Meet the ACTors!

We’re all human and we all adapt our behaviour to suit different situations

Discover which ACTors! you and those around you are using to navigate challenges at work

Get curious about what’s driving this behaviour, explore which ACTors naturally clash or click, and consider where you fit in

Then use the recommended resources to unlock new ways to improve your leadership approach

Cartoon character in a yellow suit, bound with white rope, sweating and looking at a shining star in the air against an orange background.

Blocked Achiever

Strengths

  • Strategic Insights

  • Strong ethical drive

  • Proven track record

Challenges

  • Overwhelmed by demands

  • Struggles to get resources 

  • At risk of burnout

Full Bio

This leader has built their career on delivering results and driving meaningful progress. They stepped into their current role with the hope of making a real difference, both for the organisation and the people within it.

Now, however, they find themselves facing barriers that feel beyond their control. They can see what needs to happen to move forward, yet struggle to secure the resources, backing or clarity required to make those changes real.

The weight of their workload makes it difficult to pause, step back and focus on the systemic shifts needed to unlock progress. Even though they know the importance of staying connected with their team, the pressure of immediate demands often pulls them away.

Support from senior leaders is limited, leaving them without the recognition, feedback or clarity they need. They are working harder than ever but without the results to show for it. Over time, this erodes confidence, replacing optimism with frustration and, at times, the heavy pull of burnout. At their lowest, they wonder if it’s even worth continuing, yet deep down they still want to find a way through.

Synergies

  • The Idealistic Architect: The Achiever has the "what needs to be done" insight, while the Architect brings fresh "what if" ideas. Together, they can strategise new pathways and innovative solutions to break through current roadblocks

  • The Visionary Transformer: Both are focused on positive change. The Transformer's ability to see systemic solutions and foster a culture of experimentation can help the Achiever gain clarity and find new approaches to securing resources

  • The Compassionate Performer: The Performer's human-centered approach and inspiring presence can provide the crucial emotional support and team connection the Achiever is struggling to maintain, helping them combat burnout

Clashes

  • The Reputation Minder: The Achiever desperately needs clear direction and recognition, which the self-serving Minder, with their inconsistent messaging, is unlikely to provide, further increasing the Achiever's frustration

  • The Aspirational Executor: While results-driven, the Executor's compromised authenticity and hidden agenda won't provide the genuine support or clear vision the Achiever needs to move forward authentically

  • The Expert Challenger: The Achiever needs flexibility and new solutions to overcome obstacles. The Challenger's fixed mindset and resistance to new approaches could make it even harder for the Achiever to secure innovative support or acceptance of their strategic insights

Resources

Strengths

  • Visionary & innovative

  • Growth oriented

  • Aspires to inspire

A cartoon character with teal skin and hair holding a blueprint with a bomb, arrows, and question marks, titled 'AS IS' and 'GOAL' on a yellow background.

Idealistic Architect

Challenges

  • Inconsistent application

  • Lacks role models 

  • Relapses under pressure

Full Bio

This leader believes that organisations can thrive when people thrive. They carry a strong sense of purpose and are brimming with ideas about how to make work more human, inspiring, and effective.

They have a growth mindset and eagerly explore books, podcasts, and thought leaders to understand what great leadership looks like. They picture themselves as the kind of leader who uplifts others and sets a new standard for what leadership can be.

Yet, the reality of leading day-to-day often feels harder than anticipated. Without strong role models or lived experience to ground them, their leadership style can become inconsistent. At times, they step back too far in an effort not to control; at other times, the pressure of responsibility causes them to lean into the very command-and-control behaviours they want to avoid.

This leader needs the right support, tools, and feedback to help them bridge the gap between vision and practice. With the right resources and encouragement, they can turn their idealism into practical, repeatable behaviours and create the conditions for both people and the organisation to thrive.

