Emotions: Wants to keep up with others in effort and technical performance
Goal: Personal growth
Judges others by: Self-discipline; position and promotions
Influences others by: Confidence in their ability to master new skills; development of "proper" procedures and actions
Value to the organization: Is skilled in technical and people problem-solving; displays proficiency and specialization
Overuses: Overattention to personal objectives; unrealistic expectations of others
Under Pressure: Becomes restrained; is sensitive to criticism
Fears: Predictability; no recognition as an "expert"
Would increase effectiveness with more: Genuine collaboration for common benefit; delegation of key tasks to appropriate individuals 

Practitioners value proficiency in specialized areas. Spurred by a desire to be "good at something‚" they carefully monitor their own work performance. 

Although their aim is to be "the" expert in an area‚ Practitioners frequently give the impression that they know something about everything. This image is particularly strong when they verbalize their knowledge on a variety of subjects.

As Practitioners interact with others‚ they project a
relaxed‚ diplomatic‚ and easygoing style. This congenial attitude may change quickly in their own work area when they become intensely focused in order to meet high standards for performance. Because they value self-discipline‚ Practitioners evaluate others on the basis of their ability to focus on daily performance. They have high expectations of themselves and others‚ and they tend to verbalize their disappointment.

While they naturally concentrate on developing an organized approach to work and increasing their own skills‚ Practitioners also need to help others build skills. In addition‚ they need to increase their appreciation of those who contribute to the work effort even though they may not use the Practitioner’s preferred methods.