Mike Osredkar

Analyst

  • 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: Partner

Producing high quality work is a priority for Mike Osredkar. Thorough, precise and structured, they strive to avoid mistakes in their work. Their diligent attitude is the result of the importance they place on other people's point of view. They listen to ideas, suggestions, and feedback. They are therefore easy to work with, giving others space, providing support as needed, and performing their tasks meticulously.

Main strengths

Relationship management
  • They are humble and do not impose their authority.
  • They entertain few relationships and hold back.
  • They have a positive view of criticism and tolerate different points of view.
Work management
    They prefer employing tried-and-tested approaches.
    They are meticulous, check their work and make few mistakes.
    They stick to their scope and focus on their responsibilities.
Emotional management
    They control their emotions and do not let others be affected by them.
    They radiate enthusiasm and see the bright side of things.
    They are responsive, very energetic and have a sense of urgency.

Talents

#modesty #observant #sincere #tolerant #conventional #analytical #formalistic #enthusiastic #self-controlled

Areas of improvement

    They could forge bonds more easily with others if they shared more of their emotions and feelings.
    They would benefit from being more assertive in their relationships, getting their points of view across.
    They would benefit from being more proactive in their relationships, initiating conversations with those around them.

Drive

What motivates them the most...

Having a positive impact on the world
Having clearly defined tasks
Having autonomy

What motivates them the least...

Working in a disciplined environment
Being rewarded
Seeking competition

How they manage their energy

Mike Osredkar'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.

The activities they prefer

ANALYZE
Think

Analyzing is an activity that highly suits Mike Osredkar. They particularly enjoy understanding the links between data and being able to draw reliable conclusions. It is important for them that conducting analyses be one of the key tasks in the projects that are entrusted to them, so they can feel truly fulfilled.

SUPPORT
Interact

It is important for Mike Osredkar to have a role that allows them to support those around them. Indeed, they largely prioritize support over competition. They enjoy creating bonds and fostering cohesion among team members.

DESIGN
Think

Mike Osredkar likes only certain aspects of activities related to design. They appreciate, for example, having a certain freedom in the way they manage their work. However, they do not feel a particular need to express their creativity and create new things.

The work environment they prefer

#fun #flexibility #relaxed #liberty #friendly #permissiveness #humor #proximity #adaptability

Their management style

EMPATHETIC
Collaborators first
PARTICIPATIVE
And you, what do you think?

What this means

Mike Osredkar is a manager whose foremost concern is the team's wellbeing. They strive to listen to others and take their individual limitations into account. They are an inspiration for employees who prefer a manager that acknowledges human aspects instead of focusing solely on results. They are motivated by teamwork and by fostering a collective spirit.

The management style they seek

VISIONARY
Come with me
EMPATHETIC
Collaborators first

Their ideal manager

Mike Osredkar expects a manager to provide a clear vision and actively listen to the team. They to know that their manager is there for them. They believe a leader must be interested first and foremost in the people they manage, before focusing on results. Their manager must also act as a guide, a point of reference for the future.

The culture in which they blossom

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

The ideal culture for them

Mike Osredkar 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, and where mutual respect is a top value. They avoid results-driven or data-driven workplaces, preferring cultures centered around collaboration and collective projects. They consider it important that this mindset be shared across the company.


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 Experiment

Ability to test things and learn from mistakes.

How they learn new skills and concepts

When it comes to learning new skills, Mike Osredkar 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.

Mike Osredkar'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.