Altruists get their sense of satisfaction from being supportive. They seek harmony and are usually the first to offer a helping hand to a colleague in need. It’s usually helpful because Altruists are detail-oriented and precise in their work, and their follow-up is strong.
Highlights: Collaborative Sociable Organized Percise
Maximize your business potential by tapping into people’s natural strengths.
The Altruist 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 Altruist
Altruists are congenial and cooperative. They tend to be efficient and precise in their approach to work. For a more detailed and accurate reading of your behavioral pattern and how it pertains to your unique business situation, schedule a consultation.
The Altruist on a team
Altruists are natural team players. They’re known to be people-oriented, cooperative, and accommodating. They thrive in and help contribute to a culture of teamwork. 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 Altruist
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 Altruist, while they can do a variety of things well, they naturally gravitate toward strategic activities that seek to build team cohesion and company culture.
Managing the Altruist
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 Altruists, remember that they’re sociable, efficient, and detail-oriented. They’re typically less effective when project guidelines are ambiguous. Altruists also have an intuitive understanding of others’ viewpoints and feelings. When managing this profile, consider some of the following suggestions:
Ensure freedom from repetition.
Provide opportunities to work with others.
Offer clear and specific guidelines around work assignments.
Give them opportunities to work cross-functionally.
Provide consistent and dependable support.
Clearly communicate rules, process, and structure.
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.