Rachel Nixon

HR Manager @ AssessFirst Formation - CAROLINE MIGNIOT 3

  • Professional

Summary

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

Shape

Behavioural style

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

Definition

Build relationships / Take the lead / Unite and mobilise

Behaviours in the "influence" category are linked with providing direction. They include developing a professional network, managing teams, making decisions and being motivated to get ideas across. These behaviours provide insight on a person's natural ability to mobilise others and the way they establish relationships.

Build relationships
Take the lead
Unite and mobilise
Cooperate
Cooperate

Definition

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
Think
Think

Definition

Anticipate challenges / Develop a vision / Innovate

Behaviours 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 behaviours 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 organise / Inspect and Improve

Behaviours in the "act" category are linked to obtaining results. They include launching projects, implementing action plans, monitoring outcomes, or controlling production quality. These behaviours provide insight on a person's natural ability to understand practical rather than abstract concepts.

Take initiative
Plan and organise
Inspect and Improve
Feel
Feel

Definition

Spread enthusiasm / React swiftly / Handle stress

Behaviours 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 behaviours 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: Promoter

Rachel Nixon comes across as someone determined and strong-minded. She is proactive and always on the lookout for suggestions and initiatives to take her work forward. She has a flexible approach to her job and can easily handle change and unexpected events. The engaging way in which she presents her ideas leaves those she talks to in little doubt - you want to follow her lead. Her leadership and passion for continual progress make her an extraordinary driving force in a team.

Main strengths

Relationship management
  • She finds it easy to be assertive in her relationships, and sets the agenda.
  • She finds it easy to socialize and is approachable.
  • She adapts her speech to her audience and shows warmth.
Work management
    She sticks to her scope and focuses on her responsibilities.
    She adapts easily to change, and considers change positive.
    She can manage several projects at the same time.
Emotional management
    She is responsive, very energetic and has a sense of urgency.
    She expresses her feelings and finds it easy to communicate with others.
    She radiates enthusiasm and sees the bright side of things.

Talents

#lead #conviction #approachable #tactful #tolerant #independent #multi-tasker #conventional #change #to the point #formalistic #responsive #expressive

Areas of improvement

    She could sometimes be more proactive and take more initiative, by venturing beyond her scope.
    She could leave more room for others, avoid intervening in every decision.
    She could probably be more focused on the job at hand if she limited her interactions.

Drive

What motivates them the most...

Working as part of a team
Maintaining personal balance
Being recognised by others

What motivates them the least...

Creating new things
Having an attractive salary
Seeking competition

How they manage their energy

Rachel Nixon's main drivers lead her to prioritise stability. She channels her energy into getting sound bearings and establishing reliable points of reference. She enjoys being able to establish an even rhythm for her daily activity at work. She avoids making decisions that may put her in a position of uncertainty.

The activities they prefer

PROMOTE
Interact

Promoting projects is an activity in which Rachel Nixon thrives. She finds satisfaction in being an ambassador for projects, and presenting ideas to a larger audience. She needs a position that allows her to take on this role because she draws a significant amount of energy from it.

DESIGN
Reflect

Rachel Nixon likes only certain aspects of activities related to design. She appreciates, for example, having a certain freedom in the way she manages her work. However, she does not feel a particular need to express her creativity and create new things.

PERFECT
Act

Perfecting her work is a task in which Rachel Nixon can invest herself, even though it is of secondary importance to her. She does pay significant attention to these aspects and ensures that she produces quality work. However, she does not want to make it her main priority.

The work environment they prefer

#fun #flexibility #relaxed #freedom #friendly #permissiveness #humour #proximity #adaptability

Their management style

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

What this means

Rachel Nixon is a manager who's first and foremost concern is her team's wellbeing. She believes it's important to listen and take individual limitations into account. She inspires employees who need a leader who looks after the human side and isn't solely focused on results. She is motivated by working as a team and developing the collective.

The management style they seek

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

Their ideal manager

Rachel Nixon expects a manager to be concerned foremost with the team's well-being. She needs a manager who will listen to her with compassion, and who takes individual limitations into account. The leader who inspires her and whom she trusts is one who acknowledges human aspects instead of focusing solely on results. She is motivated by teamwork and collective development.

The culture in which she blossoms

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

The ideal culture for them

Rachel Nixon has the capacity to thrive in a wide range of cultures. There is no standard approach or environment that suits her better than others. She finds advantages and drawbacks in every type of work environment. Her level of commitment will therefore not be determined by the culture of the company, but rather by whether her role has the potential to make her feel fulfilled. If her main motivational factors are satisfied by the role, she will be capable of adapting and thriving in any environment.


brain

Their way of thinking

Preferred tasks Intermediate

Capacity to work autonomously.

Decision-making Reasoned

Tendency to dedicate time to ensuring decisions are right.

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, Rachel Nixon will progress faster through a practical approach. She finds it hard to assimilate information without seeing it applied practically first. She will do best if she is taught how to do something new or complex before she tackles it by herself.

Rachel Nixon's natural tendency is to learn by testing out ideas first, then potentially reassessing them as necessary based on experience. She does not need to know everything on a subject before allowing herself to experiment. Understanding the basics is enough for her, after which she needs to swing into action.