• Data-driven
  • Introspective
  • Deliberate
  • Organized

Scholars are driven by the desire to achieve mastery of their subjects. Often reserved, they tend to work independently as they pursue that knowledge. Scholars value stability and consistency and are analytical and disciplined—with exceptional follow-up skills.

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Characteristics of a Scholar

Natural Strengths

  • Data-driven
  • Introspective
  • Deliberate
  • Organized

Common Drivers

  • Freedom from risk of error
  • Opportunities to reflect
  • Stable work environment
  • Understanding of rules and structure

Blind Spots

  • Can be anxious to avoid disagreements
  • Often uncomfortable in new environments
  • May hesitate to act on a new idea
  • Finds it difficult to delegate

The Scholar on a team

Scholars are natural doers. They’re known to be analytical, methodical, and disciplined. They thrive in and help contribute to a culture that drives results. 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 Scholar

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 Scholars, remember that they’re reserved, cautious, imaginative, and data-driven. They’re typically most effective with work that requires strong follow-through and attention to detail. Scholars also desire to grow their expertise. When managing this profile, consider some of the following suggestions:

  • Don’t micromanage.
  • Provide clear direction and expectations.
  • Allow them to take a methodical approach to their work.
  • Give them space to work heads-down and produce results.
  • Provide structure they can follow.
  • Let them grow and develop their skills.
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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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