Supportive work team
Freedom from rigid structure and expectations
Limited attention to detail
Can be overly talkative
Negative response to pressure
May appear superficial
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 Promoter, while they can do a variety of things well, they naturally gravitate toward strategic activities that seek to cultivate company culture and teamwork.
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.
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.