Describing Orchestrating

Here are some examples of Orchestraters describing their strength and defining what Orchestrating means to them

I love working with other people

I’m a natural team player

Bringing different people together to solve problems is what gets me out of bed in the morning

I am able to get things done through other people.

Orchestrating in your work place

Here are some of the ways Orchestraters use their strengths at work to have impact

By making sure that people at all levels contribute to the success of their organisation

Orchestrators find ways to enable people to operate as teams

They encourage a culture of collaboration and involvement

By breaking down barriers between functions and championing co-operation across organisational boundaries, silos, disciplines and units

Opportunities for Orchestrators

Here are some ideas about opportunities to use orchestrating at work

When new teams are coming together they work hard to find a shared sense of purpose

In complex situations they generate commitment by involving people and encouraging them to take responsibility for success

When individuals with diverse subject matter expertise are working together, orchestrators create set up mechanisms for the sharing of ideas and learning across functions.

Breaking down ‘silo mentality’

Barriers for Orchestrating

Here are some situations that Orchestraters might find frustrating or demotivating and wish to approach differently or keep away from

Organisations with siloed ways of working that don’t want to change

Teams or organisations that lack diversity

Hierarchical teams or organisations that operate in a command and control style

Describing Scanning

Here are some examples of Scanners describing their strength and defining what Scanning means to them

It’s about being naturally curious. I love finding out about new things

I like making people aware of all the possibilities. Better decisions are made that way

For me, it’s spotting opportunities to change things up. I observe my environment closely and pay attention to other people’s views and opinions so I can make informed decisions.

Complexity is an adventure to me. I like to say I am unfazed by ambiguity

Scanning in your work place

Here are some of the ways Scanners use their strengths at work to have impact

Scanners are effective at spotting key issues before others. They can detect shifts in patterns of data that indicate that ‘something is happening’, which needs addressing

They are open-minded when solving problems, putting aside presupposition, being flexible approach and being willing to adapt their ideas to changing circumstances

Scanners can be known for well-considered decisions. The quality of their judgements is informed by their appreciation of broader strategies

Opportunities for Scanners

Here are some ideas about opportunities to use Scanning at work

Research and development

Novel situations where previous knowledge is lacking and data gathering is required

Challenges where a new solution is required because ‘tried and tested’ decisions have failed

Complex and critical problem solving situations where a Scanner’s breadth of experience enables them to make a considered decision that others do not have the expertise to make

New teams working together where Scanners can encourage people to reflect on events

Barriers for Scanning

Here are some situations that Scanners might find frustrating or demotivating and wish to approach differently or keep away from.

Being rushed to make complex decisions

Crisis management situations where you have no prior experience to rely on

Superficial situations where the outcome of decisions is not taken seriously

Describing Experimenting

Here are some examples of Experimenters describing their strength and defining what Experimenting means to them

My core approach is that I’m pragmatic

For me, I like making things happen

People say that I’m able to take action in crisis situations when others tend to panic

I am action oriented, I like to get runs on the board

My bywords are “pace” and “energy”

Experimenting in your work place

Here are some of the ways Experimenters use their strengths at work to have impact

Moving quickly into action to meet new challenges

Having a can-do in approach, being willing in to experiment and being pragmatic when putting a particular idea into practice

Focusing on practical outputs and coming up with practical solutions

Throwing themselves into new challenges, confident of their ability to make a difference

Having hands-on knowledge of their field that generates immediate credibility for their views

Encouraging others to experiment

Ensuring something actually gets done

Challenging theoretical or abstract ideas that don’t fit with reality on the ground

Opportunities for Experimenting

Here are some ideas about opportunities to use Experimenting at work

In crisis situations where immediate action is required such as operating in fire-fighting mode

Circumstances that require or reward practical thinking over theoretical or academic approaches

When it’s important to make things happen and produce tangible results

For implementing changes quickly over a short time frame

Situations that require a high level of experience

Barriers for Experimenting

Here are some situations that Experimenters might find frustrating or demotivating and wish to approach differently or keep away from.

Situations that require patience and in-depth analysis before action can be taken

At the early stages of strategy development where the focus is on planning rather than delivery concrete tasks

Academic organisations where thinking is valued over action

Describing Galvanising in your words

Here are some examples of Galvanisers describing their strength and defining what Galvanising means to them

I love getting people excited about their potential

I see my job as cheerleading – getting others enthusiastic about new possibilities

Seeing my team show their passion to our clients is what gets me out of bed in the morning

I am an emotionally expressive person

Galvanising in your work place

Here are some of the ways Galvanisers use their strengths at work to have impact

Demonstrating a positive attitude to change

Bringing a ‘can do’ approach to work

Enthusing others

Generating momentum and energy

Conveying passion and conviction to immediately engage an audience

Opportunities for Galvanising

Here are some ideas about opportunities to use Galvanising at work

In situations where individuals or teams are feeling stuck, bored or lethargic, galvanisers can spark energy and passion

Working with high performing individuals where perfectionism or fear of failure is a barrier to unleashing potential

High growth opportunities with highly skilled individuals who need to be inspired to stretch themselves

Barriers for Galvanising

Here are some situations that Galvanisers might find frustrating or demotivating and wish to approach differently or keep away from

People and teams who tend to ruminate

Situations where people are in distress and need to be looked after

Poor performing individuals and teams who need tough management or risk being fired

Describing Analysing

Here are some examples of Analysers describing their strength and defining what Analysing means to them

I’m a logical thinker

Understanding how the component parts of a system can be broken down into their separate parts – I really enjoy it

