Agent's Pattern

Emotions: accept affection; reject aggression

to be accepted by the group

Judge others based on: commitment to tolerate and include everyone

Influence others through: empathy; friendship

Its value to the organization: supports, harmonizes, establishes bonds of empathy, focuses
in service

Abuses of your kindness

Under pressure: he becomes persuasive, using key information or friendships from

to be necessary

Themes: disputes; conflicts

It would be more effective to: acquire a stronger notion of who you are and what you are capable of doing;
to have more firmness and ability to impose their arguments; to develop greater skill
to say 'no' when appropriate

It pays great attention to both human relationships and the aspects of the tasks at hand.
work.

Provides support and establishes bonds of empathy, are good at listening to others and acquaintances.
for their willingness to listen to others.

The Agents make others feel that they are loved and needed. How do they respond to the
needs of others, people are not afraid of being rejected by an Agent. They offer their
friendship and are willing to help others.

Agents have excellent potential to organize and complete tasks effectively.

nature promotes harmony and teamwork.
They are particularly good at doing for others what is difficult for others to do for themselves.
solos.

Agents fear conflicts and dissensions.

Her tendency to offer support can lead others to tolerate a situation instead of
encourage them to actively seek solutions to the problems.

In addition, the Agent's tendency to adopt a 'low profile' instead of having confrontations.
open with those aggressive individuals, it may be considered by others as a lack of
fortress.
Although they care about belonging to the group, the Agents are quite independent.
Patron of the Encourager

Emotions: accepts aggression; seems to have little need for affection.

Meta: control of your environment or of your listeners

Judge others based on: the way they project their personal strength, their character, and their power.
social

Influences others through: charm, guidance, intimidation; use of rewards

Its value to the organization: it acts as an agent that 'moves people'; initiates, demands, congratulates,
calls to order and sanctions

Abuse of: attitude of "the ends justify the means"

Under pressure: becomes manipulative, quarrelsome, or belligerent

Themes: being too soft; losing social status

It would be more effective to: develop more genuine sensitivity; be more willing to help others.
others to succeed in their own personal development

People with the Encouraging Pattern consciously try to modify thoughts and
actions of others. They are clever in identifying and manipulating the motives of each individual
it has, in order to guide that person's behavior towards a predetermined end.

The Encouragers are clear about the results they want but sometimes do not reveal them.
immediate.

They present the results they desire only after having prepared and predisposed the other.
a persona, granting authority to those seeking power, offering their friendship to those who desire
to be accepted and secure for those who desire a predictable environment.

The Encouragers can be charming in their interactions. They are persuasive to achieve
help when they need to finish repetitive details that take a lot of time. Frequently
people have mixed feelings about the Encouragers; on one hand, they
They feel drawn to them; on the other hand, they feel curiously distant from them.

Others may feel "used" by the manipulative powers of the Encouragers. Although a
sometimes instill fear in others and nullify their decisions, generally the Encouragers are
esteemed by their colleagues, as they use their verbal expression skills to
persuade others whenever possible.

The Encouragers clearly prefer to achieve their goals by persuading and gaining cooperation.
of the people, instead of imposing their command.
Advisor Patron

Emociones: fácil de abordar; afectuoso y comprensivo

Meta: amistad; felicidad

Judge others by: their acceptance of other people; their ability to seek the good side.
of the people

Influence others through: personal relationships; open door policy

Its value for the organization: stable and predictable; wide circle of friendships; willingness to
to listen to the feelings of others

Abuses: indirect methods of addressing issues; tolerance

Under pressure: it becomes too flexible and intimate; it trusts everyone indiscriminately.

Themes: pressuring people; being accused of causing harm

It would be more effective to: pay more attention to realistic delivery dates; take more initiative.
to finish tasks

The Counselors are particularly effective in solving people's problems.

They generate admiration from others for their warmth, empathy, and understanding.

Given her optimism, she finds it easy to notice the good side of others.

