Specialist personality type
Specialist (RSI-D) Personality | MindTrackers
Specialists are free-thinking individuals with a “live and let live” attitude, who use their own experience, logic, and rationality to gain insight, develop new skills, and make decisions. This mentality enables them to find a flexible and fulfilling path through life, whatever may happen.
This type doesn’t always need a grand ideal to chart a successful course, nor do they adhere to a particular life or work philosophy. They guide themselves by their exploration rather than following a theoretical approach. In their work and personal practices, they acquire experience and insight through such eclectic exploration, retaining and employing anything that works.
Given this approach, Specialists aren’t fond of the purely abstract or theoretical. They rarely guide themselves by speculation or try to make sense of things merely by trying to grasp them intellectually. These are hands-on types who believe in learning by doing, preferring to experiment and freely play with different approaches instead of just imagining, reading about, or discussing them.
In such practices, Specialists pay attention to details, striving to be successful in whatever they apply themselves. This, coupled with their inclination to try things out, makes them good at acquiring and mastering various skills, crafts, and abilities. They especially gravitate toward creating, repairing, or improving things, skilfully using tools as a means of accomplishing something practical.
They typically also enjoy disciplines and skills involving their bodies, like sports, athletics, and manual skills. So adept are they that people often think they’re working from some kind of instinct, as the amount of thought that goes into their actions isn’t always evident. But their skill is driven by clever thinking as well as physical aptitude.
Specialists’ thoughts can be very independent. They like to rely on their logic, reasoning, and abilities more than on other people. They usually only ask for help after they’ve exhausted all their skills and knowledge by trying everything they could think of – which is a considerable range of approaches.
When this type does ask someone to help them, they’ll also seek to understand how that person manages to find a solution or perform a task. Specialists want to try it out themselves to get accustomed to it, as they tend to feel they can truly understand something only when they can pull it off successfully on their own.
Being on their own isn’t usually a problem for this type. As Introverts, Specialists need their solitary time to recuperate and revitalize themselves. But unlike some Introverts who prefer daydreaming, thinking, or reading, Specialists like to be more active. They may engage in some kind of spontaneous tinkering, crafting, or even physical activities and games.
Specialists value the freedom to live their lives as they see fit, as well as to engage with the world and do their work as they like – and they extend this courtesy to other people. This type rarely enters direct confrontations, typically preferring to get out of someone’s way instead of arguing with them, though they’ll defend their freedom.
With their “live and let live” attitude, Specialists don’t go around trying to convince people their way is superior, nor engage in long discussions over what approach is ideal. They tend to believe people learn best from experience, not discussions and talk. For this type, actions speak louder than words, and they both express themselves through action and pay attention to the actions of others.
When it comes to their expression, Specialists prefer tasks that are hands-on and not overly structured, so that they have room to work in their own way. They aren’t prone to planning things in detail before diving in, preferring to be more flexible and dealing with things as they come. This type is comfortable with leaping without much looking, even if they must leap alone.
But despite their independence, Specialists do enjoy when others show appreciation for their skills and ability to get the job done. They work hard to develop their expertise and enjoy being thought of as competent – and, more importantly, they’re willing to show what they can do. Their readiness, unconventional thinking, and adaptability can make them great assets within a team.
Predictive Index | The Predictive Index System(R)
Skip to contentHomeAdmin2022-12-19T14:12:34-05:00
One quick assessment. Deep understanding. Hire with certainty, lead with purpose, build cohesive teams, keep you people engaged.
“In hiring, algorithms beat instinct.” – Harvard Business Review
“If I was hiring at a company, The Predictive Index ® as delivered by Founding Partner Predictive Success would be crucial information. In five minutes, it was done.” – Richard Blackwell, The Globe & Mail
Hire, Keep & Grow Your People
HIRE
Hire the right people
Inspire
Inspire their best work
DESIGN
Design dream teams
DIAGNOSE
Keep your people engaged
As Canada’s fastest-growing predictive analytics company for hiring great employees, some examples of our 800+ clients below:
Predictive Success® stands with Ukraine.
