In this episode, Marc shares Part 3 of 4 parts of the CareerPivot evaluation process. This is the Preferred Workstyles session, where Marc helps Tim understand his natural management style, corporate adaptability, work motivation, social adaptability, and responsibility. Tim learns his decision-making style and reviews his Lifestyle Grid. Key Takeaways: [2:02] Tim is a 50-year-old who has been stair-stepping himself out of a career and building a side business. Recently he got laid off, which was his trigger to complete his pivot. This episode covers Tim’s preferred workstyles: his natural management style, corporate adaptability, work motivation, and social adaptability and responsibility. [2:43] Marc and Tim will discuss his decision-making style and his Lifestyle Grid. [2:50] If you haven’t listened to Episode 48 and Episode 49, Marc would suggest you stop here and listen to them, first. If you listen on the go, listen first without the reports and then download them from CareerPivot.com/Tim and listen to it again. There is a lot to digest, and Tim is very open about his experiences at work. [3:26] Tim explains why he stayed at his last job so long. They gave him a new position with a new project every two or three years, which suited his need to create, and then move on. Marc calls him a multipotentialite, for having many interests. This is a poor fit for a specialist role that a corporation would want for a professional position. [5:48] Tim puts his next steps on sticky notes, keeping them on a high level for organization. When he gets ready to go into the details, he expands the notes. Tim has a broad spectrum of interests. He likes solving problems but is not process-driven. He only likes rules he develops, that he can break. [6:53] Tim and Marc examine Tim’s preferred work style, as Marc explains the bars. The first bars are Tim’s Natural Management Style: Knowledge Specialist, Directive Management, or Delegated Management. Next are fitting into the Corporate Environment: Work Motivation, Self-Development, and Corporate Adaptability. [7:43] The next two bars are Social Adaptability and Social Responsibility. These relate to fitting into society, and trust. On the right side of the page, the bars are in pairs that add to 11. These are Tim’s decision-making style. He is a linear, concrete thinker. Marc gives Tim an assignment to examine how he solved problems at work and at home. [9:33] Marc expects Tim to be able to understand how he solves problems and to articulate the process to his manager. Marc’s method of assessment is to discuss the results with the client and then see how they apply in the client’s real life. [10:02] Tim is 2 out of 10 a Knowledge Specialist and 9 out of 10 a Directive Manager, Tim is not a specialist, He leads from the front, directing the work. He takes charge. [13:35] Tim should brand himself as an action problem-solving person, and choose clients who will let him be the guide. Tim shares an anecdote of a client relationship that works well for him.They let him lead their teams. Intuitively, he picked the right client.  [15:03] Marc asks Tim to survey that client, once they have a good relationship, and ask why they chose him. This will help him know whom he attracts. Tim tells another client story, where the client doesn’t quite get it yet. Tim’s broad and varied experiences help him connect to clients in various fields. He knows what they do. [16:59] Tim is a 2 out of 10 in Delegative Management. Tim reads the description of his style. He would not want to be a VP because he would rather do the work than a Powerpoint report on work that someone else got to do. [19:29] Tim does not like long meetings. [19:42] Tim and Marc explore Corporate Styles, Work Motivation. Mark is a 6 out of 10. People with scores of 7 or above like work for work’s sake. People with lower scores tend to need a buy-in to get interested in the work. They need to see the value in their work. Marc explains that a 6 score