You are a Collaborator
Your results are in. Warning (What this is not)
This is not just an assessment. Assessments are not enough to solve today’s business challenges. This assessment is merely one data input that feeds into a talent optimization framework that organizations are using to outperform the competition.
What is talent optimization?
Talent optimization is the discipline of aligning your people strategy with your business strategy so you can deliver on the results you’re after – Learn more
Here’s a bit more about how your behavioral pattern influences your work:
|You’re a Collaborator|
A friendly, understanding, willing and patient team player
|Natural Strengths:||Common Traps:|
As mentioned above, assessments are not enough. This is why we practice the discipline of talent optimization. Talent optimization is not for everyone because we ask companies to think differently about their people and their business, and not everyone is open to that. However, if talent optimization is of interest to you, and you’d like a more detailed analysis of how we may be able to assist you to drive business results, schedule a free demo. Choose the option that works best for you:
Schedule a personalized 1:1 call
One of our talent optimization experts will reach out to you to learn about your business and walk you through the ways The Predictive Index can address your specific needs.
Attend a live session
Learn about The Predictive Index platform by attending one of our half-hour weekly live sessions with Q&A. Gain a quick understanding of PI in a low-pressure environment.
|A Collaborator at work is open, approachable, persuasive.|
You are someone who tends to be open, approachable, and persuasive. As an understanding listener, you may find that others seek you out for collaboration and support in the workplace. Here’s a visual graph based on your behavioral drives:
Sample Collaborator PI Behavioral Pattern
To dig a little deeper, here’s a video overview that talks a bit more about how Collaborators are naturally wired:
Fun fact: As a Collaborator, you fall into a group we call “Social Reference Profiles.” For comparison, see the other 17 reference profiles. Also, you are not alone. Collaborators are one of the most popular Reference Profiles. If you’d like to learn about someone else with your reference profile, check out: collaborator at work.
Reference Profiles: Why “Reference Profiles?” Reference Profiles help people quickly understand each other. Rather than long, complicated reports that are cumbersome and are hard to understand, we seek to provide organizations with actionable data in the workplace. No one has time to review 20 or 40 pages of data on one person.
At the same time, if you want to go deep, we provide actionable data through personal development areas, relationship guides, and more. Importantly, there’s no such thing as a good or bad Reference Profile. The real question to ask is, “What drives people?” Knowing this, allows us to tap into their natural strengths that can then be aligned with business goals.
Types of work that Collaborators gravitate towards:
What The Predictive Index has found is that when you know how people are wired, you can tap into their natural strengths and better ensure everything from job fit to communication to team dynamics and more.
The last thing we’d ever want to do to anyone is stick them into a box. That’s not the methodology of talent optimization.
That said, here are some environments that typically resonate with Collaborators:
- Freedom from individual competition; Collaborators like the team to win
- Opportunities to work with others; Collaborators are team players all the way
- Freedom of expression; rigid rules and formality will be a bit off-putting for Collaborators
How Collaborators like to be managed:
- Collaborators like to…you guessed it…collaborate! Let them communicate and involve others in their projects, initiatives, and day-to-day activities.
- Collaborators enjoy consistent and dependable support – they want to feel appreciated.
- Collaborators prefer friendly environments. Competitive pressure is less fun for them.
The science of PI and the talent optimization framework allows organizations to plot behavioral drives so they can be aligned more effectively for organizational initiatives.
This quadrant shows Collaborators naturally fall into the Teamwork & Employee Experience quadrant. Again, you’re a Collaborator, working with and cooperating with others comes very natural to you. Does this mean you cannot stretch to other areas? Not at all. Being aware, however, is the key. Knowing where to stretch and when, and why—this is where talent optimization becomes clearer. Talent optimization seeks to clarify the work required of the team and match this against the makeup of the team.
In light of talent optimization, the real question to ask for any individual or team is what are the initiatives this individual is tasked to do. That is, what’s the goal or desired result? What’s the desired outcome?
When we ask questions like these, we get a better understanding of aligning people strategy with business strategy. The same way you would design a sports team to achieve the results you’re after (offense, defense, coaches…etc), we can also align people for the best chance of success. Doing this avoids turnover, toxicity, disengagement, and lost productivity. At the same time, it maximizes engagement, productivity, and ROI.
If the goals a team are highly competitive in nature and require significant discipline and intensity, it will require a daily stretch for a Collaborator. It’s like asking a right-handed person to use their left hand every day. If the goals are related to collaboration, teamwork, and are more social in nature, Collaborators will naturally thrive. See the image below for a visual.
This strategic, data-driven approach to building teams is what helps organizations to win.
The above has scratched the surface on how a Collaborator thinks and works, and how this relates to business strategy. Understanding the people dynamics at play and how they align to business strategy is where The Predictive Index and talent optimization may be able to assist your organization.
If you’d like to see if talent optimization is right for your organization, and what it means to build award-winning teams that deliver results, request a demo.
With The Predictive Index and talent optimization, we can start the conversation about people right at business strategy. Too often, organizations are focused on hiring or engagement concerns. While important to get these right, these are symptoms of deeper issues. Poor management, lack of vision, growing pains, cultural misalignment, and toxic teams are just a few. Starting with strategy ensures root issues get resolved.
Below are some tools you can use for your organization to see if talent optimization is right for you. Or, speak with us directly.
More about Collaborators
Collaborators are warm, informal, outgoing, and congenial people who get along comfortably with most people. They meet new people easily and enjoy doing so. They work well in group situations as well as one-on-one. A persistent, eager helper; Collaborators are comfortable with many of the intangibles of work such as an intuitive understanding of others’ viewpoints and feelings.
Collaborators are able to reach and stimulate others while being aware of and sympathetically interested in their needs. They are typically unselfish and derive satisfaction from doing things for other people. They like to be appreciated. Collaborators have an unhurried way about them. They are patient and relaxed, and a particularly tolerant and understanding listener.
People find Collaborators easy to talk to and feel no pressure or impatience from them as they are easygoing, and accepting. They listen non-judgmentally and can understand many different sides of an issue. Their unselfish and uncritical interest in others is helpful in developing and maintaining personal relationships.
Collaborators think of others first, and will often put their needs and interests before their own. They are driven to help others, including company management, colleagues, direct reports, or customers. Collaborators are informal and a little offhand in style. They are casual about the exact standards or policies of the company’s book or the precise accuracy of the details of their own work. They prefer to delegate details freely, with loose followup.
Collaborators have the superpower of patience. They can focus steadily on a consistent process over long periods of time. However, they prefer contact and communication with people rather than precise handling of details. While this individual is low-key in developing relationships, they’re cheerfully persistent in doing so.
Collaborators have a steadiness about them. They function best when working in a familiar environment among familiar people. They can be less effective when required to work in frequently changing situations or conditions. While a fairly flexible person, they prefer time and cooperation to digest, practice, and adapt to change or new situations.
Collaborators are unassuming, cooperative, agreeable, and particularly socially-focused. Their understanding of others and the ability to get along well with them are strong qualities. They are less effective with complex work of a technical nature which requires exactness and accuracy with details. However, they can be very effective in situations that require frequent contact with others, communicating and collaborating, and understanding different viewpoints.
See it for yourself
Explore how the data above can be used to accelerate your business.