The Counselors prefer to establish lasting relationships to deal with people.

By being good listeners and showing a willingness to understand the problems of others,
they offer suggestions gently and refrain from imposing their ideas.

The Counselors tend to be too tolerant and patient with those who do not have levels of
satisfactory performance.

When under pressure, they may have difficulty confronting problems of

performance. They may possibly be indirect when giving orders, demanding, or calling others to order. At
adopting the attitude that 'people are important' can place less emphasis on compliance
of tasks.

Sometimes they need help to establish and meet realistic deadlines.

Counselors often take criticism as a personal affront, but they respond well.
in response to the attention and praise they receive for completed work. The Advisors tend to
pay close attention to the quality of working conditions and grant recognition
suitable for the members of their group.
Creative Pattern

Emotions: accepts aggression; holds back when expressing oneself

Meta: domain; unique achievements

Judge others by: their personal standards; their progressive ideas for carrying out tasks.

Influence others through: your ability to set a pace to follow in development.

of systems and innovative approaches

Its value for the organization: initiates or designs changes

Abuses: blunt frankness; critical or condescending attitude

Under pressure: gets bored with routine work; sulks when restricted; acts
independientemente

Themes: not being able to influence; not being able to reach their standards

be warmer; have more tact when communicating; collaborate more

It would be more effective to:
effectively with your team; accept the existing rules

People with a Creative Pattern exhibit opposing forces in their behavior. Their desire
to achieve tangible results is countered by an equally powerful drive to achieve the
perfection. Their sensitivity softens their aggressiveness.

Although they think and react quickly, they refrain due to their desire to explore all the
possible solutions before making a decision.

Creative people show a great capacity for foresight when they focus on projects.
and generate changes. As they are perfectionists and have considerable planning skills, the
The changes they make are usually appropriate, although they may lack attention to relationships.
interpersonal.

Creative people want the freedom to explore and the authority to examine and verify.
their conclusions. They can make daily decisions quickly but can be extremely
cautious when making more important decisions. "Should I accept that promotion?" "Should I tinker
the operations to another location?

In their eagerness to achieve results and perfection, creative people may not...
Social decorum is very important. As a result, they can be cold, distant, or brusque.
Specialist Pattern

Emociones: moderación calculada; afán de servir, hacer sentir a los demás cómodos y adaptarse
to them

Goal: maintain the established order; have a controlled environment

Judge others by: standards of friendship; their ability

Influence other people through: their consistent performance; their desire to serve, making others feel
the others comfortable and adapt to them

Its value for the organization: it plans in the short term; it is predictable, consistent; it maintains a pace.
constant

He abuses: his modesty; his reluctance to take risks; his passive resistance to innovation

Under pressure: it becomes adaptable to those in authority and thinks with the group

Themes: changes, disorganization

It would be more effective to: argue your ideas publicly; increase your self-confidence based on
in the feedback it receives; will use simpler and faster methods

The Specialists "get along well" with others. Due to their moderate and controlled attitude and their
modest behavior, they can work well with people who have different styles of
behavior.

The Specialists are considered patient and always willing to help those who
they consider their friends. They establish close relationships with a relatively small group of
colleagues in their work environment.

They strive to maintain familiar and predictable patterns. The more effective they are, the more...
when working in specialized areas. Therefore, they plan their work according to channels.
established and achieve a remarkably consistent performance.

The appreciation they receive from others helps them maintain that level of consistency.

Specialists are slow to adapt to changes. Previous preparation gives them time.
what they require to change their procedures and at the same time maintain their level of performance
consistent.

Specialists may also require assistance when starting new projects and
to be able to develop simpler and faster methods that help him meet the deadlines
delivery.

They usually set aside the finished projects to review them more. The Specialists should
consider throwing away those old files that are no longer useful.
Evaluator Pattern
Emotions: a strong drive to make a good impression

win

Judge others based on: their ability to initiate activities

Influence others by making them compete for recognition.