Synergies

  • The Miscast Perfector: The Architect's innovative ideas find their perfect complement in the Perfector's meticulous drive for quality and execution, bringing visions to life

  • The Visionary Transformer: Both are deeply growth-oriented and innovative. The Transformer can serve as a powerful mentor, helping the Architect translate their research into actionable, consistent leadership and championing their bold ideas

  • The Compassionate Performer: The Architect seeks to improve work for people, and the Performer, with their ethical and human-centered approach, can help ground these ideas in practical, empathetic team-building and culture

Clashes

  • The Expert Challenger: The Architect's drive to challenge the status quo directly conflicts with the Challenger's fixed mindset and resistance to new ideas, leading to frequent dismissals of innovative proposals

  • The Reputation Minder: The Architect's idealism and desire for collective thriving will clash with the Minder's self-serving focus and inconsistent messaging, creating a sense of disillusionment

  • The Aspirational Executor: The Architect values genuine, inspiring leadership. The Executor's lack of authentic motivation and hidden agenda will likely frustrate the Architect's desire for transparency and collective purpose

Resources

Strengths

  • Unyielding commitment to quality

  • Diligent & detail oriented

  • Strong work ethic

A cartoon illustration of a blue-skinned person holding a magnifying glass labeled "Typo," inspecting their face with a serious expression against a yellow background.

Miscast Perfector

Challenges

  • Creates bottlenecks

  • Inadvertently disempowers teams

  • Hesitant to seek support

Full Bio

This leader has earned deep respect throughout their career for consistently delivering excellence. Their perfectionist tendencies have been the foundation of their success, enabling them to enhance and elevate everything that crosses their desk. They thrive when bringing others’ ideas to life with precision and care, often serving as the execution partner to more visionary colleagues.

For many, their transition into people leadership comes later in their career, often as a byproduct of promotion systems that view leadership as the natural next step. Yet this shift can feel misaligned. They may not have the training, confidence, or even the desire to lead people, yet, true to form, they approach the challenge with the determination that has always carried them through.

Expectations of them are high, which makes it difficult for them to acknowledge their discomfort or ask for help. Instead, they rely on the approach that has always worked before: taking ownership, raising standards, and perfecting the details. But what once ensured success now creates problems by slowing down the team, limiting empowerment, and eroding trust. Without support, their strengths can become barriers, both for themselves and the people they lead

Synergies

  • The Idealistic Architect: The Perfector's meticulous execution is ideal for bringing the Architect's innovative blueprints to life

  • The Blocked Achiever: If the Achiever can effectively delegate, the Perfector's commitment to quality can ensure that specific, well-defined tasks are completed with impeccable standards, helping to alleviate some of the Achiever's workload

  • The Compassionate Performer: The Performer, with their focus on psychological safety and empowering others, can gently guide the Perfector towards more collaborative leadership styles, helping them nurture rather than inadvertently disempower their team

Clashes

  • The Visionary Transformer: The Perfector's tendency to take over and create bottlenecks can stifle the Transformer's drive for experimentation and team-led innovation, potentially hindering the implementation of new approaches

  • The Reputation Minder: The Perfector's pursuit of excellence might clash with the Minder's tendency to prioritise personal gain, which could lead to cutting corners or shifting priorities that undermine the Perfector's quality standards

  • The Aspirational Executor: The Executor's short-term focus and possibly superficial approach to achieving goals could conflict with the Perfector's deep commitment to thoroughness and unyielding quality

Resources

Cartoon illustration of a person with teal skin and messy hair, holding a ladder and looking tired or bored against an orange background.

Aspirational Executor

Strengths

  • Trusted by power

  • Results driven

  • Skilled communicator (when inspired)

Challenges

  • Inconsistent motivation

  • Compromised authenticity

  • Creates team confusion

Full Bio

This leader has been chosen by those in power to deliver a defined objective, with the understanding that success will open the door to a role they truly aspire to. Their reputation for driving results and their strong communication skills make them a natural choice for such assignments.

When pursuing a vision they genuinely connect with, they lead with conviction, authenticity, and integrity; they can motivate and align their team. But in this stepping-stone role, they are executing someone else’s vision rather than their own. This lack of personal investment undermines their energy and presence as a leader.

As a result, they may struggle to provide their team with the clarity, consistency, and direction needed to succeed. While they continue to work hard and appear capable on the surface, their team often feels the lack of alignment beneath.

