In the "Big five personality traits" model, you have:
1. Openness to experience (inventive/curious vs. consistent/cautious)
2. Conscientiousness (efficient/organized vs. extravagant/careless)
3. Extraversion (outgoing/energetic vs. solitary/reserved)
4. Agreeableness (friendly/compassionate vs. critical/rational)
5. Neuroticism (sensitive/nervous vs. resilient/confident)
Excessive neuroticism (aka emotional instability) can be very hard to deal with, at a personal level and at a professional level. But note that excessive confidence can be just as harmful to an organization as being emotionally unstable, and sometimes just as hard to deal with.
Then, psychological safety in an organization is also important. Honesty and disagreement should be seen as acceptable as long as they happen in a context of respect and in a constructive manner.
You have to ocassionally give developers some time and autonomy to do stuff they consider important. They want to do what they perceive is right, and while not every time you can let them do it, sometimes you have to listen to them, trust them and let them do it. It will not be a waste of time, believe me.
If you don't, you are at risk of them getting burned out. You do not want burned out developers, it's a waste of time for everyone.
These are 5 dimensions so it sounds like you could tend to be closer to the middle of them. IIRC as you mature one's behavior "spreads out" a bit over these dimensions.
1. Openness to experience (inventive/curious vs. consistent/cautious)
2. Conscientiousness (efficient/organized vs. extravagant/careless)
3. Extraversion (outgoing/energetic vs. solitary/reserved)
4. Agreeableness (friendly/compassionate vs. critical/rational)
5. Neuroticism (sensitive/nervous vs. resilient/confident)
Excessive neuroticism (aka emotional instability) can be very hard to deal with, at a personal level and at a professional level. But note that excessive confidence can be just as harmful to an organization as being emotionally unstable, and sometimes just as hard to deal with.
Then, psychological safety in an organization is also important. Honesty and disagreement should be seen as acceptable as long as they happen in a context of respect and in a constructive manner.
You have to ocassionally give developers some time and autonomy to do stuff they consider important. They want to do what they perceive is right, and while not every time you can let them do it, sometimes you have to listen to them, trust them and let them do it. It will not be a waste of time, believe me.
If you don't, you are at risk of them getting burned out. You do not want burned out developers, it's a waste of time for everyone.