Are you a leader or an innovator? How to find your working style

Ever felt like you just couldn’t focus in a noisy office? Or maybe you’ve been bored to tears by some process, felt totally lost in a brainstorming session, or had to make a decision way too fast? It’s great to be adaptable and work on your weaknesses, but knowing how you work best is important at work.

When you get how you’re naturally wired, you can work smarter. You can pick jobs and workplaces where you’ll actually do well. You can also set boundaries and explain how you like to do things. And if you understand how other people work, you can avoid arguments and help each other out.

These differences aren’t just quirks or failures — they’re diverse work styles, and understanding them can make a big difference in how teams get things done.

What are working styles?

There are no surprises here—our working style is how we work. Some people jump right into tasks, while others need to plan things out first. Some love working with others, while others would rather be alone. Some are natural leaders, while others are happy to support.

It’s a mix of your habits, strengths, and personality. It includes how you think about problems and how you handle your time. It can change a bit over time, but most people have a way that stays with them.

Why working styles matter

It’s like asking a fish to ride a bike — it’s just not going to work. But put it in water, and it’s as happy as can be. You wouldn’t blame the fish for not doing well on land, right? It seems obvious, but we forget to apply that to ourselves.

How you work impacts how you handle stress and deadlines. When you know your style, you can play to your strengths while trying to get better in areas that aren’t your strong suit.

It also makes teamwork a lot easier. A person who is all about the details might clash with someone who only sees the big picture if they don’t understand each other’s approach. But when teams recognize different work styles and can see their value, they can turn differences into strengths instead of frustrations, not to mention lean on each other for support.

For businesses, this intel is gold. Managers can give tasks to the right people and build teams that actually work well as a unit. Rather than trying to force everyone to be the same, they can create a workplace where different styles go hand in hand.

This means a stronger team made up of individuals who feel respected and empowered to perform their very best.

The 12 different working styles

People tackle work in all sorts of ways. Some love rules, others prefer chaos. Here’s a quick look at some common work styles — but keep in mind, most people are a mix of things, not just one. Use this information to understand yourself a bit better without putting yourself in a box.

1. Detail-oriented

These workers notice the little things others miss. They like doing things right, whether it’s finding typos or double-checking numbers. Lists and clear rules make them happy. They’re the ones who make sure things are done correctly, not just quickly.

Because they focus on accuracy so much, it can slow them down or even stop them in their tracks. They might struggle when things change fast or when things go wrong. If they try to be too perfect, it can be hard for them to move forward.

2. Logical

Logical thinkers are analyzers. Like a master playing chess, they break problems down into steps, examine the facts, and make decisions based on reason rather than emotion. They thrive on data and tend to be methodical in their work.

Because they love structure, they can struggle in environments where there isn’t time to follow every step. They might struggle to explain their thinking to non-technical people or get impatient with people who don’t think as analytically as they do. They might also get bogged down in their own world of data and struggle to move things forward. And while they’re great at dissecting a situation, planning ahead isn’t always their forte.

3. Doer

Doers leap before worrying about the drop. They don’t waste time overthinking or debating — they just get to work. Deadlines don’t scare them because they thrive under pressure, and they’re great at pushing projects across the finish line.

The downside? Sometimes they move too fast. In their rush to get things done, they may skip over details or ignore the bigger picture. They also don’t always check in with others, which can lead to annoyance or doubled-up efforts. They also tend to bounce from one thing to the next without too much reflection.

4. Supportive

Supportive workers are like team glue. They’re helpful souls who listen well and make sure no one gets left out. No one struggles on their watch! Their value lies in their ability to create a positive work environment where people feel heard and valued.

But caution ahead: kindness can be their downfall. They might be unhelpfully conflict-averse or put others’ needs ahead of their own. They might prioritize others and miss their own deadlines or fail to promote their own work. They’re also less likely to take risks or make bold decisions if it means disrupting team harmony.

5. Leader

Leaders don’t wait for others — they take charge. Whether it’s solving an issue or inspiring others, they grab the reins with confidence and inspire others to follow suit. Leaders also aren’t afraid to take risks when needed. 

Not all leaders are well-rounded. Some can’t delegate (aka ‘micromanagers’), while others struggle to listen. They can be so focused on results that they forget about the people behind them. A good leader knows when to step up, but also when to step back and let others shine.

6. Idea-driven

The idea-driven worker is always thinking about what’s next. They thrive in brainstorming sessions, love solving problems creatively, and hate feeling stuck in a routine. Their energy and vision can push teams to create wild and wonderful things.