Its value to the organization: achieves goals with the team

Abuse of: authority; wit

Under pressure: becomes restless, critical, impatient

Theme: 'losing' or 'failure'; the disapproval of others

It would be more effective to: increase your ability to complete the tasks you start; show more
empathy when expressing disapproval; to acquire a more constant rhythm

Evaluators take creative ideas and apply them to practical ends. They employ direct methods.
to achieve results. The Evaluators are competitive, but people tend to
consider them energetic rather than aggressive, as they are considerate of others.

Instead of issuing orders, they engage people in the work through persuasion.
They obtain the cooperation of those around them by explaining the logic of the activities.
proposals.

The Evaluators help others visualize the steps necessary to achieve the results.
Usually, the Evaluators speak based on a detailed action plan that they themselves
they have been designed to ensure an orderly progression towards achieving results. In
his eagerness to win,

Evaluators can become impatient when their standards are not upheld or when they
requires too much supervision to ensure that tasks are completed.

Evaluators are good analytical thinkers. They are skilled at expressing their critiques.
verbally and sometimes they can use hurtful words. They have better control of the
situation if they relax and control their work pace. A useful axiom for achieving this would be: "A
Sometimes you win and sometimes you lose.
Persuasive Pattern

Emociones: confía en los demás; es entusiasta

Meta: authority and prestige; status symbols

Judge others based on: their ability to express themselves verbally; their flexibility

Influence others through: your friendly, open behavior; your ability to

verbal expression

His value to the organization: sells and closes deals; delegates responsibility; is trustworthy and
unroll well

Abuses: his enthusiasm; his ability to sell; his optimism

Under pressure: he becomes indecisive and is easy to convince; he becomes organized to generate a
good impression

Theme: unchanging environment; complex relationships

It would be more effective to have more tasks that involve a challenge; to pay more attention to a
service focused on trades and key details; perform more objective data analysis

The Persuasive ones work with people, striving to be friendly while they strive for
reach their own goals. By being extroverted and interested in people, the Persuasive ones
they have the ability to earn the respect and trust of different types of people. The
Persuasive people have the ability to convince others of their points of view and to retain them.
as clients or friends.

This skill is particularly useful for obtaining positions of authority by selling themselves.
themselves and their ideas.

The most favorable environment for Persuasive individuals is one that includes working with people, receiving
tasks that constitute a challenge and having a variety of work activities that require
mobility.

They seek tasks that provide them with the opportunity to make a good impression. As a result of their positive attitude,
Persuasive people can be overly optimistic about the outcomes of a project and the
potential of others. The Persuasive types also tend to overestimate their ability to
change people's behavior.

Although the Persuasive ones want to feel free from regulations and routines, they need to receive
systematic analytical information.

When alerted to how important "small details" are, the Persuasive ones.
They can use the information provided to balance their enthusiasm regarding a
realistic assessment of the situation.
Objective Pattern

Emotions: reject interpersonal aggression

Meta: accuracy
Judge others by: their ability to think logically

Influence others through: your use of data, facts, and logical arguments.

Its value for the organization: defines and clarifies; obtains, evaluates, and verifies information.

Abuse of: analysis

Under pressure: it becomes apprehensive

Teme: actos irracionales; el ridículo

It would be more effective to: reveal more about oneself to others; comment more on one's knowledge.
and opinions with people

Objectives usually have very developed analytical thinking skills. They emphasize the
The importance of data when drawing conclusions and planning actions. They seek precision and
to be correct in everything they do.

To effectively manage their work activities, objectives often combine the

intuitive information with the data they have gathered.

When in doubt about a course of action, they avoid public failure through preparation.
meticulous.
For example, the Objectives will master a new skill in private before employing it in a
actividad de grupo.
The Goals prefer to work with people who, like them, are interested in
maintain a peaceful work environment. Since they may be reluctant to express
their feelings, some people may consider them shy. They feel particularly
uncomfortable with aggressive people.

