Altruist

  • Collaborative
  • Sociable
  • Organized
  • Precise

Altruists get their sense of satisfaction from being supportive. They seek harmony and are usually the first to offer a helping hand to a colleague in need. It’s usually helpful because Altruists are detail-oriented and precise in their work, and their follow-up is strong.

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Characteristics of an Altruist

Natural Strengths

  • Collaborative
  • Sociable
  • Organized
  • Precise

Common Drivers

  • Clarity of expectations
  • Opportunities to interact and collaborate
  • Harmony
  • Freedom from risk

Blind Spots

  • Often overly cautious
  • Frustrated by stagnation
  • Slower to make decisions that impact others
  • Can appear overly trusting

The Altruist on a team

Altruists are natural team players. They’re known to be people-oriented, cooperative, and accommodating. They thrive in and help contribute to a culture of teamwork. 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 Altruist

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 Altruists, remember that they’re sociable, efficient, and detail-oriented. They’re typically less effective when project guidelines are ambiguous. Altruists also have an intuitive understanding of others’ viewpoints and feelings. When managing this profile, consider some of the following suggestions:

  • Ensure freedom from repetition.
  • Provide opportunities to work with others.
  • Offer clear and specific guidelines around work assignments.
  • Give them opportunities to work cross-functionally.
  • Provide consistent and dependable support.
  • Clearly communicate rules, process, and structure.
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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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