Questioner

Strengths

• Excellent at organizing large amounts of information.
• Highly competitive, result-driven individuals.
• Can handle difficult, complicated assignments.
• Desire to be the best they can be.
• Understanding and improving processes and systems.
• Very motivated workers who crave success.

Weaknesses

• Easily overwhelmed by their need to analyze every detail.
• Struggle to work cooperatively.
• Can become too wrapped up in the problems, focusing only on the negatives.
• Generally impatient, often hyper-focused on achieving results.
• Easily frustrated with authority figures if they feel they are holding them back.
• Need to have authority in the workplace.

Decision Making

• Slow decision makers who need to understand as much as possible before deciding.
• Need to question every possible course of action.
• Struggle to make decisions in times of crisis.
• Will always make decisions in the most logical manner; find it hard to improvise."

Unhealthy Adaptations

• Becoming increasingly hostile if they feel someone else is holding them back.
• Letting work become their only outlet and neglecting their social and personal lives.
• Exclusively using facts during an argument, failing to consider others emotions.
• May be seen as mean or cold due to neglect of emotion in conversation.
• Isolating themselves from the world around them.

Recommendations for CDs

• Aim to nurture strong relationships, avoid isolating themselves.
• Try to find personal satisfaction outside of the workplace.
• Use more positive, solution oriented language instead of being hypercritical.
• Take time to react to the things expressed by those around them, rather than instantly responding."

CDs are excellent delegators, as they're able to recognize others' strengths and clearly explain tasks and responsibilities to others. Their clear, direct communication style lends well to establishing guidelines and processes for their teams. At times, their drive for perfection and their lack of trust in others can lead them to micromanage, and they can be critical of those who fail to perform at their level.

Potential Leadership Strengths

• Excellent at expressing the best way to do something to a team member.
• Avoid emotional arguments, instead use precise language to guide those around them.
• Able to process the entirety of the project rather than focus on one area.
• Establish clear guidelines and goals for a team.
• Very strong at solving practical problems.

Potential Leadership Weaknesses

• Too fixated on the details of the work, will likely micromanage those around them.
• Incredibly critical if someone fails to meet their expectations.
• Can become angry and irrational if they feel a team member is holding them back.
• Not very in touch with the emotions of those around them, can be cold or inconsiderate.
• Struggle to mediate conflict in a group.

Easily motivated by results and praise, CDs appreciate the chance to work independently toward important tasks or goals. They do best in environments that reward achievements, as they will strive to receive accolades and recognition for their efforts. Rational and unemotional, they work best with leaders who are clear and explicit in their expectations.

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Strategies for Influencing CDs

• Reward results that exceed expectations.
• Be willing to give them jobs that they are solely responsible for.
• Clearly outline expectations and how they should achieve them.
• Tell them to provide feedback and critique after a project is completed.

Creating the Ideal Environment for CDs

• Facilitate a space that rewards achievement.
• Give them tasks that allow them to operate independently.
• Allow them to share their ideas on how to improve processes.
• Don’t force them to ask for help when struggling, give time for them to learn.

Things to Avoid When Managing CDs

• Avoid forcing them to work cooperatively, unless with like-minded thinkers.
• Bring emotion into workplace discussion.
• Never set loose timelines, always be explicit when something should be finished.
• Conversing in a casual way, which they don’t believe is appropriate for the workplace."

CDs Communication Style

• Speak very frankly, little small talk involved in conversation.
• Choose to use facts and details to support their argument, little emotion involved.
• Can step outside of boundaries to express their critiques; have a hard time restraining themselves in conversation.
• May become frustrated if they feel their points aren’t being given due consideration.

Strategies for Communicating With CDs

• Always ensure you use evidence to back up your arguments.
• Avoid fluff-filled conversation, stay strictly on topic.
• Try to avoid using an emotion-focused argument.
• Be direct and clearly express your position.
• Patiently listen to the CDs arguments and ensure responses are well crafted.