Predictive Success® stands with Ukraine.
years of science
0 million+
assessments administered
validity studies completed
HIRE
Learn what predicts success – get the right people into the right roles and keep them there
North America’s top companies use Predictive Index® to select the best hires. Again, and again.
PI Behavioural Assessment
PI Cognitive Assessment
PI Job Assessment
Interview Guide
Match Score
Personal Development Chart
Placard
PI Professional Series Workshops
Learn More
Inspire
Unlock the potential of your people and unleash big results
What would you do if your employees gave you 110% effort? Reimagine a world where you have access to people data, giving you valuable insights to motivate individuals and teams.
Personal Development Chart
Relationship Guide
Management Strategy Guide
Learn More
DIAGNOSE
Keep a pulse on your people and build the best employee experience
It is more important than ever before to get engagement right. Using data-driven insights, build an intentional culture that inspires individual and teams to perform.
The PI Employee Experience Survey
Employee Experience Coaching
Take Action with Engagement Workshop*
LEAP Platform
Learn More
Supercharge your knowledge of PI by joining our virtual classroom.
We heard you. You wanted more flexibility, convenience and access to PI Training. Your leaders and managers asked for an integrated experience they can plug into from the convenience of their own home office. We’ve been delivering virtual training for almost 10 years – from our experience and what we’ve heard, there is greater retention and on-to-job application coming out of our virtual environment. Our dynamic facilitators and technology offered by ZOOM enable meaningful group discussions, breakout experiences, knowledge checks and self-reflection.
See our available courses
Register Now
Thousands of leaders use Predictive Success, a leader in Talent Optimization, to create teams that win and execute on strategy.“I believe this can definitely improve hiring decisions and development discussions if we were to implement as a standard for hiring. I do think this will help with the population we are currently planning to use this for.”
Amanda Arnold, Carrier Corporation
“Using the Predictive Index Job Assessment™ we can decide internally what the profile of an ideal candidate is before we actually start the interview process.
We can include that with our extended business partner hiring agencies so that they know exactly what to look for as well.”
John Lobraico, COO, Chudleigh's
“The Predictive Index System®, delivered by Certified Partner Predictive Success, has allowed us to virtually eliminate mis-hires by better understanding the needs for each job by creating benchmarks and matching candidates, internal or external, with the profile.”
Chris Rasmussen, President & CEO, DOXIM
“If I was hiring at a company The Predictive Index Behavioural Assessment™ from Elite Certified Partner, Predictive Success, would be crucial information, in 5 minutes it was done.”
Richard Blackwell, The Globe and Mail
“PI is a tool that provides opportunities and can support any problem within an organization. Having our team understand and utilize it made us more efficient and successful in uncertain times.
”
Rosalynn Alessi, Alcool New Brunswick Liquor & Cannabis
Page load link Go to TopPersonality types | 16Personalities
Analysts
Strategist
INTJ-A / INTJ-T
Imaginative, strategic thinkers with a plan for all occasions.
Scientist
INTP-A / INTP-T
Creative inventors, with a strong belief in the power of knowledge. nine0009
Commander
ENTJ-A / ENTJ-T
Brave, resourceful and strong-willed leaders who always find a way - or make a way.
Debater
ENTP-A / ENTP-T
Smart and curious thinkers who never turn down an intellectual challenge. nine0009
Diplomats
Activist
INFJ-A / INFJ-T
Quiet and mystical, but inspiring and relentless idealists.
Broker
INFP-A / INFP-T
Poetic, kind and altruistic personalities, always ready to stand up for a good cause. nine0009
Trainer
ENFJ-A / ENFJ-T
Charismatic and inspiring leaders who captivate their listeners.
Wrestler
ENFP-A / ENFP-T
Enthusiasts, creative and sociable free minds who always find a reason to smile.
nine0009
Guardians
Administrator
ISTJ-A / ISTJ-T
Practical and factual people whose reliability is unshakable.