Although they have soft manners, the Objectives have a strong need to control their
environment. They tend to exercise this control indirectly, requiring others to adhere
to the rules and standards.

The Objectives focus on obtaining the 'correct' answer and may have trouble deciding.
in ambiguous situations. Due to their tendency to worry, they can get stuck in a "paralysis of
analysis." When they make a mistake, they often show reluctance to acknowledge the fact.
Instead, they immerse themselves in a search for information that can support their position.
Results-Oriented Pattern

Emotions: verbalizes what they want in a decisive manner; shows an individualism

Unbreakable

Meta: domain and independence

Judge others based on: their ability to perform tasks quickly

Influence other people through: your strength of character; your persistence

Its value for the organization: persistence; tenacity

Abuse of: your impatience; competitive sense conceived in terms of 'if one side wins, the
one has to lose

Under pressure: becomes critical, focused on finding faults; resists teamwork; may
overstep their prerogatives

Themes: that others take advantage of him; slowness, particularly in work activities; that
he is considered reckless or good-natured

It would be more effective to: verbalize more logic; consider more the viewpoints and ideas of
others about goals and solutions to problems; develop a genuine interest in others;
to become more patient and humble

Result-Oriented people exhibit a self-confidence that some may

to interpret as arrogance.

They actively seek opportunities that challenge and develop their skills in order to succeed.
results. These people enjoy difficult tasks, competitive situations, the
unique assignments and the 'important' charges.

They take on responsibilities with a presumptuous air and show satisfaction in themselves when
They finish. Results-oriented individuals tend to avoid factors that restrict them.
such as direct controls, details that require a lot of time and routine work. Since
They are energetic and direct, they may have problems with others.

Independence is very precious to these people, so they can become impatient when
involved in group activities or in committees.

Although generally Result-Oriented people prefer to work alone, they can

to persuade others to provide support for their efforts, especially when they need to act
routine activities.

Las personas Orientadas a Resultados son rápidas de pensamiento. Paralelamente, son

impatient with those who are not and focus on finding their mistakes. They evaluate others.
according to their ability to achieve results.

Results-Oriented people are tenacious and persistent, even in the face of antagonism.
When necessary, they take charge of a situation even if it doesn't concern them. In their
A tenacious drive for results can seem brusque and indifferent.
Professional Pattern

TRAINEE:
Emotions: wants to keep up with others in terms of effort and performance
technical

Personal development

Judge others by: their self-discipline; their positions and promotions

Influence other people by: his confidence in his ability to master skills
new; development of "appropriate" procedures and actions

Its value to the organization: it is skilled at solving technical and human problems; it demonstrates
his competent and specialized character

Abuse of: excessive attention to their personal goals; unrealistic expectations of the
others

Under pressure: it becomes moderate; it is sensitive to criticism

Themes: being predictable; not being recognized as an 'expert'

Professionals value the ability to be competent in specialized areas. Driven by

their desire to be "good at something" carefully controls their own performance at work.

Although their goal is to become 'the' expert in a field, professionals often give
the impression of knowing a little about everything. This impression is more pronounced when it is put into words
the knowledge they possess on various topics.

When interacting with others, Professionals project a relaxed, diplomatic style and without
complications. This pleasant attitude can quickly change in your own work area.
when intensely focused on achieving high performance standards. How they value the
self-discipline, Professionals evaluate others based on their ability to focus
in their daily performances. They have high expectations of themselves and others and tend to
to verbalize their disappointment.

Although by nature they focus on developing an organized approach to work and

to enhance their own skills, professionals must help others to
develop their skills. They also need to appreciate more those who contribute to the
work even if they do not use the methods preferred by Professionals.
Perfectionist's Patron

Emociones: demuestra ser competente; es moderado y cauteloso

Meta: stability; predictable achievements

Judge others by: their own precise standards

Influences others through: their attention to detail; their precision

Its value to the organization: it is conscientious; it maintains standards; it controls quality.