Give me the facts

Analysing in your work place

Here are some of the ways Analysers use their strengths at work to have impact

Being systematic and thorough in their approach to problem solving

Adopting an analytical and data-driven approach to issues

Using their critical thinking capacity to identify improvements and innovations

Articulating their thinking in a clear-minded way

Focusing on critical variables affecting success and appraising these in a logical and objective way

Analysing what is in the best commercial interests of an organisation and acting accordingly

Opportunities for Analysing

Here are some ideas about opportunities to use Analysing at work

Teams that need someone to figure out the critical components of an opportunity or challenge and how they can be logically connected

Situations that require a discriminating and fine-grained approach to manage effectively

When tough decisions affecting people need to be taken based on a rational and objective appraisal of factual information

Roles requiring the emotional detachment necessary to push forward change

Barriers for Analysing

Here are some situations that Analysers might find frustrating or demotivating and wish to approach differently or keep away from

Teams where the focus on people takes precedence over the focus on the task

Roles where individuals use the force of their personalities to influence decisions rather than using objective and measurable data

Roles working with powerful individuals who are highly sensitive or emotional

EXPERIMENTING is the strength of using a hands-on approach to achieve a vision. Driven to be practical, people who are experimenters have great potential for improvising with workable solutions. Experimenters are often at their best and motivated when taking on new challenges that encourage spontaneity. Experimenters can be frustrated by inaction and may appear to be winging it by others.

PROTECTING is the strength of generating calm energy. Driven to provide safety, people who are protectors have great potential for supporting others to overcome obstacles. Protectors are often at their best and motivated when taking on new challenges that involve caring for people. Protectors can be frustrated by lack of compassion and may appear overly protective to others.

INTUITING is the strength of tuning into feelings to influence others. Driven to be instinctive, people who are intuitors have great potential for connecting with others on an emotional level. Intuitors are often at their best and motivated when taking on new challenges that involve getting to the heart of what matters to people. Intuitors can be frustrated by insensitivity and may appear impulsive to others.

FRAMING is the strength of focusing decisions on critical issues. Driven to get to the point, people who are Framers have great potential for clarifying complex information. Framers are often at their best and motivated when taking on new challenges in fast-paced environments with lots going on. Framers can be frustrated by prolonged discussion and may appear impatient to others.

PIVOTING is the strength of taking responsibility by challenging accepted wisdom. Driven to be independent-minded, people who are pivoters have great potential for shaking things up. Pivoters are often at their best and motivated when taking on new challenges that give them the freedom to take initiative. Pivoters can be frustrated by conformity and may appear argumentative to others.

EXPERIMENTING is the strength of using a hands-on approach to achieve a vision. Driven to be practical, people who are experimenters have great potential for improvising with workable solutions. Experimenters are often at their best and motivated when taking on new challenges that encourage spontaneity. Experimenters can be frustrated by inaction and may appear to be winging it by others.

CONCEPTUALISING is the strength of thinking about ideas to achieve a vision. Driven by overarching theories and frameworks, people who are Conceptualisers have great potential for creating structure to guide action. Conceptualisers are often at their best and motivated when taking on new challenges that allow time for reflection. Conceptualisers can be frustrated by disorganisation and may appear inflexible to others.

PROTECTING is the strength of generating calm energy. Driven to provide safety, people who are protectors have great potential for supporting others to overcome obstacles. Protectors are often at their best and motivated when taking on new challenges that involve caring for people. Protectors can be frustrated by lack of compassion and may appear overly protective to others.

GALVANISING is the strength of generating enthusiastic energy. Driven to exude positivity, people who are galvanisers have great potential for exciting others around new possibilities. Galvanisers are often at their best and motivated when taking on new challenges that allow playfulness and fun. Galvanisers can be frustrated by pessimism and may appear overly optimistic to others.

INTUITING is the strength of tuning into feelings to influence others. Driven to be instinctive, people who are intuitors have great potential for connecting with others on an emotional level. Intuitors are often at their best and motivated when taking on new challenges that involve getting to the heart of what matters to people. Intuitors can be frustrated by insensitivity and may appear impulsive to others.

ANALYSING is the strength of using logic to influence others. Driven to be objective, people who are Analysers have great potential for building understanding using measurable facts and data. Analysers are often at their best and motivated when taking on new challenges that involve complex systems and processes. Analysers can be frustrated by inefficiency and may appear hard-headed to others.

FRAMING is the strength of focusing decisions on critical issues. Driven to get to the point, people who are Framers have great potential for clarifying complex information. Framers are often at their best and motivated when taking on new challenges in fast-paced environments with lots going on. Framers can be frustrated by prolonged discussion and may appear impatient to others.

SCANNING is the strength of opening decisions to new information. Driven to be curious, people who are Scanners have great potential for discovering fresh opportunities. Scanners are often at their best and motivated when taking on new challenges that allow time to investigate and ask questions. Scanners can be frustrated by over-simplification and may appear indecisive to others.

PIVOTING is the strength of taking responsibility by challenging accepted wisdom. Driven to be independent-minded, people who are pivoters have great potential for shaking things up. Pivoters are often at their best and motivated when taking on new challenges that give them the freedom to take initiative. Pivoters can be frustrated by conformity and may appear argumentative to others.

ORCHESTRATING is the strength of bringing people together to share responsibility. Driven to be inclusive, people who are orchestrators have great potential for connecting diverse individuals. Orchestrators are often at their best and motivated when taking on new challenges that involve building consensus. Orchestrators can be frustrated by working alone and may appear over-involving to others.