The C-Style

Conscientious, Creative, Compliant

C Personality Style
The C Personality Style in your Organization
General Characteristics Value to Team Possible Weaknesses
Accurate, Analytical Perspective, “The anchor or reality” Needs clear-cut boundaries for actions/relationships
Conscientious, Careful Conscientious and even tempered Bound by procedures and methods
Fact-Finder, Precise Thorough in all activities Gets bogged down in details
High standards, Systematic Defines situations and gathers Prefers not to verbalize feelings
Criticizes and tests information Will give in rather than argue
Greatest Fear: Criticism

General Description

People with strong C personality styles are described as perfectionists, and place strong value on being accurate, correct, and seeing something through to the end. The C personality takes great pride in his or her work, and tends to think in a very logical, analytical and systematic way. They also tend to be excellent at problem solving and creative thinking. The C style personality holds very high standards, both for themselves and others, which results in being somewhat critical. C’s are realistic and careful; tending towards being quiet and solitary at times.

What if the world was ruled by just the C personality style? Find out more on our blog!

Greatest Fear:

The C personality style has an innate fear of being criticized, especially for his or her work. As a result, this person might spend a lot of time and energy on being accurate and correct.

Motivated By:

  • High standards of quality
  • Ample time and organization to do things correctly
  • Recognition for work well done and how long certain things take
  • Limited social interaction
  • Detailed tasks and instructions; clear parameters and expectations
  • Logical organization of information
  • Peaceful, non-confrontational environments & relationships

When Communicating with a C-Style Personality:

Communication Do’s Communication Don’ts
  • Prepare your case in advance
  • Know pros and cons
  • Support ideas and statements with accurate data
  • Reassure them that change has been thought out and they will have ample time
  • Spring change on them
  • Have no plan or reason for a decision
  • Refuse to explain detail
  • Argue your point with generalizations or inaccurate data

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