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|
Independence |
Secondary |
 |
Values independence highly,
probably full of good ideas but will want to do things their way. May have
difficulty fitting into organisation life unless the role provides
autonomy. |
|
|
Recognition |
Secondary |
|
Very high need for recognition
will ensure standards and quality maintained, but perfectionism may cause
staff problems. |
|
|
Altruism |
Secondary |
|
Generally will look after own
interests at work, and display only small concern for others. |
|
|
Compromising |
Secondary |
|
Too willing to compromise. |
|
|
Sensitivity |
Secondary |
|
Not easily upset, can seem
insensitive to others. |
|
|
Goalsetting |
Secondary |
 |
Does not always set goals, may
have difficulty prioritising. |
|
|
Power |
Primary |
|
Strong desire for power and
influence can alienate others, and fail to get their best
contribution. |
|
|
Analysing |
Primary |
|
Little interest in problem
solving and analysing may lead to difficulties comprehending complex
situations. |
|
|
Directive |
Primary |
|
Strong directive leadership from
the front likely to be too dominating. |
|
|
Competitive |
Secondary |
|
Strongly competitive, likely to
use inappropriately at executive level. |
|
|
Coaching |
Secondary |
|
Could coach and develop the
skills of others more, and explain more when needed. |
|
|