Adapter

  • Flexible
  • Versatile
  • Empathetic
  • Bridge-builder

Adapters have a relatively even balance of behavioral drives. There's no predominant drive that really fuels their needs and behaviors. Adapters can be hard to read at times because there's no one clear motivation that drives them.

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Characteristics of an Adapter

Natural Strengths

  • Flexible
  • Versatile
  • Empathetic
  • Bridge-builder

Common Drivers

  • Varies

Blind Spots

  • May be difficult to "read"

The Adapter on a team

Fluid and versatile, Adapters will transform their style to meet the current needs of the team. Because of this, they're often the glue that holds the team together, bridging disagreements, offering perspective and providing both energy and caution in the right amounts. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win.

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Managing an Adapter

Often managers try to manage everyone the same way—and that’s usually the way they like to be managed. But this approach can backfire. People like to be managed differently—and it may not always be in a way that comes naturally to you. Even beyond the individual needs, teams require different leadership styles. You wouldn’t manage a sales team the same way you’d manage a team of developers.

When working with Adapters, remember that they’re flexible and able to see all sides of a situation. The key to effectively managing an Adapter is to learn what motivates them personally and what their preferences are. When managing this profile, consider some of the following suggestions:

  • Talk to them to learn about them.
  • Find out their motivations and preferences.
  • Help them communicate their thinking.
  • Encourage team members to learn your Adapter’s preferences.
  • Let them know what the team needs.
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Explore talent optimization.

Companies that struggle to build high-performing teams are often missing critical people data. With The Predictive Index and talent optimization, you can stop guessing at how to get the most from your people— and better align your people to deliver on the results you’re after.

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