This misalignment not only impedes progress but can also erode trust and motivation, leaving both leader and team short of their potential

Synergies

  • The Reputation Minder: These two can form a pragmatic alliance, both driven by personal advancement and the achievement of specific, often short-term, external objectives. They understand each other's motivations well

  • The Blocked Achiever: If the Executor's specific objective aligns with the Achiever's need for a particular resource or a push from upper management, the Executor's influence can quickly deliver a targeted outcome, even if the long-term motivations aren't aligned

Clashes

  • The Compassionate Performer: The Executor's compromised authenticity and focus on personal objectives directly oppose the Performer's ethical, human-centered leadership and desire to do what's right for the collective

  • The Visionary Transformer: The Executor's hidden agenda and inconsistent motivation clash fundamentally with the Transformer's transparency, vision for the collective good, and commitment to building psychological safety

  • The Idealistic Architect: The Architect seeks genuine, inspiring leadership and collective purpose. The Executor's lack of authentic motivation and focus on personal gain will likely create distrust and frustration for the Architect

Resources

Cartoon illustration of a woman with blonde hair looking at her reflection in a mirror, adjusting her collar. The woman is wearing a black jacket and has a confident, slightly sassy expression.

Reputation Minder

Strengths

  • Articulates vision clearly

  • Strategic influencer

  • Removes systemic impediments

Challenges

  • Self-serving focus

  • Inconsistent messaging

  • Limited empowerment

Full Bio

The Reputation Minder takes great pride in their career and the recognition they’ve earned along the way. They value being seen as capable and credible, and are skilled at setting out a vision that resonates and at clearing obstacles to help things move forward.

However, their strong focus on maintaining a respected reputation can sometimes tip into self-protection. When opportunities arise, they may assess them primarily through the lens of how outcomes will reflect on them. This can limit their willingness to fully empower others or invest in developing future leaders.

As a result, trust and loyalty within the team can be undermined. Messaging may feel inconsistent, as they change priorities or perspectives depending on the audience or perceived impact on their own position.

Over time, this creates confusion and organisational inertia, as progress toward the vision slows and the team struggles to find alignment.

Synergies

  • The Aspirational Executor: They share a pragmatic, self-advancing approach to achieving specific outcomes, forming a functional alliance

  • The Expert Challenger: The Minder, as a strategic influencer, might leverage the Challenger's deep expertise to bolster their own reputation or achieve a desired outcome, while the Challenger might appreciate the Minder's ability to navigate obstacles

Clashes

  • The Compassionate Performer: The Minder's self-serving focus and inconsistent messaging are diametrically opposed to the Performer's ethical, human-centered values, leading to significant conflict and erosion of trust

  • The Blocked Achiever: The Achiever needs genuine support and clarity, which the self-serving Minder cannot provide. This relationship would likely deepen the Achiever's feelings of being unsupported and frustrated

  • The Visionary Transformer: The Minder's inconsistency and self-interest clash sharply with the Transformer's candid communication, clear collective vision, and commitment to integrity and psychological safety

  • The Transition Navigator: The Navigator's drive to identify and implement systemic improvements might expose uncomfortable truths or challenge existing power structures, which the reputation-protective Minder would strongly resist

Resources

A cartoon person with a backpack holding a compass, looking uncertain, against a green background.

Transition Navigator

Strengths

  • Seasoned & successful

  • Growth oriented

  • Ambitious & well-intentioned

Challenges

  • Hesitant to seek support

  • Struggles with systemic awareness

  • Unrealistic expectations

Full Bio

This leader has earned their reputation through a history of strong leadership and proven results. With their recent move, whether a promotion to a higher level of leadership, a new organisation, or a transition from a structured corporate setting to a more fluid environment, they bring curiosity and an ambition to make things better.

Their fresh appointment gives them the licence to question everything, uncovering opportunities for improvement and sparking momentum. Yet, beneath this energy lies the unseen weight of transition. They may not fully recognise how destabilising such change can be, for themselves and those around them.

Adding to the challenge is a belief, reinforced by others’ expectations, that they should already have the answers. This makes it difficult for them to ask for guidance or support, even when they need it most. They set high expectations of themselves and, in turn, of others. While this drive can inspire progress, it can also lead to frustration and missed opportunities when systemic complexity slows things down.