Protector
ISFJ-A / ISFJ-T
Very responsible and kind protectors, always ready to protect their loved ones. nine0009
Manager
ESTJ-A / ESTJ-T
Excellent administrators, unsurpassed specialists in process and people management.
Consul
ESFJ-A / ESFJ-T
Extremely caring, sociable and popular people, always ready to help. nine0009
Seekers
Virtuoso
ISTP-A / ISTP-T
Brave and practical experimenters, masters of all kinds of techniques and tools.
Artist
ISFP-A / ISFP-T
Flexible and charming artists, always ready to explore and experience something new. nine0009
Dealer
ESTP-A / ESTP-T
Smart, energetic and very receptive people who truly enjoy risk.
Entertainer
ESFP-A / ESFP-T
Spontaneous, energetic and tireless merry fellows - where they are, it's never boring. nine0009
how to find an approach to each of them
Do you want a joke? In the evening, three workers were given the task of planting 20 apple trees. The next day, the first worker conscientiously dug 20 holes. And the third worker covered them all. Each of them did an excellent job. However, not a single apple tree was planted. And all because the second employee did not show up for work and did not warn anyone.
Worried that your employees might do the same? Then let's figure it out. nine0009
There are dozens of classifications of employee personality types. None of them claims to be true, because the character of each person is unique. People cannot fit into 6 or 16 types. However, knowledge of the psychological classification makes it clear what motivates a person or, on the contrary, depresses. This helps to build relationships with different people and effectively manage workflows.
What makes up the formula of a person's psychotype? What are the types of employees in an organization? How do they behave in different job positions? We analyze growth areas and strengths of employees depending on their psychological type in the new Yva. ai material. nine0009
Psychological classification: the formula of the psychotype of the employee
Swiss psychiatrist and teacher Karl Gustav Jung proposed to typify people according to their personal attitudes - Extroversion and Introversion and four functions - Logic (thinking), ethics, . , sensory (feeling) and intuitiveness 1 .
Later, the American psychologist David Keirsey added another pair to them - discretion and impulsiveness 2 . This is how 16 personality types appeared. Each of the 16 personality types has its own compound formula. Depending on the psychophysiological qualities that prevail in it.
Consider the types of employees according to the psychological characteristics of the individual. Let's focus on the business qualities of each of the 16 psychotypes 3 .
Types of leaders, colleagues and subordinates: analyst caste
Strategist, architect (INTJ) - this type of personality has high standards and demands on oneself. They build relationships with people on the principle of "respect - do not respect." It is very easy to lose this respect, and it is almost impossible to regain it. For them, innovation is more important than comfort, and efficiency is more important than communication. With those who think otherwise, this personality type can be blunt and dismissive.
Logic and open-mindedness are two words that can describe a strategist. He reacts extremely negatively to attempts to restrict his freedom. This is not the kind of person who will strictly adhere to the rules. If the boss does not command respect from the strategist, they will not work together.
It is rare for a strategist to choose constant teamwork. Their perfectionism and high standards allow them to remain solitary players. They can't stand idle chatter in the workplace. Strategists tend not to make friends at work. However, in a team with reliable and highly skilled players, this employee personality type can achieve significant success. nine0009
Strategists need power to drive their own innovation and efficiency, not to assert themselves. With subordinates, they are usually on an equal footing. They value independence and provide them with enough freedom in daily activities.
They care about the details. Strategists will demand from subordinates a detailed account of how the project is progressing. They easily delegate authority to subordinates with developed critical thinking. For those who expect specific instructions from the leader, it can be difficult with a strategist. nine0009
Scientist, logician (INTP) are lovers of complex problems. They need constant mental stress and freedom to implement their own ideas. Routine tasks and a high communication load drive scientists into stress. They can be very effective in team work, which is avoided in every possible way.
Scientists are annoyed by colleagues asking them to share how they plan to implement their ideas. However, in the long run, this can help them not only come up with ideas with lightning speed, but also bring them to life. nine0009
Scientists can lose motivation in a restrictive environment. The leader of this type of employees should set challenging tasks for them, encourage resourcefulness and innovative approach. Scientists tend to put off uninteresting and routine tasks. They find it difficult to complete projects.
