Promoter

  • Collaborative
  • Outgoing
  • Patient
  • Flexible

The Promoter is hard not to like. Extraverted, harmonious, supportive, and encouraging—they're a valued member of any team. Promoters are charismatic, flexible, persuasive, and highly diplomatic. They love being with, talking to, and getting to know others.

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Characteristics of a Promoter

Natural Strengths

  • Collaborative
  • Outgoing
  • Patient
  • Flexible

Common Drivers

  • Harmony
  • Social acceptance
  • Supportive work team
  • Freedom from rigid structure and expectations

Blind Spots

  • Limited attention to detail
  • Can be overly talkative
  • Negative response to pressure
  • May appear superficial

The Promoter on a team

Promoters are natural team players. They’re known to be sympathetic, casual, and uninhibited. 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 a Promoter

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 Promoters, remember that they’re empathetic, friendly, persuasive, and socially-focused. They’re typically most effective with unstructured work where they can delegate the details. Promoters have a strong need for social and group activities. When managing this profile, consider some of the following suggestions:

  • Let them sell.
  • Provide opportunities to work with others.
  • Allow freedom of expression; rigid rules and formality are typically off-putting.
  • Let them communicate and involve others.
  • Provide regular reassurance and positive feedback.
  • Build social environments where they can interact with others.
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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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