A-Player profiles have unusually strong adaptability, learn very quickly and are strongly action-oriented. They have a tendency to succeed and progress easily, regardless of the environment in which they're likely to evolve.Find out more
CRM / Customer Service Manager
Service and Support are part of my DNA and I want to share that with your organisation in order to nurture outstanding, fulfilling and sustainable customer experiences. Whether as leader, mentor or team player, I strive to engage, empower and motivate my peers to exceed our goals.
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.
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.
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.
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.
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, Arnaud Adam is quick to take the initiative. He likes instigating change at work and needs constant stimulation to keep boredom at bay. He makes sure collaborators are onboard with the suggestions he puts forward, listening to others carefully and making decisions as a group. He is capable of advancing with determination, but also of questioning his approach based on feedback. What's more, he has the capacity to strengthen ties within teams.
Arnaud Adam channels his energy almost exclusively towards the search for new challenges. He likes to keep things moving and usually ensures he is at the heart of the action. He needs to work at a fast pace that leaves no room for tedium. For him, taking risks is essential. Stability bores rather than reassures him.
Arnaud Adam is interested in activities that require his creativity. This is particularly true when it comes to planning and organizing his work. He values having the possibility to think and act as he likes.
Being able to instill a dynamic approach to work is a main source of fulfillment for Arnaud Adam. He demonstrates high energy and conveys that energy through his work, most notably by driving others to action. He needs to see projects progress and uses his restlessness to further their advancement.
Arnaud Adam particularly enjoys investing himself in the promotion of a project. He is passionate about advocating a product or project to stakeholders or team members. He draws significant satisfaction from carrying out presentations or making sales.
Arnaud Adam is a manager who challenges his team daily. He likes to dynamize employees, mainly through ambitious goals. In his view, a leader is someone who sets challenges tailored to each person to help them develop. He has an individual approach to management, geared towards results.
Arnaud Adam expects a manager to provide a clear and inspiring vision. Above all, he wants to be motivated towards precise, shared objectives. He needs a leader who is involved and asks him to push himself to achieve the common goal. He is motivated by results-driven leaders who value achievements.
Arnaud Adam seeks dynamic work environments geared towards results. He is best suited for company cultures that prioritize innovation by adopting a flexible approach to work: everyone is free to choose their own method as long as goals are met. He prefers environments that are reassessed often, and which evolve regularly to incorporate new work methodologies. He expects to be stimulated by his work environment and to be free from the constraints of routines. In short, he has little need for structure and is better served by a culture that values accomplishment.
Capacity to comprehend new and strategic subjects.
Tendency to dedicate time to ensuring decisions are right.
Ability to easily assimilate new concepts through analysis.
Brilliant from an intellectual point of view, Arnaud Adam tends to easily assimilate foreign concepts. He is able to understand new or complex subjects without needing to put them into practice. This means he can develop his skills by researching and reading on diverse subjects. He needs to be intellectually stimulated by his work, and might get easily bored otherwise.
Arnaud Adam's spontaneous nature leads him to learn by testing out concepts and techniques himself. He finds that the best way to acquire new knowledge is to first try, develop his understanding through failure, and then try again. He can sometimes lack patience. To assimilate new ideas or new knowledge, he first needs to experiment by himself.