The challenge? They’re not always great at following through. They love starting projects but struggle to finish them. And because they think so fast, they tend to get frustrated when others can’t keep up or don’t get their vision right away.

7. Innovative

Innovative workers are problem-solvers but with a twist. They don’t just come up with ideas — they find ways to turn them into real solutions. Kind of like an evolved version of the idea-driven worker. They see issues, opportunities, and love improving things. 

The downside is they can get caught up in fixing things that aren’t actually broken. They may push for change when stability is better. They can also get frustrated in environments that resist new ideas.

8. Expressive

Expressive workers love to share their thoughts. They’re great communicators, whatever the situation. They bring animated energy to discussions and are great at uniting different voices. 

But their enthusiasm can sometimes feel too full-on. They might get stuck in transmit mode, struggle to stay on topic, or fail to listen to others. They also work best when they feel heard, so environments that don’t encourage discussion can leave them demotivated. 

9. Cooperative

Cooperative workers thrive in a group setting. They love sharing tasks and ideas and will happily contribute regardless of their job description. They’re flexible, willing to compromise and don’t let egos get in the way. They’re excellent at valuing the input of others. 

However, their need for harmony can make them hesitant to push back, even when they should. They might struggle to work solo or feel lost without group input. They might also struggle to move forward without group consensus. 

10. Proximity-focused

WFH? Not for these individuals. They love to be in the thick of things, whether that’s in an office surrounded by colleagues or constantly checking in through messages, they feel most engaged when they’re connected to others.

But their need for interaction can sometimes be distracting. They might struggle in remote work settings or find it hard to focus when left to work alone. They also need to be mindful of personal boundaries — some colleagues might not appreciate constant check-ins.

11. Functional

Functional workers focus on what works. They’re practical and don’t get caught up in unnecessary details. They see the most direct path to getting a job done and take it. 

The downside? Their straightforward approach can seem blunt or dismissive. They may struggle with more abstract thinking or get impatient with long discussions that don’t seem to have a clear outcome. They also struggle with nuance and can feel bullish. 

12. Independent

Independent workers don’t need much oversight. They’re happy figuring things out on their own. They’re self-motivated and don’t rely on constant feedback, which means managers can afford to be hands-off. 

But their independence can make collaboration tricky. They may struggle with teamwork, losing interest in a project as soon as others get involved. They may also resist feedback or prefer to work in isolation even when group input would be useful. While they thrive when given freedom, too much autonomy can lead them astray like a ship without an anchor. 

What is a work style assessment?

Maybe you already know your work style. Or maybe you’re not sure. That’s where these assessments come in.

These personality tests ask a series of questions to help you and managers figure out what you’re good at. They can help with hiring and team building. They’re also a good way to learn about yourself – why some things are easy while others are hard or why you get along with some people but not others. Just remember they’re meant to guide you, not define you.

1. The Myers-Briggs Type Indicator (MBTI)

The  MBTI  puts people into 16 types based on these traits:

• Introversion (I) vs. Extraversion (E)
• Sensing (S) vs. Intuition (N)
• Thinking (T) vs. Feeling (F)
• Judging (J) vs. Perceiving (P)

Your results reveal how you prefer to process information, make decisions, and interact with others. 

2. The DiSC Personality Test

The DiSC test measures four key work traits:

• Dominance (D): Direct, results-driven, and competitive
• Influence (I): Social, persuasive, and enthusiastic
• Steadiness (S): Patient, dependable, and cooperative
• Conscientiousness (C): Analytical, precise, and detail-focused

The goal is to help you understand how you communicate and make decisions — two core team working capabilities.

3. The Big Five Personality Test

The Big Five personality test, aka the Five-Factor Model, this test measures five core traits:

• Openness: Creativity, curiosity, and trying new things
• Conscientiousness: Being organized, responsible, and detail-oriented
• Extraversion: Being social, energetic, and enthusiastic
• Agreeableness: Being kind, helpful, and empathetic
• Neuroticism: Whether you’re emotionally stable and resilient

Instead of types, this test shows where you fall on a scale which can feel more flexible and accurate.

4. StrengthsFinder (CliftonStrengths)

This assessment, developed by Gallup, is about identifying your natural talents. Instead of focusing on weaknesses, it helps you build on what you already do well by looking at 34 predefined strengths.

5. The Kolbe A Index

Unlike personality tests, the Kolbe A Index measures how you act. It identifies your natural problem-solving style across four categories:

• Fact Finder: Researches and gathers information before acting
• Follow Thru: Prefers structure and organized plans
• Quick Start: Jumps into action and takes risks
• Implementer: Learns by doing and prefers hands-on tasks

It’s useful for figuring out how you best tackle projects and solve problems.

