Both Expressives and Drivers quickly see and understand their strengths but can hardly stand to look at their flaws. One of their worst flaws is that they don't think they have any. On the other end of the scale, Analyticals and Amiables have to think for a while before accepting their good traits, but they don't have to think twice about their weaknesses.
People with the Driver style need clear goals and measurable results. A sense of purpose drives people with the Driver style, and they like to be seen as capable, knowledgeable, powerful, strong-minded, and sure of themselves in any situation.
As the name suggests, drivers are often the ones who get things done in an organization. They are goal-driven people who care about getting things done. Most drivers end up in jobs in management or sales.
People with a driver style always seem to have clear goals, and they often make others feel like they need to act quickly even when they don't. People with a driver style respond well to quick follow-up, careful listening, logical reasoning, factual support, and answers that show you understand their personal goals.
In their minds, all of this is more important than taking the time to build human connections that go beyond the job. They care more about facts than feelings. Driver-style people don't like it when others show how they feel, especially at work.
Driver-style behavior is seen as direct, strong, and competitive. It is a fast-paced style that is focused on getting results. People with a driver style like to work in a challenging setting where they can set goals and determine how things turn out. They don't mind making quick or hard choices, even if they go against what other people want.
When under stress, people with a driver style may seem too focused on the job at hand and too cold or distant. This doesn't mean that they don't feel or care about other people. Most of the time, they hide their kindness behind a tough and guarded exterior, and their friendship only comes out after the job has been done well.
But they always appear to be going somewhere. Driver-style people are just as sensitive as everyone else but try to hide their feelings and emotions from others because they want to appear strong and in charge.
In general, the Driver style seems to be strong-willed, goal-oriented, and focused. These traits should be seen as their strengths. However, as with any personality, these strengths can quickly become weaknesses if the scales are moved too far.
If your main or secondary personality type is a Driver, here are some ways you can use your inner skills and ways you may be holding yourself back: Drivers are always sure they know what's best. They don't want to admit they have flaws that might need fixing. They often try to explain why they failed by saying it was someone else's fault and not because of their acts or weaknesses.
They are great at doing many things at once and finding the best way. Because of this, they often take charge and then give out orders. But they have to work all the time. Drivers can do a lot but don't know how to say "no" and chill out. They always have to do something, and they often feel bad when they take a break.
Drivers have great follow-through and can always be called to finish a job. However, unlike Analyticals, they don't pay much attention to details, which can slow down work. For example, this can cause you to rush through something and miss something important.
Drivers may say they are perfectionists since they think everything could be better, neater, quicker, and better organized. Still, the truth is that they don't have the patience of a real analytical perfectionist. Drivers put pressure on themselves and others because they want to be great.
Drivers put too much pressure on themselves to do well, making them feel bad when they don't live up to their high standards. Drivers are good leaders because they don't feel at ease when they aren't in charge.
Because drivers always think they are right, they may be unable to see where they went wrong or how to fix it. This can keep them going in circles and making the same mistakes repeatedly. Drivers find it hard to say sorry and admit they are wrong.
For a Driver, saying "I'm sorry" feels like a sign of weakness, and this personality type finds it hard to admit they are weak. Drivers always think they "always" know best, which can lead them to judge others fast. Drivers can also seem bossy and rude, even if they think they're just trying to help.
Drivers need to know that not everyone is as driven and goal-oriented as they are, so not everyone will be excited about their ideas and plans. Drivers are also friendly and upbeat. They always push themselves and others to do and be better, and they think anything is possible.
Assertiveness is how often a person asks questions instead of making comments. People who aren't very assertive tend to make requests (more asking), while those who are more forceful tend to make demands (more saying).
A person's responsiveness is how they show how they feel. People who are low on the responsiveness scale try to keep their emotions under control, while people who are high on the responsiveness scale show their emotions more. When these two things are put together, they comprise the four types of Social Style.
Drivers are goal-oriented, quick to make decisions, and competitive. They care more about getting things done than making friends. Even if they don't send you a holiday present, you'll still have a good business relationship with them if you do what you say you'll do. Assertive people are very concerned with the bottom line. People who have Drivers as their personality type are also often impatient and like to be in charge. They want answers quickly so they can decide and move on.
Drivers tend to talk in straightforward lines and ask a few questions. If your prospect says things like, "I'm looking for a new sedan," instead of, "Can you show me your sedans?" you're probably working with a Driver. They also talk a little louder than most people, and their body language is lively and confident.
The Social Style Model is a way to measure how well your relationship skills work. It identifies patterns of behavior in the workplace. The model can be used by organizations and training workers to show how others see a person's behavior and to help people build better relationships by being aware of the different social styles around them.
