The work itself is fine, but working together goes wrong every time. It is often not a difference in ability but in the speed and order in which each person works.
They handle tasks at different times. When someone who finishes a task as soon as they get it works with someone who works to the deadline, the first is always waiting and the second is always being rushed.
They also have different standards for finished work. When someone who hands work over once it is good enough works with someone who keeps revising until the very end, they judge the same result differently.
The one who finishes early feels their schedule depends on the other person. When they keep finishing their own part and then waiting, they feel it is unfair to them.
The one who works later feels rushed. They are following their own plan, and when they keep being asked for updates, they take it as a sign that they are not trusted.
They handle deadlines differently. People who need a margin finish early, and people who focus best when the deadline is near get things done around the deadline. Both approaches produce results, but the time in between is uncomfortable for both.
They also want different amounts of communication. When someone who needs frequent updates to feel reassured works with someone who reports only once everything is done, one feels uninformed and the other feels interrupted.
Set a midpoint. A single agreement about how much will be done by when removes the need for check-ins and ends the rushing.
Agree on the standard for finished work first. Deciding at the start how far this task needs to go means no one has to redo it after it is finished.
They try not to work together. Working only with people who are easy to work with makes things smoother for now, but the team's work ends up concentrated on a few people.
It turns into a reputation. Once someone is seen as slow or difficult, they are seen the same way in other work too, and they do not know why.
A teammate's tendencies show in when they start a task and what kind of questions they ask. Noticing when they start and whether they ask about details or about direction tells you how to adjust.
If both of you have finished the assessment, you can view the relationship analysis as colleagues. It shows where you differ and which arguments are likely to repeat, as work situations, so you can talk first about what to agree on in advance.
This page describes behavior patterns for self-understanding. It is not a medical or psychological diagnosis, and it does not replace professional care. If difficulties persist and disrupt daily life, please seek professional help.
This page covers the type in general. How it actually shows up in your own combination is what the measurement tells you.