Strategist

  • Independent
  • Organized
  • Results-oriented
  • Decisive

The Strategist is a big picture person who looks ahead and considers how decisions will benefit the entire organization. Strategists are fact-based and less concerned with schmoozing colleagues than they are with getting to the bottom of important issues. They're decisive, no-nonsense people who like close control of their work.

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Characteristics of a Strategist

Natural Strengths

  • Independent
  • Organized
  • Results-oriented
  • Decisive

Common Drivers

  • Understanding of the big picture
  • Opportunities to work with facts
  • Variety and flexibility
  • Time to develop expertise

Blind Spots

  • Can be perfectionistic
  • Frustrated by stagnation
  • May appear tough-minded
  • Controlling of delegated work

The Strategist on a team

Strategists are natural leaders. They’re known to be analytical, results-oriented, and authoritative. They thrive in and help contribute to a culture that drives innovation, change, and 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 Strategist

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 Strategists, remember that they’re introspective, intense, critical, and driven to achieve. They’re typically most effective when they can balance multiple priorities, think big picture, and anticipate problems. When managing this profile, consider some of the following suggestions:
Keep things moving.

  • Follow directions—and ensure your team does as well.
  • Provide opportunities to take a risk and innovate.
  • Allow them to focus on high-quality work.
  • Give them time to develop their expertise.
  • Help them navigate interpersonal relationships.
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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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