Everything you need to know about a Promoter
What you'll learn:
This course will cover the strengths and caution areas associated with Promoters, the Team Type that Promoters are associated with, how they balance other teams, and leadership styles associated with Promoters.
How each Reference Profile works, collaborates, and leads
Everything you need to know about an Adapter
Everything you need to know about an Altruist
Everything you need to know about an Analyzer
Everything you need to know about a Captain
Everything you need to know about a Collaborator
Everything you need to know about a Controller
Everything you need to know about a Craftsman
Everything you need to know about a Guardian
Everything you need to know about an Individualist
Everything you need to know about a Maverick
Everything you need to know about an Operator
Everything you need to know about a Persuader
Everything you need to know about a Promoter
Everything you need to know about a Scholar
Everything you need to know about a Specialist
Everything you need to know about a Strategist
Everything you need to know about a Venturer
The Promoter leader
Promoters are very much team players. So how exactly do they lead their teams to victory?
As a leader, Promoters will generally be focused on building a close and cohesive team. They’re often very trusting with their team and freely delegate to them. Promoters are great at selling ideas and are adaptable to others’ styles when needed. They focus more on motivating the team, as opposed to defining what needs to be done.
Below is a list of strengths and cautions when a Promoter is in a management role.
- Puts emphasis on team welfare
- Focused on motivating the team
- Comfortable juggling multiple priorities
- Comfortable with delegating
- May struggle with unpopular decisions
- May avoid conflict
- May become frustrated with team’s pace
- May provide insufficient structure
But it’s not just about knowing how you lead; you also should be aware of the individuals you manage and the Team Type they form. This allows you to tailor your leadership strategies based on the people you’re actually managing—and use your strengths as a Promoter to your advantage.
Let’s say you’re a Promoter who’s managing a Producing Team. This Team Type is on the quadrant directly opposite yours, which means you’ll generally have competing values. Don’t panic! Different personalities don’t innately lead to failure. Understanding this difference in opinions, however, is a crucial step.
Take a look below at some points of friction to be aware of. Use these to learn how you can use your strengths to lead a team that doesn’t directly align with your Reference Profile.
Leading a Producing Team as a Promoter
When a Promoter is leading a Producing Team, they may be uncomfortable due to their desire for a collaborative environment and freedom from processes. You may encounter areas of friction, but there are ways you can help your people stretch their behavioral drives and make the team feel like magic.
The Producing Team’s intense approach and focus on details may clash with a Promoters’s informal and easygoing style.
A Promoter’s desire to talk through problems and solutions may clash with the Producing Team’s desire to take time to independently think through problems.
Promoters may be hesitant to make unpopular decisions. Producing Teams tend to be data-driven and can help Promoters demonstrate clear, objective support for such decisions.
Producing Teams tend to be more reserved and prefer to take time for introspection. Promoters may take a more inclusive approach, helping Producing Teams bring more insights into the decision-making process.
Based on the benefits and areas of friction that can arise when having a differently aligned team, come up with strategies that will help you lean into your strengths. For example, you could try to promote more team-building events to build trust that your team might not initially have.
So, we understand who we are, where we fit into a team, and how we can lead other teams as a Promoter. When it comes to leading, though, there’s much more to consider. You also need to think about what Strategy Type your team needs to accomplish their goals.
Do you feel prepared to make sure your team feels like magic rather than causing constant friction? Want to learn more? Check out our two workshops around building and cultivating teams that work like a dream.