Often, scientists perceive colleagues as a distraction from work. The people who challenge them are doing them a favor. This spurs scientists on to stay the best. Deep down in their hearts they need variety. nine0009
Scientists like to lead people, but they don't want to. They try to delegate routine tasks to subordinates in order to focus their energy on creating new ideas. Leaders-scientists are flexible and open to interesting proposals. They are demanding and unrestrained in their negative assessment of the work of their subordinates. But they can be very patient.
Commander (ENTJ) is a sharp personality type. He is classified as a difficult type of employee. They feel most organic in a rigid hierarchical environment. These people will defend their opinion to the last. They are proactive and capable of the impossible. nine0009
It is difficult for a commander to remain in a subordinate position. The manager needs a remarkable talent to manage the involvement and satisfaction of such an employee. It must be oriented towards high goals. The slowness of work processes makes commanders absent-minded. But if these people are involved in the project, their organization and ability to prioritize will not be equal. They need objective and rational criticism that increases efficiency.
The commander is sociable with colleagues. He actively shares positive feedback, criticizes, in case of disagreement. The commander likes to work with equals. However, this equality needs to be proven. An incompetent colleague will face the commander's arrogance and condescension. They are able to inspire and educate others, but it feels overkill and pressure. nine0009
Commanding officers are focused on high quality and efficient work. They are born leaders. Commanders effectively allocate roles in the team. They perfectly feel the weaknesses and strengths of their subordinates. The charisma and communicativeness of this type of leader make subordinates perceive the goals of the company as their own. They know how to motivate employees and boost their morale. Commanders are not tolerant of lazy and incompetent employees.
Debater, debater (ENTP) are not the kind of employees who will do “ordinary work”. Routine tasks are clearly not for them. They expect their ideas to be heard by management and are open to discussion and debate with colleagues. Controversialists avoid hierarchical structures.
These subordinates calmly challenge the ideas of their superiors. They can't stand rules and management principles. They have a sharp inquisitive mind that allows them to make and generate non-standard solutions. They value constructive criticism, which can improve performance. They need challenging tasks and diverse projects. nine0009
Their passion for argument and overanalysis can strain more hands-on, problem-oriented colleagues. Sometimes, in the struggle for an idea, they seem tough and insensitive. However, their erudition, sense of humor and sociable nature attract colleagues to them. They are storehouses of knowledge. Communication with polemicists is very informative.
The debaters feel great in a leadership position. However, the generation of fresh ideas and the development of innovative approaches occupies them more than the management process itself. Subordinate polemicists can only offer non-standard solutions and engage in the phased implementation of the leader's ideas. nine0009
Controversial people do not seek universal love. It is important for them to be known as a respected and intelligent leader. They stand firmly on the ground and in professional debates are able to defend not only their ideas, but also their team.
Types of subordinates, colleagues and leaders: caste diplomats
Activist, lawyer (INFJ) - this personality type of the employee helps and contributes to the personal development of others. It is important for them that their values, principles and beliefs are shared in the professional environment. nine0009
They are motivated by the meaning of what they do. These are creative people. They are extremely resourceful. A strict hierarchy has a depressing effect on activists. Sensitive and independent - these people appreciate the opportunity to be heard.
They need an open leader who will celebrate their contribution to the common cause. At the same time, it is desirable that their values coincide. They are equally sensitive to praise and criticism. The latter can deeply hurt activists. Strict rules, routine tasks, formal structures affect them destructively. nine0009
Activists are born peacemakers. They are able to defuse the conflict situation in its infancy. Sometimes, good relationships become more important for them than efficiency. They can be classified as introverts.
As leaders, they are for equal treatment with both hands. They rarely take advantage of their position. In subordinates, honesty, reliability, high motivation and rigor are important for them. They are fair and empathic. Strive to identify and develop the strengths of their employees. They can be tough with those who violate moral and ethical principles. nine0009
Intermediary, mediator (INFP) - it is important for them to see the purpose in their work. They crave to be useful to other people. They are loyal, optimistic and attentive employees. They are creative and insightful. They are motivated by the opportunity to help others.
