These dimensions provide valuable insights into an individual’s behavioral tendencies and can be instrumental in evaluating their potential for success in remote work.

The ICG WorkPlace Preferences Model

Using the ICG Five Factor for Work and the ICG Workplace Preferences Assessment, a model was developed by Ivy Consulting Group charts each team member on a circumplex to illustrate and predict potential for team success. 

The Four Worker Dimensions

T – Thorough
E – Enduring
A – Authority
M – Mastery

The Leader Dimensions

MASTERY

“M” individuals are known for their directness and decisiveness. They embrace risks and actively seek solutions to problems. Their focus lies in achieving goals and winning rather than seeking approval from others. While their strong internal drive may make them less sensitive towards those around them, “M” individuals fearlessly challenge the status quo and thrive in the realm of innovation. They require discipline to excel and respond well to direct confrontation. Their greatest fear is being exploited, and despite their potential weaknesses such as a dislike for routine, a tendency to overstep authority, an argumentative nature, and a tendency to take on too much, they highly value time and employ their innovative thinking to accomplish difficult tasks and overcome challenges.

AUTHORITY

A’s are both inspiring and impressive individuals. They possess qualities such as enthusiasm, optimism, impulsiveness, and emotional depth. These characteristics enable them to excel as creative problem solvers and exceptional motivators. A’s tend to have a wide circle of friends, but their desire for approval and popularity sometimes overshadows their focus on achieving tangible results. Their fear of rejection is their greatest obstacle, yet they thrive in their ability to inspire others. With their positive sense of humor, A’s adeptly navigate conflicts. While they may occasionally overlook details and struggle with listening, they excel as peacemakers and valuable team members when they prioritize controlling their emotions and minimizing their need for attention. A’s greatly value human connection and physical touch.

The Follower Dimensions

ENDURINGNESS

“E” individuals are known for their steady and reserved nature. They prefer stability and predictability, making them resistant to change and thrive in secure, non-threatening environments. Additionally, they possess qualities such as friendliness, understanding, active listening, and loyalty, making them excellent companions and dedicated workers who excel in consistent roles. Their exceptional ability to forgive contributes to their reliability and dependability, making them ideal friends. However, their primary fear revolves around losing security, and their weaknesses include difficulty adjusting to change and being overly sensitive to criticism. To prevent being taken advantage of, “E” individuals must strengthen themselves and learn to assertively say “no.” While they typically avoid the spotlight, they eagerly step up to help others when presented with genuine opportunities. They find immense value in truly aiding someone in need.

THOROUGHNESS

“T” individuals are known for their compliance and analytical nature. They prioritize careful and logical thinking, always striving for accuracy. They have high standards and prefer systematic approaches when solving problems. While they excel in finding solutions, they often disregard the emotions of others and can be overly critical and irritable. Expressing their own feelings is challenging. However, when focused on clear boundaries and not overwhelmed by details, they become valuable team members who offer calculated reality checks. Criticism is their biggest fear, and their pursuit of perfection can be a weakness. They tend to yield during arguments. Nevertheless, their thoroughness and conscientiousness bring stability and even-temperedness to any team. Above all, they value being right.

Interpreting the Model – Potential Conflicts

Open-Mindedness: Willingness to Try New Things

Open-mindedness is a personality trait that reflects an individual’s willingness to try new things and receptiveness to change. In the context of remote work, individuals with high levels of openness are more likely to adapt to the challenges and opportunities presented by virtual employment (Luse et al., 2013). These individuals perceive virtual team environments as opportunities to explore new ideas within a nontraditional setting, making them well-suited for the transition to remote work (Luse et al., 2013). Employers should consider the openness of potential virtual employees when selecting candidates for virtual or hybrid employment, as a lack of openness can hinder the successful transition to remote work.

Conscientiousness: Self-Discipline and Motivation

Conscientiousness refers to an individual’s ability to be self-disciplined, organized, and motivated. It is a key trait for success in both traditional and remote work environments (Nießen et al., 2020; Wilmot & Ones, 2019). Virtual employees with higher levels of conscientiousness are more likely to be self-motivated and able to manage their own schedules and deadlines independently (MacRae & Sawatzky, 2020). This trait becomes even more crucial in the virtual workforce, where employees often work without direct supervision. Business leaders should prioritize conscientiousness when hiring new virtual employees and consider fostering this trait through training and coaching programs.

Extraversion: Preference for Social Interaction

Extraversion is a personality trait that reflects an individual’s preference for social interaction and stimulation. While extroverted individuals generally prefer face-to-face work environments, research suggests that their openness to new experiences plays a more significant role in their success in virtual employment (Jarrett, 2020). However, it is important to consider the nature of the virtual work when hiring new employees. Positions that involve virtual group work may benefit from hiring individuals with higher levels of extraversion, while positions that primarily involve individual virtual work may be better suited for individuals with lower levels of extraversion.

Agreeableness: Cooperation and Compassion

Agreeableness is a personality trait that encompasses an individual’s level of cooperation and compassion. Research indicates that agreeableness may not be beneficial to virtual teamwork, as individuals with high agreeableness may be more likely to disregard their own ideas and follow the ideas of others (Swart & Siguaw, 2020). However, agreeableness can be advantageous in virtual employment that primarily involves individual work, as individuals with high agreeableness are more likely to take constructive criticism well (Clark, Karau, & Michalisin, 2012). When hiring for virtual teamwork, it may be beneficial to consider individuals with a lower ratio of agreeableness who can contribute their own ideas and propose opposing viewpoints. On the other hand, higher levels of agreeableness can foster a positive work environment in virtual employment that requires individual work.

Negative Emotionality: Emotional Stability and Anxiety

Negative Emotionality (neuroticism) is a personality trait associated with emotional instability, including anxiety and other negative emotions. Individuals with higher levels of neuroticism have more favorable attitudes toward virtual employment, most likely due to the remote shelter from interpersonal anxieties experienced in traditional face-to-face office environments (Clark et al., 2012). While neuroticism is often viewed negatively, it can drive individuals to meet deadlines and achieve goals due to their pursuit of perfection and fear of failure (Cuncic, 2020). Employers should not be overly concerned with high levels of neuroticism when hiring for virtual employment but should carefully consider how they may impact team performance.