Frederick Buhr

Chief digital officer

  • Bachelor

Summary

Personality
How they behave
Motivations
What they want to do
Reasoning
What they are capable of doing

Shape

Behavioral style

SHAPE SHAPE + DRIVE
Highly motivating aspect that will make them feel fulfilled.
Influence
Influence

Definition

Build relationships / Take the lead / Unite and mobilize

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.

Build relationships
Take the lead
Unite and mobilize
Cooperate
Cooperate

Definition

Communicate with diplomacy / Provide support / Work collaboratively

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.

Communicate with diplomacy
Provide support
Work collaboratively
Think
Think

Definition

Anticipate challenges / Develop a vision / Innovate

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.

Anticipate challenges
Develop a vision
Innovate
Act
Act

Definition

Take initiative / Plan and organize / Inspect and improve

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.

Take initiative
Plan and organize
Inspect and improve
Feel
Feel

Definition

Spread enthusiasm / React swiftly / Handle stress

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.

Spread enthusiasm
React swiftly
Handle stress
Development potential
Highly developed:
Higher than 80% of people
Well developed:
Higher than 60% of people
Moderately developed:
Higher than 40% of people
Slightly developed:
Lower than 60% of people
Undeveloped:
Lower than 80% of people

Personal style: Initiator

Rarely short of ideas, Frederick Buhr 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.

Main strengths

Relationship management
  • They get straight to the point, avoid overstating.
  • They involve others in decision-making and are a team player.
  • They find it easy to be assertive in their relationships, and set the agenda.
Work management
    They tackle one task at a time to avoid losing their focus.
    They think things through, tackling problems from a conceptual angle.
    They adapt easily to change, and consider change positive.
Emotional management
    They ensure their decisions are reliable by assessing the outcomes.
    They express their feelings and find it easy to communicate with others.
    They are responsive, very energetic and have a sense of urgency.

Talents

#lead #attentive #observant #detached #critical #takes part #focused #conceptual #change #initiative #expressive #reassuring

Areas of improvement

    They could communicate more effectively by further advocating for their ideas.
    They could be quicker to decide when the team does not manage to reach an agreement. This would allow them to advance more rapidly.
    They could leave more room for others, avoid intervening in every decision.

Drive

What motivates them the most...

Analyzing data
Having a positive impact on the world
Having clearly defined tasks

What motivates them the least...

Being rewarded
Having an attractive salary
Maintaining personal balance

How they manage their energy

Frederick Buhr channels most of their energy towards taking action. Their main drivers push them to act and take risks. They need to be stimulated to maintain their interest in their activity or role. For them, stability is synonymous with boredom and weariness. It is better to give them new challenges often.

The activities they prefer

ANALYZE
Reflect

Analysis is a key source of personal satisfaction for Frederick Buhr. They enjoy being able to approach situations in an objective and rational manner. They are particularly invested in ensuring important decisions be made in this way, rather than based on intuition or to satisfy others' expectations.

ORGANIZE
Act

Organizing work is an activity in which Frederick Buhr takes particular pleasure. They prefer that projects be structured before any work actually begins. They also want to produce work that is quantifiable and respects set deadlines.

COORDINATE
Interact

Coordinating teamwork is an activity in which Frederick Buhr likes to invest themselves. They are keen on ensuring projects make concrete progress and meet established deadlines. Working as a team to achieve results is something that they value and find motivating.

The work environment they prefer

#relaxed #respect #friendly #process #hospitable #method #proximity #principle #welcoming

Their management style

WINNER
Watch and do as I do
VISIONARY
Come with me

What this means

Frederick Buhr is a manager with a clear and inspiring vision. They rally their employees around precise, shared objectives. Driven by results and focused on achievements, they expect everyone to push themselves to achieve the common goal.

The management style they seek

VISIONARY
Come with me
DIRECTIVE
Do what I tell you

Their ideal manager

Frederick Buhr expects a manager to take the lead and provide clear direction. They need to know exactly what is expected of them, without any ambiguity. They believe a leader must clearly communicate a vision and set the example for the team. They are motivated by someone who values principles and reliability.

The culture in which they blossom

Flexibility Control Relationships Results Collaboration Innovation Organization Competition
Best fit
Good fit

The ideal culture for them

Frederick Buhr 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.


brain

Their way of thinking

Preferred tasks Intermediate

Capacity to work autonomously.

Decision-making Quick

Tendency to move quickly from one task to the next, without lingering on obstacles.

Learning style Innovate

Ability to easily assimilate new concepts through analysis.

How they learn new skills and concepts

Frederick Buhr has a considerable aptitude for assimilating new knowledge. They can learn from advice and from information they gather on their own. Although they can find it helpful, they do not necessarily have to put new skills into practice in order to master them.

Frederick Buhr'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.