{"id":272516,"date":"2017-11-03T10:53:14","date_gmt":"2017-11-03T14:53:14","guid":{"rendered":"https:\/\/www.govloop.com\/?p=272516"},"modified":"2017-11-03T11:26:23","modified_gmt":"2017-11-03T15:26:23","slug":"4-patterns-work-behavior-know","status":"publish","type":"post","link":"https:\/\/www.govloop.com\/4-patterns-work-behavior-know\/","title":{"rendered":"4 Patterns of Work Behavior That You Should Know"},"content":{"rendered":"

There\u2019s no shortage of evidence revealing that millennials are a very misunderstood<\/a> generation. Many of those misconceptions surround the way\u00a0they work or how\u00a0they behave in an office setting: entitled, self-centered, passionate over performance.<\/p>\n

\"\"But recent research<\/a> by Business Chemistry suggests that older generations may need to strip away what they think they know about millennials. Using three online studies and a data-driven approach, the group was able to see how working organizations could get more from younger talent by understanding work\u00a0styles.<\/p>\n

Business Chemistry uses analytics to reveal how each person reflects four scientifically-based patterns of behavior: pioneers, drivers, guardians and integrators. Knowing which traits emerge more strongly in which people can help employers drive more rewarding collaboration among teams. As for millennials, they can help\u00a0 better understand work styles and help young professionals tap into\u00a0their specific strengths.<\/p>\n

Compared to Gen X and boomer colleagues, it turns out millennials are more likely (32 percent) to identify with the guardian style \u2013 respectful of what works, wary of change. To the surprise of many, they are least likely (19 percent) to identify as risk-taking pioneers. Because the integrator type is diplomatic and people-focused, one might have expected millennials to dominate that category, but fewer than a quarter (23 percent) identify that way. Millennials are actually more likely to be drivers (27 percent), who focus on outcomes and goals.<\/p>\n

Let\u2019s dive into each one a little more. By understanding these four patterns of behavior in the workplace,\u00a0millennials\u00a0can themselves and employers facilitate better collaboration\u00a0and teamwork.<\/p>\n

Pioneer<\/a><\/strong><\/p>\n

Motto: Have fun, it\u2019s just work!<\/em><\/p>\n

A pioneer can be recognized by spontaneity and a gift for brainstorming. As the most extroverted of the four types, pioneers are energetic and expressive and\u00a0have broad networks. They have broad collaborative styles, adapt easily to change and like to jump in and lead the charge to new horizons. They\u2019re also known for making quick gut-based decisions and have a high tolerance for ambiguity and risk.<\/p>\n

Driver<\/a><\/strong><\/p>\n

Motto: And your point is?<\/em><\/p>\n

The most defining characteristic of a driver is their technical and quantitative orientation. This may take the form of expertise in math, engineering, mechanics, technology or even music. They are known for having a direct style and logical approach. They also have a competitive streak and a willingness to make tough decisions.<\/p>\n

When it comes to making such decisions, drivers value strong analysis backed up by logic and facts. They\u2019re good at synthesizing and will look for patterns in complex data. They often like to take charge and enjoy experimentation,\u00a0often prioritizing goals over relationships.<\/p>\n

Guardian<\/a><\/strong><\/p>\n

Motto: Changing the world, one spreadsheet at a time<\/em><\/p>\n

The number one characteristic of a guardian is: methodical. They are known for being structured, meticulous, detail-oriented and practical. They are also more likely to be conventional, hierarchical, disciplined and frugal. As the most introverted of the four types, they like to speak slowly or not at all, especially if others are dominating the conversation.<\/p>\n

When it comes to making decisions, a guardian usually isn\u2019t in a hurry. They\u2019re most comfortable with what\u2019s familiar and tend to be risk averse. As a result, they check every detail before making a decision.<\/p>\n

Integrator<\/a><\/strong><\/p>\n

Motto: Consensus rules!<\/em><\/p>\n

The integrator\u2019s strongest traits are their tendency to avoid confrontation and seek consensus, their empathy and tolerance of ambiguity. Integrators are natural connectors. They connect with people, emphasizing relationships and striving to be helpful. They also connect ideas with nonlinear, big-picture and contextual focus.<\/p>\n

They\u2019re also known as traditional, trusting and dutiful. Integrators tend to think through decisions carefully and seek a lot of input from others, trying to foster a sense of agreement. They\u2019re not keen on risk, but if they see the group heading in that direction, they may be more inclined to get on board. To them, people are the most important part of decision making.<\/p>\n

Any\u00a0government workplace can have a pioneer, driver, guardian, integrator or \u2013\u00a0as millennials\u00a0tend to resent being defined at all \u2013 none of the above. Regardless, understanding these character types will help\u00a0young professionals grasp\u00a0their\u00a0potential strengths and how to work with others who identify with certain characteristics in diverse workplaces, across teams and across generations.<\/p>\n

 <\/p>\n

For more reading about millennials in public service, check out this weekly GovLoop series,\u00a0First 5: Advice from millennial to millennial<\/a><\/em><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

There are four scientifically-based patterns of behavior: pioneers, drivers, guardians and integrators. Knowing which traits emerge more strongly in which people can help employers drive more rewarding collaboration among teams. As for millennials, they can help us better understand our work styles and help us tap into our specific strengths.<\/p>\n","protected":false},"author":98904,"featured_media":272519,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[863,14570,43,8153,3046],"class_list":["post-272516","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career","tag-behavior","tag-first-5","tag-government","tag-millennial","tag-personality"],"yoast_head":"\n4 Patterns of Work Behavior That You Should Know - GovLoop<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.govloop.com\/4-patterns-work-behavior-know\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4 Patterns of Work Behavior That You Should Know - GovLoop\" \/>\n<meta property=\"og:description\" content=\"There are four scientifically-based patterns of behavior: pioneers, drivers, guardians and integrators. 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