Robert Ohare

SVP Sales, Marketing and Partnerships

  • Bachelor


Sales, business development, c-level relationship, Alliances


Charity work Cooking Wine collection Scuba


How they behave
What they want to do
What they can do


Personal Pitch

A consistent top performer with both global enterprises and emerging companies. Exceptional level of drive, passion and tenacity for success.


Preferred behaviors

Shape Shape + Drive
Highly motivating aspect that will make him feel fulfilled


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


Communicate with diplomacy / Provide support / Work collaboratively

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.

Communicate with diplomacy
Provide support
Work collaboratively


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


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


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
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
Lower than 80% of people

Personal style

Robert Ohare 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.

Their strong points

In their relation to others
  • They find it easy to make contact with people and are approachable.
  • They try to get their ideas across, inspire team spirit.
  • They find it easy to be assertive in their relationships, set the agenda.
In their working style
    They strive for excellence and are not satisfied with the bare minimum.
    They get straight to the point, are able to see the whole picture and work quickly.
    They do not waste their efforts when they are stuck and find it easy to delegate.
In their emotional management
    They express their feelings and find it easy to communicate with people.
    They are responsive, very energetic and have a sense of urgency.
    They show discernment and make judgments based on facts.

Talent Tags

#lead #conviction #approachable #tactful #takes part #sees overall picture #delegates #initiative #responsive #factual #expressive #takes risks

How they could be more effective

    They would benefit from finishing what they have started before beginning new activities.
    They could better channel their energy and enthusiasm, notably when those around them try to concentrate.
    They would be probably be more focused in the job at hand if their interactions were sometimes limited.


What drives him ...

Creating new things
Focusing on quality
Working as part of a team

And what motivates them less

Working in a fun environment
Having an attractive remuneration
Maintaining personal balance

The way they manage their energy

They orient the majority of their energy towards action. Their sources of motivation push them to move and take risks. They need to be stimulated to maintain their interest in an activity or a position. For them, stability is synonymous with boredom and tiredness. It is better to regularly offer them new challenges.

The activities they prefer


It is essential for them to be able to invest themselves in an activity where they have to initiate the action process. They are satisfied when pushing projects and producing results. They are impatient and seek to boost the energy when carrying out work.


Design is part of the activities that most interests Robert Ohare. 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.


This activity absolutely suits Robert Ohare. They particularly like to be a point of reference to assess a subject. They like providing their critique, their opinions and comparing them with others. Assessment is, therefore, a principle source of motivation for Robert Ohare.

The environment they seek

#studious #respect #professional #process #calm #method #concentration #order #serious

The management style they use

Come with me
Try this

What this means

Robert Ohare is an inspiring manager who tries to help their employees develop individually. They create an action plan for each of them and positions themselves as a mentor. They're a manager who pulls everyone towards a common goal but who can also take into account individuality.

The management style they seek

Watch and do as I do
Do what I tell you

How should they be managed?

They expect a manager to challenge them and give them clear directives. They are carried by a sense of outcome and like that, where they are concerned, high expectations are formed. They need a leader who is interested in, above all, the result, even if the way to achieve it is difficult and punishing. They are motivated by challenges and by managers who can be highly assertive.

The culture in which they blossom

Flexibility Control Relationships Results Collaboration Innovation Organization Competition
Preferred culture
Secondary culture

What environment will he thrive in?

Robert Ohare needs to develop in a work context which values personal results and accomplishments. They seek an environment that is flexible enough to adapt to their development and prioritizes innovation, but the flexibility must not hinder the attainment of fixed objectives. They are ready to accept stricter rules if they better allow them to coordinate and ensure the aims of the organization. Having a routine and stable work context is difficult for them to manage. They need to be stimulated by their environment to maintain their commitment, and to be able to observe concrete developments in the results obtained.


Their way of thinking

Preferred tasks Simple

Capacity to perform habitual and well-ingrained tasks.

Decision-making Reasoned

He dedicates time to ensuring his decisions are right.

Learning style Experiment

Learns by testing and making his own mistakes.

Problems they can deal with

To learn new concepts, Robert Ohare 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 natural tendency is to learn and test ideas, then eventually reconsider them with regard to their own experiences. They do not expect to know everything on the subject before experimenting. Understanding the fundamentals is enough for them, after which they need to move into action.