Abuse of: procedures and controls "beyond reproach" to avoid failures; dependency
excessive in people, products, and processes that have worked well for them in the past

Under pressure: becomes diplomatic, with a lot of tact

Themes: the antagonisms

It would be more effective to: be more flexible in your role; be more independent and interdependent; have
more faith in your personal worth

Perfectionists work and think systematically and precisely. They follow procedures in
their personal and professional life. Being extremely conscientious, they are diligent in the work that
require attention to detail and precision.

Since they desire stable conditions and predictable activities, the more comfortable they are
they feel is being in a clearly defined work environment. They want specific information
Regarding the expectations about your work, the time requirements, and the procedures of
evaluation to be used.

Perfectionists can get bogged down in details in a decision-making process. They are
capable of making important decisions, but may be criticized for the amount of time
that are gathered by collecting information and analyzing it. Although they like to hear opinions from
their superiors, the Perfectionists take risks when they have data they can interpret and
use to draw conclusions.

Perfectionists evaluate themselves and others based on the adherence to procedures.

usual operations and the ability to maintain precise standards that produce results
concretes. This conscientious attention to standards and quality is valuable for a
organization. Perfectionists may define their worth based on what they achieve and not based on what
they are like people.

As a result, when receiving personal compliments, they tend to think, "What does this person want from me?"
me?" If they accepted sincere compliments, the Perfectionists could increase their confidence in
themselves.
Researcher's Patron

Emotions: he is unpassionate; shows self-discipline

Meta: Power through positions of authority and formal roles

Judge others based on: their use of objective information

Influence others through: your determination, your tenacity

Its value to the organization: supervises thoroughly so that the jobs are
completed; work with determination, either individually or in a small group

Abuse of: his blunt frankness; suspicion from others

Under pressure: tends to internalize conflicts; holds grudges

Themes: getting involved with the masses; being responsible for selling abstract ideas

It would be more effective to: be more flexible; accept others more; get more involved with others.
in the personal sphere

By being objective and analytical, Researchers serve as 'anchors to reality'. These people
usually little expressive, they calmly and steadily seek an independent path towards a
established meta. They succeed in many things due to their fierce determination
finish what they start, but not necessarily for being versatile. They seek a clear purpose or
meta so that they can develop an organized plan and organize their actions. Once
Embarked on a project, the researchers fight tenaciously to achieve their goals. A
sometimes require a strong intervention for them to change their minds. As a result, others
people may consider them stubborn and dogmatic.

Researchers perform well in technical tasks that pose a challenge and in which
they can use existing data to interpret the information and draw conclusions. They respond
to logic and not to emotion. When they sell or market an idea, they are much more successful if
they promote a specific product.
Researchers are not particularly interested in pleasing people and prefer
trabajar solos. La gente los puede considerar fríos, bruscos y sin tacto.
Since they value their own thinking skills, the Researchers evaluate the
others according to how they use the data and logic. To increase the effectiveness of their
personal interactions, need to develop a greater understanding of others,
especially of their emotions.
Promoter Pattern

Emotions: willing to accept others

Meta: obtain approval, popularity

Judge others by: their verbal skills

Influence others through: compliments, opportunities, favors

Its value for the organization: relieves tensions; promotes projects and people, even to themselves
same

Abuses of: praise, optimism

Under pressure: becomes careless and sentimental; is disorganized

Fearing the loss of social acceptance and personal worth

It would be more effective to: have more control over time; achieve greater objectivity; have a greater
notion of what is urgent; achieve greater control over your emotions; keep your promises
and work

The promoters have an extensive network of contacts.

