Assessments are unquestionably valuable, they can be costly and time-consuming. With a little practice and common sense, however, you can learn to recognize other people’s personality types quickly.

Want to become more attuned to behavioral styles at work? We suggest you make sure you have ACED these four main personality types: Analyzers, Conversationalists, Energizers, and Do-ers.

Analyzers

How They Interact with the World

Analyzers are motivated to make the right decision, no matter how long it takes. Rationality directs the decision-making process; they look for information, and lots of it. They want time to make comparisons and to review all of the relevant data before making recommendations. When they do finally act, it is with confidence that their actions are based upon hard facts. They work to avoid risk through careful consideration of all available information. Their work areas are typically neatly organized and highly functional.

How They Communicate with Others

Analyzers tend to be restrained in the ways they communicate. They typically use limited facial or physical gestures, instead preferring to rely on verbal or written communication filled with concrete, factual information. Analyzers don’t like to be rushed, lest they miss something important. They may not always be brief, but they are direct.

How to Effectively Communicate with and Lead Them

• Focus on the concrete, not the abstract
• Adhere to preapproved schedules and procedures
• Gather information and facts
• Prepare to answer detailed, analytical questions, and don’t be afraid to admit when you need time to find the answer
• Keep conversations on task, and generally avoid small talk

Conversationalists

How They Interact with the World

Conversationalists are relationship-driven. They focus on feelings and emotions and, as such, their communication needs revolve around relationships. Conversationalists are always monitoring the feelings of those around them, and often subconsciously adjust their own emotions accordingly. They are highly effective collaborators and coaches. To them, everything is personal, and work is ultimately about people. Their work areas are usually comfortable and filled with photos of friends and family. A welcoming dish of candy may serve as an enticement for co-workers looking to talk about work…or just to talk.

How They Communicate with Others

Conversationalists are very expressive; they will never use only 5 words when 20 will do, and often accentuate their points with facial and hand gestures. You always know how conversationalists are feeling – they wear their heart on their sleeve both verbally and non-verbally. If you omit the personal, they are apt to assume you are being cold and distant because you are displeased.

How to Effectively Communicate with and Lead Them

• Be attuned to the human dimension – open with personal questions (such as “How are the kids?”) before diving in to work matters
• Allow them to speak (and be sure to listen)
• Make your praise personal (“Your proposal showed that you have real insight into the problem.”) and your constructive criticism impersonal (“There were a lot of grammatical mistakes in the first draft of the proposal.”)
• Don’t threaten (or appear to threaten)
• Provide opportunities for them to interact with others – from working collaboratively to ensuring their workspace is not isolated

Energizers

How They Interact with the World

For Energizers, ideas are most important. Energizers are excited by the big picture and see everything as a creative opportunity. They enjoy being on the cutting edge and relish opportunities to try new approaches at work. Energizers are often enthusiastic supporters of new ventures, and they’re quick to offer novel or innovative ways to do things differently. Their style is enthusiastic and high energy. Their work areas are often chaotic-looking to the outsider. There may be a system of organization, but only the energizers themselves understand it. Colorful and unusual decorations abound.

How They Communicate with Others

Energizers use a wide range of facial and physical gestures to complement their verbal, visual, and written communications. They are sometimes put off by individuals who seemingly don’t share in their enthusiasm about a particular issue. Energizers enjoy collaboration but are comfortable working independently on passion projects.

How to Effectively Communicate with and Lead Them

• Focus on the big picture, rather than nitty-gritty details
• Be optimistic and enthusiastic
• Tolerate a certain degree of disorganization / “organized chaos”
• Allow conversational tangents
• Encourage creative expression, and allow for the opportunity to devote some time to “passion projects”

Do-ers

How They Interact with the World

Do-ers have a strong bias for getting things done. They don’t like to be bogged down in the details—they’re interested in the bottom line. Do-ers expect clear, direct information without needless clutter. They can be effective delegators when the trust others to get the job done, and they expect as much out of others as they expect of themselves. They are results-driven and competitive in all things. Personal accolades (awards, citations, trophies, certificates, etc.) are often prominently displayed in their workspaces, which are otherwise functionally organized with everything in its place.

How They Communicate with Others

Because Do-ers are acutely sensitive to time and speed, they are sometimes perceived as impatient and impulsive. They speak directly and to the point—and they expect others to do the same. They do not have much patience for tangents, detailed explanations, or idle chitchat. Do-ers are able to find competition in any activity they undertake, and they always expect and actively seek to win.

How to Effectively Communicate with and Lead Them

• Get to the point – give them the final destination, not the journey you took to arrive there
• Control your emotions and don’t take feedback personally
• Be prepared and know what your conversational goal is going in
• Find ways to motivate them through competition (at Ropella, we have monthly recruiting contests including Most Calls and Most Candidates Submitted, and the winners get to display trophies on their desks for the next month)
• When giving feedback, focus on facts and results

Work with Style

By being able to identify a co-worker’s or boss’s preferred way of interacting, you can effectively modify your own style to best match his or her needs. When you understand, for example, that your boss is a Do-er, you can simply cut to the chase. Such knowledge is extremely helpful, especially if you’re an Analyzer who may otherwise delve deep into the background information that’s important to you (but will only irritate them). By identifying your own style, you can also be open with others in asking for the type of interaction you need. “Hey, Bob, I get that you’re a Do-er, but I’m more of an Analyzer. I know you’re busy, but do you have a few minutes to take me through your logic on this idea so I can understand it better?”

When you form better working relationships, it leads to positive outcomes including increased job satisfaction, more recognition, and an even greater chance of advancement. As such, when the outcome is important, focus on the best way to interact with each individual on your team. It will allow you to maximize your working relationships and ensure your career success.

Which ACED personality type do you most identify with? Let us know in the comments! (Ropella CEO Patrick Ropella is a Do-er.) Then share this article with your network of ACED executives.