What are TAPPL Types?

Individuals bring unique skillsets to the workplace. Across many individuals, however, broader patterns of strengths and weaknesses begin to emerge. These patterns can be grouped into archetypes we all recognize: the Coordinator who organizes, prioritizes, clarifies and delegates in their team; the Thinker who likes to take a difficult problem and crack it, and get lost for days at a time in getting the right answer; the Implementer who roles up her sleeves and wants to get the task done and delivered on time.

To get the most out of the people we work with, we need to have a sense of the type of team member that they are.

Based on peer assessment of strengths and weaknesses, Tappl assigns a primary and secondary “type” to each person, as an indication of how they might work in teams. 



Coordinators organize, build consensus, and delegate. Pushing for efficiency, they're sometimes perceived as calculating.


Drivers are frank, push boundaries, hold peers accountable and thrive under pressure. Sensitivity to others is not a priority.


Implementers turn plans into reality. They focus on tasks and delivery. Stakeholder management is often secondary.



Instigators get projects off the ground. They’re enthusiastic and build support, but can lose interest when it comes to implementation.


Strategists are logical and deliberative, bringing reason and knowledge to decisions. Indecision is sometimes a risk.


Thinkers solve difficult problems with unorthodox, deep thinking. The “right answer” is more important than detail or communication.


These types are heuristics to help understand strengths, weaknesses and preferences within a team. They are not an indication of job role nor a personality profile.  They are not definitive; more than one type can apply to a person.

Understanding Tappl types can help individuals be more self-aware and help teams identify potential strengths, clashes or gaps, making our workplaces better.