They are usually gregarious and socially skilled.
They establish friendships easily. They rarely provoke the antagonism of others intentionally.
The Promoters seek socially favorable environments where they can make and sustain their
contacts. Being highly skilled at verbal expression, they promote their own ideas and
they generate enthusiasm for other projects.
Due to their wide network of contacts, the Promoters have access to the people who
they can help.
Since the Promoters prefer to participate and interact with people during the development of
activities, they may show less interest in task completion. Although their
jobs that require your attention in more solitary activities will continue to seek anything
situation that involves meeting people and socializing. They love to participate in meetings,
committees and conferences.
Being usually optimistic, Promoters tend to overestimate the abilities of others.
They often reach favorable conclusions without having considered all the data.
training and orientation
Promoters can learn to develop more objectivity and to weigh the results.
time management can be difficult for them. It is advisable to set time limits for their
conversations and discussions, to remind themselves of the urgency to 'close' and carry on
I finished a task.
Patron of the Director

ACHIEVER
Emociones: es trabajador y diligente; manifiesta frustración
Personal achievements, sometimes at the expense of the group's goal
Judge others by: their ability to achieve concrete results
Influence others through: their responsibility for their own work
Its value to the organization: determines and achieves results in key areas for itself
Abuse of: relying too much on oneself; self-absorption in the task
Under pressure: he becomes frustrated and impatient; he turns more into a person who does everything instead.

to delegate

Blame others with lower work standards than yours or who compete against yours and
that this affects the results

It would be more effective to: think less in terms of 'this - or that'; gain greater clarity.
about task priorities; give greater consideration to optional approaches; be more
willing to trade short-term benefits in favor of long-term ones

The motivation of the Creators comes primarily from themselves and arises from goals.
very important people to them. Their commitment to their own goals prevents them from accepting
the group's goals automatically and unconditionally. The Achievers need to see how
They can combine their personal goals with those of the organization.

As they have exercised control over the most important aspects of their lives, they have a strong
sense of responsibility.

The filmmakers show great interest in their work and a continuous and intense eagerness to
achieve their goals. They have a high opinion of their work and when under pressure they can
they tend to be reluctant to delegate tasks. Instead, they take on the work themselves to ensure that
things are done well. When delegating, they tend to object to the task
presented if it does not meet your expectations. Its guiding premise is: "If I succeed,
I deserve the credit, but if I fail, I take responsibility.

A director must communicate more with others to expand their way of thinking beyond
of "I have to do it for myself" or "I want all the credit for myself". It is possible that
they need help finding new methods to achieve their desired results. The
Producers operate at their full capacity and expect recognition equivalent to their
contribution, through high salaries in certain organizations and in others with positions of
leadership.
Resolution Pattern

Emotions: focused on meeting their personal needs

Meta: new opportunities
Judge others based on: their ability to meet the standards of the Resolution
Influence others through: their search for solutions to problems; their
ability to project an image of power
Its value for the organization: it avoids giving in or not taking on responsibilities; it seeks new methods.

innovators to solve problems

Abuses: control over people and situations to achieve their own results
Under pressure: works alone to complete tasks; becomes belligerent when he sees his
threatened individualism or when it loses challenging opportunities
Teme: el aburrimiento; la pérdida de control
It would be more effective to: have more patience and empathy; participate and collaborate more with others;

strive harder to follow up to ensure completion of the

The Resolutives tend to be obstinate individuals in a continuous search for horizons.

new. As they are self-sufficient and independent thinkers, they prefer to find their own
solutions. Being relatively free from the restrictive influences that a group may have,
the Resolutions are capable of overriding conventions and often create
innovative solutions.

Although they tend to behave in a direct and energetic manner, the Resolutives can also
manipulate people and situations cunningly. They tend to become belligerent when they have to
to participate with other people in situations that limit their individualism.

They are persistent when seeking the results they want and will do whatever it takes to
overcome the obstacles that stand in the way of success. Additionally, they have high expectations of the
demás y pueden tornarse críticos cuando no se cumplen sus estándares.

What interests the Resolutivos the most is achieving their own goals. To obtain challenges and
opportunities for advancement are also important to them. By being focused on results,
They can overlook the concerns of others due to a lack of empathy and showing indifference.