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Specialist

Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over getting things right.

Highlights:

Precise

Accepting of company policies

Highly responsive

Matter-of-fact

Maximize your business potential by tapping into people’s natural strengths.

The Specialist Reference Profile—like all Reference Profiles—has many unique strengths and characteristics. Understanding the differences in your people can help you build a company that achieves the results you’re after. The same way you’d build a world-class sports team, knowing how your people think and work helps you optimize for success.

Characteristics of the

Specialist

Specialists are very precise workers; they want to work with facts. They need the details before making a decision, and they provide a lot of structure with delegation—once they determine you’re trustworthy. For a more detailed and accurate reading of your behavioral pattern and how it pertains to your unique business situation, schedule a consultation.

Natural strengths

Precise
Accepting of company policies
Highly responsive
Matter-of-fact

Common drivers

Encouragement
Opportunities to work with facts
Understanding of rules and regulations

Blind spots

Can be overly cautious
May be pointed in communication
Uncomfortable with ambiguity
Infrequent communication

The

Specialist

on a team

Specialists are naturals at highly-skilled work. They’re known to be skeptical, factual, and analytical. They thrive in and help contribute to a culture that values efficiency and detailed work. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win.

Business strategy and the

Specialist

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 Specialist, they naturally gravitate toward strategic activities that seek to produce quality work and increase efficiency.

Managing the

Specialist

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 Specialists, remember that they’re reserved, respectful, sincere, and detail-oriented. They’re typically most effective with siloed work that requires exactness and accuracy with details. Specialists are great at doing things right and fast. When managing this profile, consider some of the following suggestions:
Give them time to develop their specialty.
Provide clarity around rules and expectations.
Offer opportunities to work at a faster-than-average pace.
Let them work heads-down.
Recognize them regularly.
Provide them with as much information possible to help them make decisions.

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.