Multi-Skilled Employee
I love the contemporary online environment, with all the social media websites, the online videos, and the gifs, boomerangs, or the cinemagraphs. It is fascinating to see how making news and digesting the news have changed nowadays. Over the past thirteen years, I had gained extensive experience in news editing, video editing and article writing for printed and online newspapers, about culture, politics and local news, and also in managing social media channels, or microblogging.
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 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 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.
Szandra Csont comes across as someone determined and strong-minded. They are proactive and always on the lookout for suggestions and actions to take their work forward. They have a flexible approach to their job and can easily handle change and unexpected events. The engaging way in which they present their ideas leaves those they talk to in little doubt - you want to follow them. Their leadership and desire for continual progress make them an incredible driving force in a team.
Szandra Csont's energy is divided between vigour and stability. One of their motivating factors is oriented towards action and the search for stimulation. But they also need a certain stability and standards to feel comfortable in a professional environment. It is important for them to find this balance in order to fully invest themselves in their position.
Design is part of the activities that most interests Szandra Csont. They very much like being able to contribute their ideas and think about things that don't yet exist. They avoid, however, doing it in a vague context without clear standards.
It is important for them to be able to perfect their work. It is, indeed, a very stimulating activity for them because they attach a lot of importance to the quality of what they produce. They can be counted on to dedicate energy to this activity because it is a source of motivation for them.
They can invest themselves in this activity even though it is not one of their priorities. They like, in a certain measure, being able to provide their perspective on specific subjects and seek to be a point of reference to judge an aspect of the job.
Szandra Csont is a hands-on manager who gives clear directions. They let people know what is expected and thus avoid any ambiguity. For them, a leader should clearly explain their vision and set the example for the team. They value following the rules and reliability.
Szandra Csont expects a manager to take the lead and provide clear instructions. They need to know what is expected of them and avoid any ambiguity. For them, a leader must clearly express a vision and chart a clear course to monitor the group. They are motivated by someone who values respect of principles and reliability.
Szandra Csont is able to blossom in very different cultures. There is no standard working style that absolutely suits them. They find advantages and drawbacks in every work environment. It is not the company culture that influences their commitment, but rather, the capacity of the position to provide what they seek through the work. If they find their principle motivating factors, the structure in which they develop does not matter as they are capable of adapting and being satisfied.
Capacity to perform habitual and well-ingrained tasks.
They move quickly from one task to the next, and do not linger on obstacles.
Learn by testing and making their own mistakes.
To learn new concepts, Szandra Csont needs concrete evidence. They develop skills gradually from accumulated field experience. Aspects that are theoretical or too abstract are often foreign to them, and do not help them progress. Indeed, they have difficulties transferring them within the structure of work. They acquire new knowledge through practice and repetition.
Their spontaneous temperament leads them to learn by testing concepts and techniques themselves. For them, the best way to acquire new knowledge is to try, develop understanding through failure, then start again. They sometimes lack patience. To integrate new ideas or new knowledge, they first need to experiment by themselves.
