Clarity of expectations
Opportunities to interact and collaborate
Freedom from risk
Often overly cautious
Frustrated by stagnation
Slower to make decisions that impact others
Can appear overly trusting
Before you know whether someone is the right person for the job, you need total clarity and alignment on the results you’re after. What’s the goal or desired outcome? When we ask questions like this, we get a better understanding of the need to align people strategically for specific results.
When you put people in the right roles, you avoid turnover, toxicity, disengagement, and lost productivity. In the case of the Altruist, while they can do a variety of things well, they naturally gravitate toward strategic activities that seek to build team cohesion and company culture.
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.
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.