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These are the 4 different work styles and how to work with each

Drivers

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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These are the 4 different work styles and how to work with each

These are the 4 different work styles and how to work with each

https://www.fastcompany.com/40571008/these-are-the-4-different-work-styles-and-how-to-work-with-each

fastcompany.com

5

Key Ideas

Pioneers

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 detail-minded, and they make quick, spontaneous decisions.

Guardians

Those with a guardian working style like stability, order, and rigor.

They’re pragmatic, detail-oriented, and risk-averse.

Drivers

Drivers are goal-oriented.

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

Integrators

Integrators can understand the context of moving pieces.

Those having this working style represent the glue that holds the pieces together.

Using different styles of work

Once you identify your style and the styles of your coworkers, you can use them to improve collaboration as well as recognize your tendencies and biases.

Combining different working styles often creates better output. Alone, you might miss some key aspects, context, or risk beyond your own view.

SIMILAR ARTICLES & IDEAS:

Pioneers

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...

Guardians

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.

Drivers

They value change and they generate momentum.

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

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4 basic negotiation styles

...depending on different social motives:

  • Individualists seek to maximize their own outcomes with little regard for their counterparts’ outcomes. .
  • Cooperators stri...
The Prioritizer
  • Analytical and competitive.
  • Long-winded explanations set you off.
  • You don't enjoy small talk.
  • Very focused on the outcome or goal.
Productivity boost
The Planner
  • Hyper-organized, detail-driven.
  • You thrive on deadlines. 
  • You have every appointment and reminder possible in your calendar.
  • Your biggest pet peeve is when people are running perpetually late. 

Productivity Boost: Batch tasks. Grouping similar tasks together lets you get into a flow state and not waste any time switching between tasks.

The Arranger
  • A natural-born facilitator.
  • You’re highly intuitive and communicative. 
  • You do your best work with people and on teams, and you understand instinctually what needs to get done to wrap up a project. 

Productivity Boost: You need to intersperse solo work with group work. Spending the entire day holed up in an office will actually backfire.

one more idea

Work styles
Work styles

Work styles refer to the way we think, structure, organize, and complete our work

They the foundation upon which businesses operate and grow today.

4 types of work styles

In any organization you will usually find these main work styles:

  • Logical, analytical, linear, and data-oriented
  • Organized, sequential, planned, and detailed-oriented
  • Supportive, expressive, and emotionally oriented
  • Big-picture, integrative, and ideation-oriented.
The data-oriented colleague

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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Business chemistry
Business chemistry

This is a framework for understanding meaningful differences in people’s working styles. It identifies four primary types:

  • ...
Why universal approaches don't work

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.

Business chemistry mix

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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Leadership is not a "one size fits all" thing

You must adapt your approach to fit the situation. 

This is why it's useful to develop a thorough understanding of other leadership frameworks and styles - the more approaches yo...

Kurt Lewin's Leadership Styles

Psychologist Kurt Lewin developed his framework in the 1930s, and it provided the foundation of many of the approaches that followed afterwards

  • Autocratic leaders make decisions without consulting their team members, even if their input would be useful.
  • Democratic leaders make the final decisions, but they include team members in the decision-making process.
  • Laissez-faire leaders give their team members a lot of freedom in how they do their work. They provide support with resources and advice if needed, but otherwise they don't get involved.
The Blake-Mouton Managerial Grid
  • With a people-oriented style, you focus on organizing, supporting, and developing your team members. This participatory style encourages good teamwork and creative collaboration.
  • With task-oriented leadership, you focus on getting the job done. You define the work and the roles required, put structures in place, and plan, organize, and monitor work.

The best style to use is one that has both a high concern for people and a high concern for the task.

7 more ideas

Our Work Motivation

Lack of job satisfaction and employee engagement can be due to bad management, lack of transparency and overwork. One important reason that is often overlooked is our personal motivations.

T...

Achievement 

People with a high need for achievement seek to excel.
Going for high-risk situations, these go-getters are not sitting relaxed even after reaching their objectives, rather going after the next goal.

Power

People who are driven by a need for power love to be in charge, and crave authority even more than monetary gains. They want to make impactful decisions, desiring to be revered and followed.

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Have a smile on your face

Smiling is one sure way to make your co-workers like you. Therefore, be sure to always have a smile on your face when welcoming people in your office or just greeting them in the corridor. I...

Be fast in answering

Whenever a colleague asks for your support or provides you with a solution to an issue, make sure you acknowledge his or her action with a simple ‘got it’ or ‘received’. The lack of reaction from your side might lead to your co-worker thinking that their help or need does not matter. 

Showing consideration toward coworkers by acknowledging their communications promptly is a form of civility, which is important to workplace culture. And, as management researchers have documented, experiencing incivility can lead workers to be less productive and loyal to the company.

Effective listening

When listening to a colleague, try to focus entirely on his or her story rather than reflecting on your own position or experiences. Asking questions and actually taking into consideration their answers is a sure way to understand their story and prove helpful when providing advice.
Active listening enables employers themselves to lead more effectively, as it avoids frustration on the staff’s side. 

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Post-Breakup Loneliness

The process of breaking up can sometimes be compared to the death of a loved one.

Transitional Loneliness

Major changes can create a sense of loneliness, even if they're positive. You might be leaving a job or starting a new job, ending a relationship or embarking on a new relationship, getting married, getting divorced, [or] starting a family.

When struggling with the adjustment period, it can help to acknowledge the feeling and also acknowledge that it's likely temporary.

Caregiver Loneliness

There's very specific loneliness that can creep in when you're responsible for the care of another person — be it an elderly parent, a sick sibling, a disabled partner, etc.

So even though it's a big job, it's important to not forget about yourself. Find a supportive friend to talk to without judgment, or attend a support group.

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Your work style
Your work style

Your work style is the way that you go about your day-to-day tasks on the job.

Everyone has his or her own working style, or strategy for optimally performing while at work...

Independent work style

Independent work styles are efficient, disciplined and productive. They like to follow their instincts and see where they take them.

Visionary and entrepreneurial types often have an independent working style. This type is also often found in creative or scientific fields.

Cooperative working style

Those that identify with this style are organized, strategic and collaborative. They are diplomatic and are typically excellent communicators.

They are often found in relationship-oriented roles like human resources and in leadership roles. Account executives, HR directors, and project managers are often known to have a cooperative business style.

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