100%A-Player profiles have unusually strong adaptability, learn very quickly and are strongly action-oriented. They have a tendency to succeed and progress easily, regardless of the environment in which they're likely to evolve.
Find out more⭐️ CEO ⭐️ @ Assessfirst
David Bernard is an entrepreneur specialized in the prediction of human behaviour. In 2002 he founded AssessFirst just 30 days after obtaining his Masters degree in Quantitive Psychology. He subsequently developed an innovative application for assessing potential and behaviour in the workplace. In 2008 he put in place the affinity algorithm for dating site Meetic, which matched couples based on their psychological and behavioural compatibility. One year later, he created an online orientation service for Studyrama, used by more than 2 000 000 students. In 2012, he released a predictive algorithm enabling AssessFirst to anticipate the ability of people to succeed and thrive on the job, with an 85% reliability. All in all, nearly 10 million people in more than 30 countries have benefited from the predictions and systems he has developed.
Influence Behaviours in the "influence" category are linked with providing direction. They include developing a professional network, managing teams, making decisions and being motivated to get ideas across. These behaviours provide insight on a person's natural ability to mobilise others and the way they establish relationships.
Cooperate Behaviours 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 behaviours provide insight on a person's natural ability to evolve within a group.
Think Behaviours 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 behaviours provide insight on a person's natural ability to process abstract rather than practical concepts.
Act Behaviours in the "act" category are linked to obtaining results. They include launching projects, implementing action plans, monitoring outcomes, or controlling production quality. These behaviours provide insight on a person's natural ability to understand practical rather than abstract concepts.
Feel Behaviours 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 behaviours provide insight on a person's natural ability to express and channel their emotions in different contexts.
David Bernard comes across as someone determined and strong-minded. He is proactive and always on the lookout for suggestions and initiatives to take his work forward. He has a flexible approach to his job and can easily handle change and unexpected events. The engaging way in which he presents his ideas leaves those he talks to in little doubt - you want to follow his lead. His leadership and passion for continual progress make him an extraordinary driving force in a team.
David Bernard channels his energy almost exclusively towards the search for new challenges. He likes to keep things moving and usually ensures he is at the heart of the action. He needs to work at a fast pace that leaves no room for tedium. For him, taking risks is essential. Stability bores rather than reassures him.
Designing is an essential activity in which David Bernard feels fully engaged. Contributing his imagination and ideas is crucial to him because he draws significant energy and passion from it. It is one of the key ways in which he finds satisfaction in his work.
Evaluating is an activity through which David Bernard can feel personally fulfilled. He particularly likes being a point of reference and contributing his opinions on his field of expertise. He has very specific ideas on how projects should be carried out, and does not hesitate to challenge the opinions of others.
It is essential for David Bernard to be able to invest himself in an activity where he has to initiate the action process. He is satisfied when pushing projects forward and producing results. He is impatient and seeks to instil a dynamic approach to work.
David Bernard is a visionary manager who is inspiring. He motivates his employees around clear shared objectives. Driven by results and valuing achievements, he expects everyone to push themselves to achieve the common goal.
David Bernard expects a manager to be inspiring and to focus on his development at a personal level. He needs to be managed by someone who sets clear roadmaps for him and acts as a mentor in whom he can trust. He is motivated by a leader who rallies the team towards a common goal, while also taking individuality into account.
David Bernard seeks dynamic work environments geared towards results. He is best suited for company cultures that prioritise innovation by adopting a flexible approach to work: everyone is free to choose their own method as long as goals are met. He prefers environments that are reassessed often, and which evolve regularly to incorporate new work methodologies. He expects to be stimulated by his work environment and to be free from the constraints of routines. In short, he has little need for structure and is better served by a culture that values accomplishment.
Capacity to comprehend new and strategic subjects.
Tendency to move quickly from one task to the next, without lingering on obstacles.
Ability to easily assimilate new concepts through analysis.
Brilliant from an intellectual point of view, David Bernard tends to easily assimilate foreign concepts. He is able to understand new or complex subjects without needing to put them into practice. This means he can develop his skills by researching and reading on diverse subjects. He needs to be intellectually stimulated by his work, and might get easily bored otherwise.
David Bernard's spontaneous nature leads him to learn by testing out concepts and techniques himself. He finds that the best way to acquire new knowledge is to first try, develop his understanding through failure, and then try again. He can sometimes lack patience. To assimilate new ideas or new knowledge, he first needs to experiment by himself.
