Community Manager
Hi there: I am writing to respond to an opening, which I believe may report to you. My passion for customer service, community management, and operations have only grown stronger over the years. I know that combining these passions with my experience in these fields, knowledge, and excitement about your company make me a perfect addition to your growing team. As a committed and self-driven employee, here are a few of the many things I’d bring to the table in this position. I can offer you over three decades of experience in customer service and managing community efforts for top-tier companies. I have excellent project-management skills and a unique eye for detail. I am also highly skilled in operations management. All of these things should make me an ideal candidate for this opening. I’m confident I’d make a great addition to your team. I’d love the opportunity to speak with you further about how my various skills and experiences could contribute to the great work you’re doing. I would also welcome you to check out my profile on LinkedIn as well. https://www.linkedin.com/in/saraelizabethheller/ Thank you so much for your consideration. Best regards, Sara Heller
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.
Rarely short of ideas, Sara Heller is quick to take the initiative. They like instigating change at work and need constant stimulation to keep boredom at bay. They make sure collaborators are onboard with the suggestions they put forward, listening to others carefully and making decisions as a group. They are capable of advancing with determination, but also of questioning their approach based on feedback. What's more, they have the capacity to strengthen ties within teams.
Sara Heller'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.
Perfecting is an activity in which Sara Heller finds true satisfaction. They pay utmost attention to the quality of their work, in both substance (accuracy) and form (aesthetics). Being able to dedicate their energy to polishing their work is a major source of motivation for them.
Supporting others is essential for Sara Heller. They attach considerable importance to creating strong bonds with those around them, and having their backs. On the contrary, they can find competitiveness frustrating.
Sara Heller is interested in the process of organizing work. They enjoy setting rules and defining standards for completing projects. They could find it frustrating to begin working on project tasks without having previously defined a clear roadmap.
Sara Heller is a manager who is attentive and actively listens on a daily basis. They value people above results, really take their employees into account, and adapt their expectations based on each person's abilities.
Sara Heller expects a manager to explain exactly what they must do to succeed. However, they also want a leader who allows enough room for them to express themselves and feel fully taken into account. They need a leader who is close to them, motivating them with a result-driven approach while also considering them as a person above all.
Sara Heller is best suited for highly structured cultures where each person has a clearly defined role. They like working in stable environments, with frameworks they can rely on in the long term. They will find disorganized and improvisational work environments hard to bear. They therefore prefer when everyone has a clear mission and nobody encroaches on other people's scopes. They prefer a culture that values the sense of duty, and where rules apply equally to everyone, facilitating good rapport between colleagues. When these conditions are met, they can commit for the long haul.
Capacity to work autonomously.
Tendency to move quickly from one task to the next, without lingering on obstacles.
Ability to build on other people's knowledge.
When it comes to learning new skills, Sara Heller will progress faster through a practical approach. They find it hard to assimilate information without seeing it applied practically first. They will do best if they are taught how to do something new or complex before they tackle it by themselves.
Careful in their approach, Sara Heller prefers to rely on proven strategies. They are observant and tend to adopt tried-and-true concepts that they can trust thoroughly. In this sense, they find it easier to learn from information provided.
