Workstyle patternBeta

Social Catalyst

Create momentum through people.

  • Social
  • Assertive
  • Flexible
  • Energising

You gain energy from other people and you are comfortable steering a conversation, so things tend to start moving when you are in the room. Teams often rely on you to get people talking, build momentum quickly and turn a quiet room into a working one.

Social Catalyst illustration

Typical shape

The pattern a result is closest to, not a box: your own twelve scores are always shown as well.

Typically higher:

  • Social Energy
  • Social Assertiveness
  • Adaptive Flexibility

Strengths

  • Energises discussions and gets people talking.
  • Connects people with one another and with ideas.
  • Gives and invites quick feedback, and mobilises a group around it.

Where this can cost you

  • May move into conversation before quieter colleagues have finished thinking.
  • Can take on more conversations and commitments than there is time to follow through on.

Where it shines

Kick-offs, workshops and changes that need people to sign up, where momentum depends on conversation.

Where another style may fit the task

When the work needs long stretches of quiet concentration, a reflective or specialist style may suit the task.

The other patterns

Systems StrategistSee the system. Test the logic. Improve the model.Practical BuilderTurn the idea into something that works.Insight ExplorerFollow the interesting possibility.Precision PlannerMake the path clear before the work gets messy.Thoughtful ConnectorUnderstand the people, then move the work forward.Focused ExpertGive me the problem and room to solve it.Adaptive ImproviserRead the situation and adjust.

Beta. This is a new instrument and we are still checking how well it works, so treat your results as a prompt for reflection, not a verdict. Behaviture Workstyle Spectrum is designed for self-reflection and team development. It does not measure intelligence, mental health, job performance, or suitability for employment. Results describe self-reported tendencies and should not be used as the sole basis for employment decisions.