They value praise and gratitude and get excited about it. Negative bosses, an overflowing mailbox and a phone torn from constant calls, drive intermediaries into a stressful state. They value freedom, but need time limits and clear directions. nine0009
Equality is important to them. Mediators have a heightened sense of fairness. They don't like conflict. Colleagues often turn to them for advice. They have an empathic communication style.
These managers respect the personality of employees. Their weak point is responsibility. Often they consult with subordinates, unable to make a decision on their own. They tend to support employees rather than handing out CC. Mediators encourage employees to develop their own ideas. They should develop strictness with subordinates and set boundaries. nine0009
Coach, hero (ENFJ) is a charismatic personality type. These are socially active people, charismatics, idealists and creative individuals. They are indispensable in professions with a high communication load.
As subordinates, they are easy to train and excellent at multitasking. Hardworking and responsible. They tend to underestimate themselves and their abilities. Avoid conflicts. They don't like criticism. They have a high risk of burnout.
Always ready to help colleagues. They prefer cooperation. Take care of the comfort of the whole team. Sensitive to other people's needs and responsive to other people's requests.
Such leaders feel the deep needs of subordinates and build a motivational system on them. Sometimes they are subtly manipulative, but with subordinates they always adhere to a win-win position.
Fighter, agitator (ENFP) - for this type of employee in the company, it is important to explore new ideas together with like-minded people. They don't like hierarchy. Their special qualities include creativity, sincerity and lack of prejudice towards other people. They are good listeners. These are innovators who are able to inspire by their own example and increase team morale. nine0009
As subordinates, agitators have good adaptability, cannot stand control, and are independent. The ideal option for relationships with management is cooperation or partnership. With this type of relationship, they will have maximum involvement.
Agitators regard colleagues as friends. They are optimists who will always cheer up and support those who are experiencing difficulties or are in a bad mood. Their forte is brainstorming. Able to listen and consider all opinions. Often they are informal leaders. nine0009
How leaders believe in the internal motivation of employees, build friendly relations with subordinates. Consider the needs of the entire team.
Types of colleagues, subordinates and leaders: guardian caste He respects authority and chooses companies with a clear hierarchical structure.
![](/800/600/http/i.pinimg.com/474x/07/95/31/079531999a92e63204e525644ca64719.jpg)
Clear instructions are important for them in projects. They often turn out to be generalists. Due to their increased sensitivity to criticism, their flexibility often suffers. These are punctual workers who take their duties seriously. Always finish what they start. In work, they show corrosiveness and meticulousness.
They are calm and consistent employees who never miss deadlines. Empathy is not their forte. They prefer to work alone. Logisticians do not participate in the development of new ideas or a plan for their implementation, but become indispensable in the process of their implementation. nine0009
Logistics managers have a real cult of responsibility. They like to do everything according to the instructions and expect the same from their subordinates. You can only deal with them with facts and figures. Logisticians require strict adherence to the plan. For them, the truth is more important than the feelings of other people. Prone to tough decisions and criticism.
Protector (ISFJ) - this type of employee can always be relied upon. Kindness, devotion and concern for other people's problems make them indispensable in the face of unexpected obstacles in work processes. nine0009
The opportunity to help others and sincere gratitude in return is a powerful lever to control the defender's deep motivation. They are not the type to brag about their accomplishments. These are modest and reserved personalities. They are an example of loyalty. These are the employees who, in the event of the dismissal of their leader, leave for him. In order not to fall into stress during organizational changes, it is important for them to be aware of the correctness of the upcoming changes.
Among colleagues defenders are known as altruists. They feel best in friendly and close-knit teams. They are dedicated and sincere colleagues. They are disgusted by conflicts. They find it hard to say no. nine0009
Deep down, defensive leaders don't like to control people. They prefer to work equally with subordinates. You can always turn to such a boss for help. He will not only listen and give good advice, but also show warmth and support. Defenders try to minimize conflicts. Build friendly relations with subordinates. They can be overly sensitive, which is a minus for the leader.
