Discover Your Processing Style And How It Impacts Your Work

While most of us are quite aware of the different communication styles, I want to shift to a topic we don’t often discuss (but we should!) - the different processing styles. The way that we take in and understand information shapes so much of the way we work.

Understanding your processing style can lead to greater self-awareness. You’re able to recognize your strengths, preferences, and potential blindspots, leading to improved decision-making and personal growth.

When we’re also able to recognize and understand the processing style of those around us, we’re able to collaborate and communicate more effectively. People are much less likely to react or engage in unproductive conflict if they understand, “that’s just the way they are.”

As leaders, we can use this information to optimize team dynamics and delegate strategically by allowing each member to play to their strengths and align responsibilities accordingly. We can adopt a more inclusive leadership style that values and leverages each person's unique contributions. And by promoting awareness of processing styles we reduce conflict and misunderstandings because everyone learns to appreciate and respect different styles.

Discover The 10 Processing Style Types

Let’s look at each of the different processing styles. As you read through each example, notice which ones you recognize yourself in.

#1 Verbal Processor

I recently had the privilege of working with a team of very thoughtful leaders. They listened intently, and the conversation, in some ways, seemed slow to get started.

What I didn’t know when I set out to facilitate this group was that about half the team had a different processing style. So, while two of the leaders processed verbally, thinking through things out loud in the moment, brainstorming aloud, generating options, and sharing their ideas and opinions easily, not everyone operated the same way.

Verbal processors use language and words as a primary means of thinking and understanding information. They’re good at negotiating, facilitating, discussing, and communicating ideas.

#2 Reflective Processor

Some of the other leaders in the group were reflective processors. They like time to think through options and consequences. They may even do scenario planning - thoroughly thinking through all of the alternatives.

Reflective processors like informed decisions, strategic planning, and problem-solving. They tend to perform consistently and are good at mitigating risk. However, this style of processing means that decision-making takes time, and they may struggle in situations with rapid change or ambiguity. 

#3 Visual Processor

Sure enough, as we continued training, I was explaining a concept, and I could see one leader’s body language change when I shared a visual. She even doodled it on a sticky note. 

These are the visual processors, and they love diagrams, charts, and images and use them to understand and move to a solution. Analogies where you “paint a picture” can be super helpful when speaking to these people verbally. Asking these types of processors to imagine and verbally share or draw an image can help with connection and create a shared understanding.

Visual processors often excel at visioning and long-term goals, design, and aesthetics, generating creative solutions and visual communications (charts, graphs, etc). They may prefer holistic and intuitive thinking to detailed analytical analysis.

#4 Intuitive Processor

One member of the group was someone who led with her gut—relying on her instincts. People who use this style of processing can be very successful. They sometimes know an answer quite quickly, and other times, they will need space to get quiet or still so they can really ascertain what feels right to them - even if it’s subconscious. Studies have shown that the subconscious can actually recognize patterns - so decision-making can be wonderful, and answers are fairly accurate when people have relevant experience.

However, this style is also influenced by emotions, so when someone is triggered, and in their limbic system, things can go awry. Folks using this style should also consider their confirmation bias. Intuitive processors tend to have strong interpersonal skills and are willing to take calculated risks. They may have difficulty articulating the reasons behind their decision, be willing to overlook important details or resist a data-driven approach.

#5 Reactive Processor

One style I didn’t see in this group is the reactive processing style. This style can be great in a crunch - people can act quickly without a long, drawn-out timeframe. People may go with their gut, follow a routine, or do it the way they’ve always done it (habit).

When I worked with IBM, we had a saying, “Ready. Fire. Aim,” we used it to slow ourselves down and approach things more thoughtfully. I had the chance to use this phrase again a few years ago when I worked with a team of super smart people, several of whom had reactive processing styles. “Ready. Fire. Aim” worked just as well with this team, and calling out this dynamic was enough to enable them to introduce some processes into their meetings and project planning to take advantage of the benefits of this style while ensuring they also stepped back and took a minute to consider different implications.