With the right support and space to navigate the transition, this leader can balance ambition with adaptability and translate their fresh perspective into lasting impact.

Synergies

  • The Visionary Transformer: Both are deeply growth-oriented and focused on improvement. The Navigator's fresh perspective can provide valuable insights for the Transformer's innovative problem-solving, and the Transformer can help the Navigator better understand and navigate complex organisational systems

  • The Blocked Achiever: The Navigator's drive to question everything and identify improvements can potentially uncover the systemic issues that are blocking the Achiever, or find new avenues for securing needed resources

  • The Idealistic Architect: Both are eager for positive change and growth. The Navigator's ambition to drive improvements can help the Architect ground their innovative ideas in practical application, potentially offering a form of real-world "role modeling"

Clashes

  • The Expert Challenger: The Navigator's inclination to question established norms and embrace change directly clashes with the Challenger's fixed mindset and resistance to new approaches

  • The Reputation Minder: The Navigator's drive to identify systemic issues and implement improvements might inadvertently expose weaknesses or create disruptions that the reputation-protective Minder would actively resist or undermine

  • The Miscast Perfector: The Navigator's pursuit of broader systemic improvements might disrupt the Perfector's established, detail-oriented processes, and the both of their reluctance to seek support would make collaborative change difficult

Resources

A cartoon illustration of a person with green skin speaking, with speech bubbles labeled "MISSION" and "VISION", and a raised hand in front of them.

Visionary Transformer

Strengths

  • Innovative problem solver

  • Embraces growth & experimentation

  • Exemplifies work-life balance

Challenges

  • Communication gaps

  • Struggles to articulate why

  • System rejects their candour

Full Bio

The Visionary Transformer represents many of the best qualities of modern leadership: a deep commitment to growth, relentless curiosity, and the courage to challenge outdated ways of working. They role-model work-life balance and prioritise psychological safety, while encouraging experimentation and candid, two-way communication.

Their brilliance lies in their ability to see possibilities others overlook. They are laser-focused on the future, on the creativity and innovation needed to achieve transformation.

However, this focus can sometimes make it difficult for them to clearly communicate why change matters to different audiences. Their straightforward, well-intentioned approach can be confronting, particularly to those protective of the status quo. As a result, they may face pushback or even rejection from the very systems that could most benefit from their ideas.

The Visionary Transformer thrives when they find the balance between candour and adaptability, translating their passion into inspiration that resonates across diverse audiences. With the right support and channels, their vision has the power to unlock extraordinary progress

Synergies

  • The Idealistic Architect: The Transformer's ability to foster experimentation and candid communication can serve as an invaluable role model and guide for the Architect

  • The Compassionate Performer: These two are deeply aligned on human-centered leadership, psychological safety, and ethical practice. Together, they can build highly collaborative, loyal, and innovative teams

  • The Transition Navigator: Both are focused on continuous growth and improvement, creating a natural partnership for driving meaningful organisational change

Clashes

  • The Expert Challenger: The Transformer's drive for innovation, experimentation, and candid communication directly conflicts with the Challenger's fixed mindset and resistance to anything outside their established expertise

  • The Reputation Minder: The Minder's self-serving focus and inconsistent messaging are antithetical to the Transformer's authenticity, transparency, and commitment to collective vision

  • The Aspirational Executor: The Executor's hidden agenda and inconsistent motivation clash sharply with the Transformer's emphasis on transparency, psychological safety, and genuine commitment to a collective purpose

Resources

A cartoon woman with glasses, wearing an orange outfit, sitting on a chair with a clipboard, appearing confused or pondering, against a light blue background.

Expert Challenger

Strengths

  • Deep domain expertise

  • Effective expert mentor

  • Confident & assured

Challenges

  • Identity tied to role

  • Undervalues diverse perspectives

  • Resistance to new approaches

Full Bio

The Expert Challenger has built a strong reputation for excellence in their area of expertise. Their deep knowledge commands respect, and they often play a crucial role in mentoring and developing junior experts who aspire to follow in their footsteps.