Manager, manager (ESTJ) are people of order. They make rules and follow them. In work, they strive for a high level and expect the same from others. Can't stand irresponsible employees. Their disadvantages include excessive stubbornness and lack of flexibility. They are not prone to experiments in work and prefer proven methods.
Their loyalty and loyalty depend on the respect they have for the company and the leader. Employees of the psychotype manager express their opinion openly and can be disgustingly honest. nine0009
They like well-organized workplaces and processes. Managers are honest and friendly colleagues. They are risk averse. The most difficult thing for them is communication with those who like to promote risky and controversial ideas. Managers are positive about constructive criticism. They love to feel like part of a team.
Building effective teams is the forte of executive managers. They cannot stand laziness and violating the work ethic. As leaders, managers demand recognition of their authority and adherence to rules. Their expectations are always clearly and accessiblely expressed, which leaves no room for the subordinates to maneuver. nine0009
Consul (ESFJ) - this psycho type has a high social intelligence. Such people have no equal when it is necessary to convey and control the performance of duties by other employees. They feel comfortable in organizations with a strict hierarchy and clear distribution of roles.
Consuls are loyal, hardy and hardworking subordinates. They recognize the authority of their leader. Consuls have a negative attitude towards excessive freedom and improvisation. They do a great job with routine tasks. These are team players. Paper work squeezes them out. The consul will be the first to lend a helping hand to a colleague. Networking for them is as natural a process as breathing. They appreciate the appreciation of colleagues. Criticism or rejection of offered assistance can hurt a sensitive consul. nine0009
Consular leaders expect their subordinates to respect their authority. And in every way they support it with rules and standards. Consuls are not afraid to take responsibility. They enjoy managing people. Consuls are able to unite people into effective teams and achieve high involvement from employees. They do not like conflict and prefer to strictly adhere to traditional roles.
Employee personality types: caste seekers
Virtuoso, master (ISTP) - this type of personality is a pragmatist in life. The incentive to work for such an employee is well-being. He is not the kind of person who will work for an idea. He expects material returns from his work. Virtuosi prefer to work in a small cozy space. For them, the friendly attitude of colleagues is important.
Despite their natural modesty, virtuosos are sensitive to praise. Recognition of merits and talents motivates them to work more efficiently. During a period of decline in efficiency, virtuosos need the attention and support of colleagues. nine0009
Strict rules, formal arrangements and strict adherence to the plan oppress the virtuoso subordinate. Such people find it difficult to change habits and working methods under pressure from management. They do not take quiet stubbornness. Strategy is not their forte. They tend to solve tactical problems. They know how to finish what they start.
Quiet, rational, and reserved virtuosos can be unintentionally rude to colleagues. This offends thin-skinned employees. The spontaneity and low level of empathy of virtuosos are to blame. They themselves are resistant to conflict situations and are able to defuse the situation with a good joke. nine0009
A virtuoso leader communicates with subordinates in the way he would like to be communicated with him. A minimum of conversations and free borders are held in high esteem. They are weakly emotional and therefore seem cold and distant to employees. They do not like the talkativeness and excessive emotionality of subordinates. However, a virtuoso is able to listen carefully to a colleague and offer a rational, impartial solution. His business activity is focused on the current situation and the logic of facts.
Artist, adventurer (ISFP) - this type of employee works productively when there is no rush and the usual rhythm of life is not disturbed. An artist is a creative spontaneous person. In work, they definitely need room to maneuver. Strict adherence to rules, a rigid hierarchical structure is not for them. They can't stand management control. It is important for them to set specific goals, and otherwise give them complete freedom of action.
Artists love to learn and solve problems. They are modest and therefore do not rush to offer their help, but wait to be called. They need to feel appreciated. nine0009
This type of employee prefers to be on equal terms with colleagues. Despite high communication skills, excessive social activity can drain artists. They are tolerant of people and friendly. Sensitive to praise. The priority of artists' personal goals can sometimes get in the way of work.
