steadiness: Bones McCoy (Stable, methodical)
- C – Conscientiousness: Spock (Analytical, accuracy-focused)
You’ll likely fall into a combo of two. Understanding this lets you lead with intention—and hire what you lack.
✅ 4. Profile Everyone Around You
Once you know your own gaps, you can intentionally fill them. The right team isn’t just about skills—it’s about balance. You’re not looking for clones; you’re building an ecosystem.
✅ 5. Learn to Lead Leaders
This is the next level of leadership maturity: training people who train others. If you only know how to manage, you’ll bottleneck. If you know how to inspire and release, you’ll scale.
💡 Final Takeaway
This chapter is a turning point in the SCALE section. It’s not about hustle anymore—it’s about who you empower. Start with honest self-awareness. Know your type. Then build the team that makes up for your blind spots and unlocks your growth potential.
🔁 Coming Next
Chapter 24 – Hiring Great Leaders: Leaders for Hire
We’ll go deeper into what makes someone a high-value hire—and how to identify leaders before they even see it in themselves.
💬 Share This With a Future Founder
Know someone struggling with delegation or team dynamics? Share this post with them or tag them in the comments. It might save their startup from growing pains they didn’t see coming.
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