They value possibilities and they spark energy and imagination.

They tend to be creative thinkers who believe taking big risks can produce great outcomes. They are outgoing, spontaneous and adaptable.

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They favor stability, order and rigor.

Likely to stick with the status quo, they are deliberate decision-makers who are practical, focused on detail and reserved.

They value change and they generate momentum.

Direct in the approach to people and problems, they are technical, quantitative and logical.

They value connection and tend to draw teams together.

They are empathetic, diplomatic and focused on relationships. They acknowledge nuances and tend to see things in shades of grey rather than black and white.

While the benefits of diversity are real, they're far from automatic. They must be activated.

Nobody fits neatly into each slot of the four basic working styles (Pioneers, guardians, drivers, integrators), but having an understanding of how different types of people think and are likely to work, managers can develop more effective teams and build on this diversity.

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Drivers

Drivers are goal-oriented.

Those identifying with this working style thrive on challenge, results, and winning. They tackle problems head-on with logic.

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A one-size-fits-all approach won’t work well on a team with a mix of types.

For example, too many constraints can completely shut a Pioneer down, while a Guardian may withdraw in an environment that feels too chaotic.
A Driver may become very frustrated in an organization that lacks decisiveness, while an Integrator may wither on a team that doesn’t value broad-based input.

Their strengths are in analyzing data, logical processing, and solving complex problems.

They are focused on achieving the established goals and will ensure that you stay on budget.

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