They bring a sense of confidence and certainty to their work, shaped by years of accumulated experience. This gives them authority and influence, especially when decisions require technical depth and precision.

However, this strength can also be a limitation. A strong attachment to their own wisdom and past success can make it harder to embrace curiosity, experimentation, or innovation. They may default to tried-and-true methods rather than exploring new possibilities.

When faced with unfamiliar disciplines or alternative approaches, particularly from more disruptive or people-first leaders, they may challenge or dismiss ideas too quickly. This can inadvertently discourage collaboration, create tension with peers, and slow progress toward broader organisational change.

The Expert Challenger is at their best when they balance their authority with openness, using their expertise as a foundation for curiosity rather than a boundary against it. With support to reframe challenge as constructive inquiry, they can be both a guardian of excellence and a catalyst for growth

Synergies

  • The Miscast Perfector: The Challenger's deep domain expertise can provide invaluable guidance and insights to the Perfector, especially when the Perfector is tasked with executing highly technical or specialised projects requiring precision

  • The Reputation Minder: The Minder might strategically leverage the Challenger's recognised expertise to enhance their own standing or achieve specific objectives, while the Challenger might appreciate the platform this provides for their knowledge

Clashes

  • The Visionary Transformer: The Challenger's resistance to new ideas and fixed mindset clash fundamentally with the Transformer's drive for innovation, experimentation, and adaptable communication

  • The Idealistic Architect: The Architect's innovative thinking and desire to challenge the status quo will be met with resistance and potential dismissal from the Challenger, who prefers tried and proven methods

  • The Compassionate Performer: The Challenger's tendency to undervalue skills outside their own expertise, coupled with a fixed mindset, might lead them to dismiss the Performer's human-centered approach as less rigorous or "soft”

  • The Transition Navigator: The Challenger's preference for established methods and resistance to questioning creates direct friction with the Navigator's drive to identify improvements and challenge existing systems.

Resources

A cartoon drawing of a person with hair styled upward, holding their hands in front of their chest in a heart shape, and smiling gently against a teal background.

Compassionate Performer

Strengths

  • Ethical & human-centred

  • Inspiring & nurturing

  • Values driven

Challenges

  • Vulnerable in misaligned environments

  • Political navigation

  • Requires ethical senior leadership

Full Bio

The Compassionate Performer is driven by a commitment to doing the right thing. They are heart-led, placing humanity at the forefront of business, and they inspire loyalty, trust, and high performance in their teams. In a balanced environment, they excel as leaders, creating workplaces that people aspire to be part of.

However, their values can make them vulnerable in organisations that prioritise financial or political objectives over people. They may experience burnout when their efforts to maintain ethical standards are met with resistance or when office politics conflict with their principles.

They are willing to challenge unethical decisions or suggestions, which can attract pushback from colleagues such as Reputation Minders or Aspirational Executors. Despite these challenges, they remain deeply committed to creating environments where people and the organisation can thrive together

Synergies

  • The Visionary Transformer: Their shared commitment to psychological safety, ethical leadership, and human-centered values creates a powerful synergy for building thriving, innovative teams

  • The Blocked Achiever: The Performer can offer vital empathetic support and help the Achiever re-establish crucial team connections, aiding in their emotional well-being and re-engagement

  • The Idealistic Architect: The Performer can help the Architect ground their innovative ideas in practical, empathetic team-building, ensuring that the desired improvements genuinely benefit people

  • The Transition Navigator: The Performer's ethical and human-centered approach can align well with the Navigator's desire to drive improvements that genuinely benefit people, fostering trust and buy-in for change initiatives

Clashes

  • The Reputation Minder: The Minder's self-serving focus and lack of genuine support are in direct opposition to the Performer's ethical, collective-oriented values, leading to significant personal and professional conflict

  • The Aspirational Executor: The Executor's compromised authenticity and hidden agenda clash fundamentally with the Performer's commitment to transparency, integrity, and doing what's right for the team

  • The Expert Challenger: The Challenger's tendency to devalue perspectives outside their own expertise might lead them to dismiss the Performer's human-centered approach, creating a dynamic where the Performer feels unheard or disrespected

Resources