Maverick

  • Innovative
  • Goal-oriented
  • Visionary
  • Flexible

Mavericks are visionaries who want to achieve what’s never been achieved before. They’re not fans of the status quo and will shake things up. Mavericks tend to be innovative, influential, daring, and direct—with a remarkably high tolerance for taking chances.

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Characteristics of a Maverick

Natural Strengths

  • Innovative
  • Goal-oriented
  • Visionary
  • Flexible

Common Drivers

  • Opportunities to influence
  • Freedom from rules and controls
  • Variety
  • Competition

Blind Spots

  • Technical work
  • Limited attention to detail
  • Delegates with loose follow-up
  • May appear tough-minded

The Maverick on a team

Mavericks are natural leaders. They’re known to be task-oriented and persistent. They thrive when given a goal and the freedom to determine how to achieve that goal. 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 a Maverick

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 Mavericks, remember that they’re assertive, proactive, socially-focused, and informal. They’re typically less effective with siloed work that requires exactness and accuracy with details. Mavericks also have a big-picture focus and a need to drive change.

  • Hand them the reins.
  • Give them freedom to work how they want to.
  • Allow freedom of expression; rigid rules and formality are typically off-putting.
  • Remind them of the details.
  • Provide opportunities for them to lead within a team.
  • Let them talk things out to determine the best course of action.
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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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