The sensitivity of artists makes them attentive and caring leaders. In relationships with subordinates, they prefer the format of cooperation. The leader of this type is a born diplomat. He prefers to resolve issues at an informal level. Committed to helping those in need. nine0009
Artists know how to harmonize the personal motives of their employees with work tasks. They will work together with subordinates, roll up their sleeves and inspire the team by personal example 4 .
Entrepreneur (ESTP) is the type of smart, energetic person who values risk. Has an entrepreneurial streak. Noisy, fun and spontaneous. Problems are solved as they come up. People of this psychotype are highly adaptive.
They hate rules, which makes them problematic subordinates.
They have a quick mind and a strong inclination to experiment. Routine tasks, monotonous actions make businessmen sad. They are not afraid of uncertainty. They are able to be effective in a crisis. The honor roll was designed specifically for this type of personality. Nothing motivates entrepreneurs more than making them stand out from other employees.
They can talk to anyone and about anything. They know how to make the right connections. Dealers have low emotional sensitivity. They will not hesitate to accuse a colleague of laziness or incompetence. nine0009
A managerial position is best suited to a businessman. Here he can show all the flexibility and move away from the usual traditions and foundations. They are practical and strive to improve work processes. Dealers set measurable and achievable goals for subordinates. They are steadily moving towards the finish line.
These are strong-willed individuals. Dealers know how to assess the alignment of forces. Tends to be hierarchical. Respect penetrating subordinates. In conflict situations, they adhere to a competing style of behavior. They exercise administrative control with subordinates. In business can be unethical. Focused on increasing profits. nine0009
Entertainer, Entertainer (ESFP) - These employees value freedom and independence over safety. Therefore, they can easily quit if they feel pressure and severe restrictions. Sometimes they are irresponsible. Subordinate entertainers cannot stand routine actions and repetitive typical tasks. They can be selfish and impatient. They love change and new ideas. Entertainers tend to get quick results.
These employees get along well with their colleagues. They know how to defuse tense situations. Spontaneous and resourceful entertainers are happy to organize a corporate event. Colleagues appreciate them for their easy communication style and wit. They are able to create a comfortable environment in a playful manner and involve other employees in performing practical tasks. Entertainers are indispensable in a dynamic stressful environment. Sensitive to criticism. nine0009
The head of this psychotype is a clever manipulator. This is an inspiring leader. He pumps up the team with energy and positivity, which help to achieve high results. Remember the famous "Wolf of Wall Street" performed by Leonardo DiCaprio?! A typical leader-entertainer.
Such a boss fearlessly rushes into the thick of work and "rows" along with everyone else. He is great at resolving conflicts. You can always come to him with your proposal or complaint about what interferes with work. He will definitely listen and support. nine0009
We analyzed 16 psychotypes. Each of them has its own advantages and growth areas, which should be taken into account when forming a team and delegating authority. However, in addition to the psychological classification of employees, there is a division according to the style of leadership. And this is also important to consider at work.
According to statistics, 84% of businesses are controlled by informal leaders. Some employees help colleagues adapt to the upcoming changes. The second - take responsibility for the team in a crisis period. Thirdly, they make sure that colleagues adhere to the intended course and everything happens according to the rules. nine0009
Someone who explains difficult things to colleagues easily and simply. And someone in time throws up a new idea that leads the team to success. All these people are already in your company! Do you want to know your heroes in person?
Smart behavioral analytics platform Yva.ai allows you to identify opinion leaders and effectively manage the leadership process.
In addition to leadership styles, the Yva.ai platform dynamically assesses indicators of employee well-being (burnout), satisfaction and skills. nine0009
Would you like to know more about how it works? Register for a master class with a Yva.ai specialist. Our expert will tell you how to use the pulse survey system to identify opinion leaders in your company.
- Extraversion and introversion. Features of psychosomatics and eventfulness // B-17.ru.
- D. Keirsey's typology // Studfile.
- 16 Personalites // 16personalities.com.
- Rainbow of characters. Psychotypes in business and love // Strelbitsky's multimedia publishing house.