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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, spontaneou...
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 r...
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, d...
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Those with a pioneer working style are big-picture thinkers who want to take advantage of opportunities or create new ones.
They tend to not be det...
Those with a guardian working style like stability, order, and rigor.
They’re pragmatic, detail-oriented, and risk-averse.
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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This is a framework for understanding meaningful differences in people’s working styles. It identifies four primary types:
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.
Manage the team in ways that support the diverse needs of different types of work.
You wouldn’t want a team that is all about creative ideas with no focus on implementing those ideas. Or one that is searching for the big win with no attention paid to the people involved in getting there.
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Take a moment to consider if your employees and team members are coming to you with new ideas and innovations.
To create a sense of security where employees will feel safe to share their i...
Companies with increased growth are 72% more likely to have high diversity in their organization.
Use Learning & Development (L&D) training to raise awareness about the current state of diversity and inclusion in your work environment.
Up to 70% of trainees forget what they learn within 24 hours after training. However, it does not have to be the case for your employees.
An effective leader will implement and integrate an agile training infrastructure into their daily operations that can change quickly to keep up with the pace of innovation.
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