Everything you need to know about an Altruist

3 Lessons 15 minutes completion time

What you'll learn:

This course will cover the strengths and caution areas associated with the Reference Profile known as Altruist, the Team Type that Altruists are associated with, how they balance other teams, and leadership styles associated with Altruists.

Altruists at work

Is your Reference Profile a Altruist—or do you work with someone who is?

This course will cover everything you need to know about who an Altruist is, how they work on a team, and how they lead.

Start by checking out this intro video to understand Altruists at a high level.

Introducing the Altruist

Strengths
  • Collaborative
  • Sociable
  • Organized
  • Precise
Working styles
  • Values connection with others
  • Craves variety and change
  • Enjoys structure and processes
Caution areas
  • Demotivated by conflict
  • Frustrated by stagnation
  • Overly cautious

“In my previous job, I knew something was missing – something about the work and something about myself that I couldn’t quite articulate. It’s only after taking the BA and understanding my Altruist profile that I realized what I needed to thrive – the bigger picture, specific context and where my work and I fit in!”

— Simran Nanwani

Understanding the Factors

Although this course won’t require that you understand the science behind what makes these profiles accurate, you should be familiar with the four factors that drive workplace behavior. Use the interactive below to get a definition of each factor and how variations in the factors will affect someone’s personality.

Common pattern of an Altruist

Understanding the factors will allow you to better understand the common drives we see in Altruists. The image to the right is the most common pattern for Altruists, but don’t be surprised if your pattern varies a little bit. That’s OK! Remember, every person is unique.

Now that we have a better understanding about who an Altruist is, the next section will cover where one fits within a team.

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