DREIESKIVA​|Roald Kvam

In every team, organization, or social setting, understanding how people behave, communicate, and make decisions is essential to building trust, fostering collaboration, and achieving results. One powerful model for decoding human behavior divides individuals into four core behavioral styles: Go-Getter, Promoter, Examiner, and Nurturer. Each style reflects a unique combination of task vs. people orientation and fast vs. slow pacing. Mastering these styles – including understanding your own – can dramatically improve your impact as a leader, colleague, or communicator.

Let’s explore…

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1. Go-Getter: Fast-paced and task-oriented

Key traits:

• Driven and decisive
• Bold and direct
• “Get it done now” attitude
• Strong desire to win and lead

Go-Getters are natural leaders. They thrive in fast-paced environments where action and results matter most. If you’re working with a Go-Getter, be clear, concise, and goal-oriented. Avoid small talk and get straight to the point. These individuals value efficiency, performance, and progress – and they often expect the same from those around them.

Strengths:

• Excellent under pressure
• Strong leadership and initiative
• High productivity

Potential blind spots:

• May appear overly aggressive or impatient
• Can overlook details or team dynamics

Tips for working with Go-Getters:

• Present facts and results quickly
• Don’t waste their time – be prepared
• Challenge them with ambitious goals

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2. Promoter: Fast-paced and people-oriented

Key traits:

• Energetic and outgoing
• Fun-loving and talkative
• Loves to be the center of attention
• Dislikes details

Promoters light up the room. They bring energy, optimism, and charisma to teams and projects. They’re often the spark behind new ideas and creative solutions. Promoters are motivated by recognition and social interaction, so they excel in roles involving presentations, networking, and inspiration.

Strengths:

• Great at building relationships
• Natural motivators and influencers
• Creative and adaptable

Potential blind spots:

• Can be disorganized or impulsive
• May avoid difficult or detail-heavy tasks

Tips for working with Promoters:

• Let them express ideas freely
• Recognize their contributions publicly
• Provide help with follow-through and structure

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3. Examiner: Slow-paced and task-oriented

Key traits:

• Thorough and research-oriented
• Avoids risks
• Enjoys strategies and processes
• Takes time to develop trust

Examiners are the analytical thinkers. They take a methodical approach, diving deep into data, processes, and systems. Precision and correctness matter deeply to them. In teams, Examiners bring balance through thoughtful planning and risk assessment. They’re less interested in speed than they are in doing it right.

Strengths:

• Excellent at analysis and planning
• Reliable and consistent
• Detail-oriented and strategic

Potential blind spots:

• May struggle with rapid change
• Can be overly cautious or perfectionistic

Tips for working with Examiners:

• Give them time to process information
• Avoid pushing for hasty decisions
• Respect their need for structure and clarity

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4. Nurturer: Slow-paced and people-oriented

Key traits:

• Patient and helpful
• Understanding and sentimental
• Have a hard time saying “no”
• Focused on helping others

Nurturers are the empathetic caretakers of a team. They thrive in supportive roles and excel at building trust and maintaining harmony. Whether it’s calming conflict or offering a listening ear, Nurturers contribute stability, kindness, and loyalty. Their motivations are grounded in relationships and values.

Strengths:

• Excellent at listening and supporting others
• Calm under stress
• Promote team unity and morale

Potential blind spots:

• May avoid confrontation or overextend themselves
• Can struggle to advocate for their own needs

Tips for working with Nurturers:

• Show appreciation and sincerity
• Be gentle with criticism
• Offer support with tough decisions

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Why this model matters

Understanding these four behavioral styles is more than an exercise in personality typing—it’s a practical tool for increasing influence, minimizing conflict, and building better teams. Here’s how:

• Self-awareness: Knowing your dominant style helps you identify natural strengths and recognize where you may need to stretch or adapt.
• Adaptability: Tailoring your communication to fit others’ styles improves cooperation and reduces misunderstandings.
• Balanced teams: Diversity of styles creates more resilient teams – fast and slow, task and people-oriented perspectives all have value.

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Practical applications

1. Leadership development: Leaders who flex their style build stronger rapport and higher-performing teams.
2. Hiring and team design: Matching roles with behavioral strengths enhances performance and satisfaction.
3. Conflict resolution: Understanding behavioral drivers reduces friction and fosters empathy.

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Final thoughts: Awareness is the first step to mastery

No one style is better than another. The key to mastery lies in recognizing each style’s contribution, learning to identify them in yourself and others, and practicing communication strategies that bring out the best in every type.

Whether you’re a fast-moving Go-Getter, a high-energy Promoter, a thoughtful Examiner, or a supportive Nurturer, your behavioral blueprint is a strength – and understanding it is the foundation for growth, collaboration, and success.

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