Individuals with reactive processing styles are quick to respond in emergencies and thrive in dynamic work environments. They’re adaptable, efficient in routine tasks, and like hands-on problem-solving. However, they can be impulsive, focus more on short-term solutions, and might struggle with nuance and complexity.

#6 Holistic Processor

It’s nice to have at least one holistic processor in the group - given that they’re able to get on the balcony and see the entire situation. They can easily see how systems, processes, and other aspects of the situation are related to and influenced by one another. Including whether there may be correlation or causality.

However, they often don’t want to know the details, which can backfire, especially if they’re managing a function or a project where “the devil is in the details,” as they say. For example, I recently talked to a colleague who has a manager who wants a very, very brief overall view of her team’s functions, which doesn’t allow her to understand enough of a certain issue to help remove obstacles.

Holistic processors are fantastic at creating a strategic vision and creative problem-solving. They’re often good at collaboration and crisis management. However, they can get stuck in analysis paralysis, struggle with change, prioritization, or communicating their vision.

#7 Analytical Processor

For this colleague, it might have been nice to have a manager with an analytical processing style. One of my coaching clients is absolutely this style, and it allows us to be really specific and focused because my client can break it down into smaller, more manageable chunks.

Analytical processors can feel uncomfortable when there isn’t a lot of data. And sometimes, because these folks love logic and facts, people who are more emotional can be baffling. Analytical thinkers often like order and facts and more time to process. However, they’re detail-oriented and thorough decision-makers who are good at strategic planning and risk assessment.

#8 Systematic Processor

Another style I really appreciate (as it’s so different from mine) is the systemic processing style. These folks love a pros/cons list or really any framework, process, or checklist. I have two coaching clients who are like this, and I’m in awe of how well-thought-out and deliberate this approach is.

This commitment to order and consistency can serve teams in good stead, particularly on a project team, as they’ll ensure all aspects of a situation are considered before moving to a solution. This can frustrate reactive styles though!

In addition to project management, this style is great at quality assurance and risk mitigation. However, they may seem inflexible, struggle with ambiguity, or rely on processes at the expense of creativity and innovation.

#9 Creative Processors

On the other end of the spectrum are creative processors. These folks are always about finding a creative solution and developing new ideas. They can be very imaginative, love experimentation, and are comfortable with ambiguity and uncertainty.This may make others who want to arrive at a clear, comfortable solution feel like they’re on shifting sands or even a boat in the middle of a stormy sea (how’s that analogy for my visual processors?). 

Creative processors are adaptable and great at communicating complex ideas. They’re good at collaborating and inspiring others to think outside the box. Their unconventional approach may involve some risk, however, and they may resist structure and get bored with routine tasks.

#10 Emotional Processor

The final processing style is emotional processing. As their name implies, they consider their emotions and the emotions of others when making decisions. They prioritize empathy, compassion, and personal values, and they love finding win/win solutions.

These traits make them adept at interpersonal relationships and conflict resolution. They can make effective leaders and deal well with clients. However, there’s a risk of emotional bias with this style. They may experience difficulty in maintaining objectivity or experience communication challenges with logical and analytical types.

The way I often see this play out in teams is that someone will really want to prioritize the good of staff members or their team members and will put that above possible financial results. This empathy, when combined with other styles, can make a leader very successful. On its own, however, it has some drawbacks from an organizational standpoint.

Most Of Us Are A Mix

Consider how you approach different situations. 

• What do you rely on most? 
• What other styles feel comfortable? 
• Which ones do you naturally avoid? 
• Next, consider your close family and friends; what styles are they?

I’d also like to encourage you to engage in a conversation about processing styles with key stakeholders or your teams (particularly your project teams). You could even send them this article to get the conversation started. My hope is that greater self-awareness and awareness of the styles around you will save you some headaches along the way.