Accountant
good
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.
It is often thought that creativity and structure stand in the way of each other; Sk Aminuddin is the perfect counter-example. Their curiosity is piqued by novelty and they favor stimulating, fast-paced work, but this does not stop them from producing high-quality work. They are careful not to become complacent, and focus on seeing their projects through to completion. They go about their work independently, focusing more on their mission than on the relational aspects of their work.
Sk Aminuddin's main drivers lead them to prioritize stability. They channel their energy into getting sound bearings and establishing reliable points of reference. They enjoy being able to establish an even rhythm for their daily activity at work. They avoid making decisions that may put them in a position of uncertainty.
Sk Aminuddin likes getting involved in organizing and planning work because they need clear frameworks. It is important to them that the rules be respected. They do not feel a specific need to monitor their progress closely, but rather focus on following the established plan.
There is an aspect of coordination that Sk Aminuddin particularly enjoys: participating in collective work. Communicating with others and producing work as a group is particularly motivating to them. However, they are less motivated by aspects such as monitoring objectives and ensuring the timely delivery of concrete results.
Sk Aminuddin likes interacting with many different people. In this sense, handling the promotion of a project is an activity that particularly interests them, as it allows them to meet many people. However, it is not an activity where they are fully satisfied because they do not seek to influence others or advocate their own ideas.
Sk Aminuddin sets a strong example for their team while still leaving room for individuality. They know how to establish clear rules, listen to others and promote teamwork. They foster a strong team identity.
Sk Aminuddin expects a manager to be attentive and actively listen to them. They work well with leaders who put people before results. They need a manager who really takes them into account, and whose expectations are adapted to their individual capacities. They need to feel supported to be truly at ease.
Sk Aminuddin thrives in cultures geared towards relationships and a collective spirit, where human aspects are prioritized, and everyone feels like they belong. This means environments where rules are adapted to ensure everyone's needs are accounted for. They avoid results-driven or data-driven workplaces, which would clash with their expectations in terms of atmosphere. They prefer a culture where collective accomplishments are valued above all. Ideally, it should be an environment that provides clear guidelines, but allows for individual approaches so everyone can find their place.
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, Sk Aminuddin 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.
Sk Aminuddin'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.
