Behaviors Uncovered: Creativity, Work and Learning Styles
In the first entry in our Behaviors Uncovered series, we investigated four key dimensions for employers focusing on better understanding group dynamics within their teams: Leadership Style, Communication Style, Conflict Management and Team Contribution. In part two, our attention turns to the behavior patterns that shape the ways individuals expand their knowledge base and work together to invent in the workplace: Creativity, Work and Learning Styles.
As a recap, behaviors represent the ranges of observable actions made by individuals in conjunction with their environment. The Talentobe MyPrint® questionnaire provides 11 behavioral dimensions displayed as score matrices resulting from the combination of personality and motivations dimensions of the assessment. Therefore, our behavioral styles are predicted based on the scores (high or low) that an individual has obtained on these two dimensions crossed together. In short, these analytical grids give insights for understanding why an individual tends to foster a particular pattern of actions and how they maintain it.
Creativity Style
Time and time again, creativity is cited as the skill most sought after by employers. After the ways we work were upended due to COVID-19, is it any wonder that companies are looking for ways to boost their knack for finding novel solutions to problems?
How, exactly, you define creativity is key when uncovering the science behind the behaviors in this area. Creativity Style can be described as the set of processes that an individual takes to produce something that is new and somehow valuable, whether it is intangible or concrete.
There are four styles of creativity, derived from the “Abstract Thinking” dimension of personality and the “Need for Reward” dimension of motivation:
- Visionary (Imaginative, Need to Contribute to Society): Individuals who have a Visionary creativity style are imaginative and aim for groundbreaking changes that will contribute to the improvement and betterment of others.
- Innovative (Imaginative, Need for Tangible Benefits): Individuals who have an Innovate creativity style like to think outside of the box, and aim to develop new and profitable processes or technologies.
- Functional (Practical, Need to Contribute to Society): Individuals who have a Functional creativity style are realistic, and their creative actions might take place in everyday activities, such as by using existing tools or methods in new and original ways.
- Interpretive (Practical, Need for Tangible Benefits): Individuals who have an Interpretive creativity style are typically looking for quick solutions, and usually come up with more advanced and profitable interpretations of existing techniques or devices.
Work Style
Whether a job requires multiple simple tasks or challenging projects will strongly influence the type of person that you want to work in certain roles. By taking the time to learn about what work style a person uses, you can help to assign roles on certain projects or keep it in mind when hiring for different roles. Work Style refers to the way in which an individual tackles their tasks and projects, as well as the pace at which they complete them.
There are four styles of communication, derived from the combination of the “Thoroughness” dimension of personality and the “Need for Challenge” dimension of motivation:
- Rigorous (Precise, Need for Attainable Goals): Individuals who have a Rigorous work style are thorough and task-oriented, and ensure high quality and error free work.
- Dedicated (Precise, Need for Personal Achievement): Individuals who have a Dedicated work style like to work on challenging projects and provide high quality work.
- Steady (Easy-Going, Need for Attainable Goals): Individuals who have a Steady work style value realistic goals and deadlines, and favor consistent productivity by focusing on bottom-line results.
- Responsive (Easy-Going, Need for Personal Achievement): Individuals who have a Responsive work style like challenging goals, and favor multi-tasking in order to do a higher quantity of work in a shorter amount of time.
Learning Style
It’s clear that uncovering the science behind behaviors in areas like learning style will play an integral role in the future of work. In fact, recent reporting indicates that companies are transitioning from hiring based on existing education to focus on skills-based hiring. For this expansion of upskilling efforts to work, employers must first learn how to tap into an individual’s preferred learning style
For our purposes, Learning Style can be summarized as the set of processes that an individual uses to acquire or develop skills or knowledge..
There are four styles of communication, derived from the combination of the “Structure” dimension of personality and the “Need for Recognition” dimension of motivation:
- Studious (Orderly, Need for Intrinsic Enjoyment): Individuals who are Studious learners like to learn things that they find interesting, and prefer learning through methods that allow time to reflect and go at their own pace, such as reading books or articles.
- Sequential (Orderly, Need for External Acknowledgment): Individuals who are Sequential learners are structured and learn best in a lesson format, with clear goals and positive feedback validating their progress.
- Conceptual (Spontaneous, Need for Intrinsic Enjoyment): Individuals who are Conceptual learners like to learn things for fun and do not need structure, but rather will feel like they’ve mastered a topic once they know its full context.
- Experimental (Spontaneous, Need for External Acknowledgment): Individuals who are Experimental learners tend to be intuitive and learn best through group interactions, where they seek positive feedback while testing their new knowledge or skills on others.
As the workplace evolves, employers are putting higher premiums on hiring individuals with the capacity to grow and find new ways to solve problems in their given roles. Understanding the behaviors behind creativity, work and learning styles is an important first step towards building an adaptable team ready to take on the future of work.
In the final entry of our three-part Behaviors Uncovered series, we investigate four areas of behavior that get to the heart of the ways individuals calculate their responses to high pressure situations — Rule Consciousness, Decision Making, Risk Orientation and Change Reaction.
Interested in uncovering more about how behavior profiles can help you understand how someone will act in a professional setting? Discover the science behind MyPrint by clicking here.