Why take a work style assessment?

A work style assessment isn’t about putting yourself (or anyone else) in a box — it’s about self-awareness. When you understand your natural approach to work, you can:

• Pick jobs that fit your strengths
• Work better in teams by understanding different work styles
• Change how you work based on the project
• Feel sure about what you’re good at.

How to find and describe your work style

Knowing your work style is a must. But how do you figure it out? Well, you can take one of the above tests. Or reflect on your habits and preferences and take it from there. Here are some tips to get you thinking. 

Look at how you approach tasks

Do you plan things out? Or do you just jump in? Do you do better alone or when you’re bouncing ideas off others?

• If you’re structured, you might be a logical worker.
• If you like flexibility, you might be an idea-driven worker or a leader.

Think about your decision-making style

Do you decide quickly, trusting your gut? Or do you think about every option? Neither is right or wrong.

• Fast decision-makers tend to be doers or leaders.
• Careful decision-makers are often functional or independent workers.

Consider how you interact with others

Do you like group talks or quiet work? Do you take charge or offer help?

• If you like teamwork, you might be a cooperative or expressive worker.
• If you prefer working alone but still want structure, you might be logical or independent.
• If you like leading, you might be a leader or supportive worker.

Look at past feedback

Think about what managers, coworkers, or teachers have said. Remember to think about feedback out of an academic or work context. The offhand comments are sometimes very telling!

Have they mentioned your eye for detail, creativity, teamwork, or ability to handle pressure? Feedback can give you clues about your natural strengths. 

Try a work style assessment

Tests like the MBTI, DiSC, Big Five, or CliftonStrengths can give you a structured way to understand your work style. While they shouldn’t define you completely, they offer a useful starting point.

Describe your work style in a sentence

Sum up your work style in a short sentence. This is especially useful in job interviews and reviews.

For example:

• I’m focused on details, I love solving complex problems, and I love to work by myself.
• I’m social, I do best coming up with new ideas and acting on them.
• I’m a structured, logical thinker who likes planning and being organized. 

How to manage diverse work styles

A team isn’t made up of identical workers, and that’s a good thing. Managing diverse work styles isn’t about forcing everyone into the same mold — it’s about helping them work together in a way that creates collective strength. 

1. Recognize and respect different styles

Pay attention to how people work. An organized worker isn’t rigid; they keep things running smoothly. An expressive worker who likes to chat isn’t a distraction; they process ideas and build working relationships.

A good team doesn’t force people to change. It lets different styles work together. Encourage people to value their differences.

2. Balance structure and flexibility

Some workers need step-by-step plans, while others thrive in freedom. The key to success is finding a middle ground. 

Use structured tools like Gantt charts and Kanban boards to give detail-focused workers a clear roadmap. And choose online versions with automatic updates, so independent workers can check in without feeling chased.

For example:

• For structured thinkers: Set clear goals so they know what to expect.
• For flexible thinkers: Let them play around and solve in their own way.
• For independent workers: Set up automatic updates so you can track their progress without micromanaging.
• For collaborative workers: Create opportunities for teamwork and group chats.

3. Adapt communication styles

Some workers like quick, direct messages, while others need more context and detail. A logical or functional worker might appreciate a concise email with bullet points, while an expressive or cooperative worker might prefer a chat. 

Try using different forms of communication-based on people’s preferences:

• Instant messages or short emails for quick decision-makers
• Detailed project briefs for analytical thinkers
• Video calls or in-person check-ins for social and expressive workers.

Ask team members to share how they prefer to communicate, so you can be accommodating. 

4. Use project tracking tools

Tools like workload analysis and progress reports can help keep everyone on the same page while giving managers a bird’s eye view of how people are getting on. 

• Workload analysis helps you spread tasks evenly so no one is swamped or overlooked
• Project status reports give regular updates without constant check-ins.
• Gantt charts give structured workers a clear timeline, while more flexible thinkers can see how tasks fit together.

How project management software brings the team together

Whether you’re managing leaders, doers, idea-driven thinkers, or any and all of the above, project management software can bring everyone together. With timelines, shared boards, and task tracking, everyone stays in sync without settling for less. 

With Backlog, our own tool, teams can plan and collaborate with ease. Customizable workflows let individuals tackle tasks in a way that suits them while commenting and automatic updates boost communication. Backlog keeps everyone moving forward together. Try it for free today!