Preferences in self-leadership
  • Will stay focused on the task.
  • Hypothetical ideas are followed up with sensible, tried-and-proven experience.
  • Enjoy working autonomously and without prejudice.
  • The need to competition with co-works is not needed for inspiration.
  • They seek out feedback and encouragement from others.
  • The dress code will fit the occasion.
  • Mundane and repetitive work is minimized but acceptable.
  • Principles and standards must be part of their communication and engagements.
Preferences in leading others
  • Slow to adjust their decisions may make them appear as indecisive.
  • Because of their intense concentration they may not become aware of the needs of others.
  • Will hesitate on making decisions when confronted with too much information.
  • Will persuade others in continued development.
  • Concern about minor issues may keep them from focusing on the bigger picture.
  • Can be abrupt and immovable when under stress and pressure.
  • Will surprise others with directness and frankness about their own limitations.
  • Prefer to take the role of supporter and coach rather than take a strong position from the beginning.
  • Promotes a democratic, non-confrontational management style.
  • Procrastinates over what appears to be unreasonable and unfair disciplinary matters.
Preferences when leading teams
  • Sets high personal standards.
  • Brings fun and light-heartedness to any environment which has familiarity.
  • Encourages member to honor their commitments to the team.
  • Will work with great flexibility and conscientiousness towards the team’s goal, although it may be complex and time consuming.
  • Builds relationships with team members by remembering and celebrating special events and anniversaries.
  • Prefers to deal with the here and now and is uncomfortable to global and conceptual ideas.
  • Sees themselves providing support while staying in the background.
  • Give the team their undivided commitment to goals they perceive to be realistic and beneficial to the members.
  • Can hold fast to high standards and principles.
  • Respects but may not effectively manage differing emotional reactions to change.
Preferences in leading the organization
  • Exhibits desire to coach others to enhance the growth of the company.
  • Encourages continuous learning and improvement.
  • Encourages the giving and accepting developmental feedback.
  • Would rather see the company small and strong, than large with weak areas that could cause failure.
  • As the company grows in strength, will promote from within before bringing in from the outside.
  • Will demand the company’s reputation is built on honesty, caring, sharing, and integrity.