Operators tend to see work as a means of achieving other goals. They work to live. They’re motivated by what work secures for them outside of the workplace. But they also tend to care about their fellow workers and see them as friends. They can be loyal, make great team players, and be the solid foundation for any organization.
Because they don’t have a strong desire to improve their status, they can be a challenge to train. But organizations can motivate these workers by emphasizing the importance of their role as part of the team and how training will allow them to serve their team better. Also, when the material is divided into more manageable pieces and presented interestingly, organizations make it easier for Operators to stay engaged.
Of the six archetypes, Givers are the least driven by money. They see work as an opportunity to serve others. They love to see the positive impact of their work on individuals, their community, and the world. They highly value camaraderie and doing work that goes beyond themselves.
Givers can seem unrealistic or impractical at times but try to look past that. You will engage them by providing training that emphasizes how your organization brings good to people’s lives. Show Givers how their excellence boosts the morale of the rest of the team and makes their lives better. Show them that training can be an opportunity to be better equipped to make a significant difference in the world.
Artisans crave work that is stimulating or complex, dreading menial tasks. They are passionate about mastering their craft. They are motivated by continuous improvement and are always looking for ways to get better. But they desire a high degree of autonomy, so don’t take their aloofness personally. Artisans can help make excellence a part of your organization’s DNA. They are great at solving complex issues that may confuse or frustrate others. Try your best to avoid boring or micromanaging them.
Since artisans naturally seek opportunities to get better, they’ll jump headfirst into training that they believe will make them better at what they do. Artisans will value training that allows them to deepen their expertise. Artisans may also appreciate having input into the type of training provided, as it’s likely that their knowledge of their craft gives them the best idea of what they need to improve.
Explorers tend to see life as an adventure, craving variety and enjoyment in their work. As a result, they may appear to lack depth or direction in life.
Keep looking for what Explorers are passionate about. They can be solid agents for change within their organizations. Explorers will throw themselves into their work with great enthusiasm when challenged with new and exciting projects.
If you are willing to think outside the box and provide less conventional training, your organization is more likely to harness the enthusiasm of Explorers. This can mean simply taking training offsite to new and exciting locations. Consider addressing diverse topics or applying typical elements of game playing and friendly competition to encourage engagement. You can also provide variety and autonomy by allowing employee choice in the type of training offered.
Strivers want to advance and hold themselves to a high standard. They care about compensation, status, and opportunities for future growth. They are often very disciplined and help organizations run successfully.
Strivers are ambitious and highly competitive, which will sometimes cause friction with other team members, and may need a friendly reminder that we are more likely to succeed by working together.
Organizations can motivate Strivers by providing financial incentives for training in the near term and by tying training to opportunities for advancement in the future. Like Explorers, they will also respond positively to the good-natured competition of gamification strategies. Strivers want to succeed, and good training will give them the tools.
Pioneers are visionaries out to transform the world. They are future-oriented risk-takers. Pioneers have strong opinions about the way the world should be. They are driven to implement their vision and are often willing to make great personal sacrifices. Pioneers can be uncompromising and domineering, so you will probably need to sharpen your conflict resolution toolkit. Try not to be thin-skinned.
Pioneers value autonomy highly, so giving them a voice in training programs is more likely to engage them. Allow for flexibility in how training is completed. Pioneers want leaders to clearly articulate the relationship between training and the future achievement of their vision. Then learning becomes the fuel to turn a powerful dream into a reality.