Operations Officer
Influence Behaviors in the "influence" category are linked to providing direction. They include developing a professional network, managing teams, making decisions and being motivated to get ideas across. These behaviors provide insight on a person's natural ability to mobilize others and the way they establish relationships.
Cooperate Behaviors in the "Cooperate" category are linked to facilitating collective work. They include mediating interactions between people, solving conflict, making use of the team's resources, and providing support for others. These behaviors provide insight on a person's natural ability to evolve within a group.
Think Behaviors in the "think" category are linked to conceiving projects. They include designing strategies, identifying project risks, evaluating tasks and activities, and contributing new ideas. These behaviors provide insight on a person's natural ability to process abstract rather than practical concepts.
Act Behaviors in the "act" category are linked to obtaining results. They include launching projects, implementing action plans, monitoring outcomes, or controlling production quality. These behaviors provide insight on a person's natural ability to understand practical rather than abstract concepts.
Feel Behaviors in the "feel" category are linked to controlling one's emotions. They include managing stress, investing one's energy, and radiating a positive vibe. These behaviors provide insight on a person's natural ability to express and channel their emotions in different contexts.
Producing high quality work is a priority for Hessa Abdulrahman. Thorough, precise and structured, they strive to avoid mistakes in their work. Their diligent attitude is the result of the importance they place on other people's point of view. They listen to ideas, suggestions, and feedback. They are therefore easy to work with, giving others space, providing support as needed, and performing their tasks meticulously.
Hessa Abdulrahman divides their energy equally between dynamism and stability. Some of their main drivers push them towards taking action and seeking stimulation. However, they also need a certain stability and sound bearings in order to feel comfortable in a professional environment. It is important that they find this balance in order to fully invest themselves in their role.
Organizing work is one of Hessa Abdulrahman's favorite activities. They readily invest themselves when they have to structure a project, fix objectives and set deadlines. They do not tolerate advancing blindly in their work. They feel the need to follow established processes and obtain results quickly.
The role of coordinator highly suits Hessa Abdulrahman. They are particularly motivated by working with a team in order to achieve objectives. They enjoy setting deadlines and communicating on the advancement of projects. They could find it frustrating to not be involved in this type of activity.
When it comes to evaluating, Hessa Abdulrahman likes the part that consists in being autonomous in decision-making. However, they are less comfortable with the idea of challenging the opinions of others, or contributing conflicting points of view.
Hessa Abdulrahman is a manager who explains to their employees exactly what they need to do in order to succeed. However, they still allow enough room for each of them to express themselves. As a leader, they are close to their subordinates, and are driven by results while still attaching importance to human aspects.
Hessa Abdulrahman expects a manager to facilitate collective work and empower each team member. They need a manager who listens actively and is open to their ideas. They want a leader that sets individual development plans while still promoting teamwork. They place special importance on collective intelligence.
Hessa Abdulrahman has the capacity to thrive in a wide range of cultures. There is no standard approach or environment that suits them better than others. They find advantages and drawbacks in every type of work environment. Their level of commitment will therefore not be determined by the culture of the company, but rather by whether their role has the potential to make them feel fulfilled. If their main motivational factors are satisfied by the role, they will be capable of adapting and thriving in any environment.
Capacity to perform familiar and practiced tasks.
Tendency to move quickly from one task to the next, without lingering on obstacles.
Ability to test things and learn from mistakes.
To learn new concepts, Hessa Abdulrahman needs concrete evidence. They develop skills gradually, by accumulating practical experience. Theoretical and abstract concepts are often foreign to them, and contribute little to their progress because they will have a hard time applying them in the context of their job. They master new skills through practice and repetition.
Hessa Abdulrahman's spontaneous nature leads them to learn by testing out concepts and techniques themselves. They finds that the best way to acquire new knowledge is to first try, develop their understanding through failure, and then try again. They can sometimes lack patience. To assimilate new ideas or new knowledge, they first need to experiment by themselves.
