Research Manager/Development Manager
Influence 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.
Cooperate 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.
Think 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.
Act 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.
Feel 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.
It is often thought that creativity and conscientiousness stand in the way of each other; Rafael Augusto Avella Peña is a counter-example of this. They adapt very readily to change and seek stimulating activities with a fast work pace. They attach equal importance to producing high quality work. They make sure they do not become too complacent and focus on seeing the projects they undertake through to a successful conclusion. They go about their work independently and concentrate more on their mission than on the relationship aspect of their work.
The motivating factors that Rafael Augusto Avella Peña prioritizes are those of stability. They use their energy to develop standards and points of reference on which to rely. They enjoy being able to establish a certain regularity in the way they manage their work. They avoid making decisions that may generate uncertainty in their situation.
Rafael Augusto Avella Peña is interested in working on the organization of the job. They enjoy, indeed, setting rules and standards in order to complete a project. They could be frustrated beginning an activity without having previously defined a plan to follow.
It is important for them to be able to perfect their work. It is, indeed, a very stimulating activity for them because they attach a lot of importance to the quality of what they produce. They can be counted on to dedicate energy to this activity because it is a source of motivation for them.
Assessment is an activity in which they can be invested because they seek to master all the subjects on which they work. They like, in this sense, providing their vision of work and challenging the opinions of others. Moreover, they less enjoy practicing an activity that isolates them from others, which could be the case for this activity.
Rafael Augusto Avella Peña is a manager who challenges people and gives clear instructions. They are driven by results and set high standards. They're interested in results above all else, even if they know the path there is difficult and challenging, and this is the spirit they want to inspire in their teams.
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.
Rafael Augusto Avella Peña blossoms in a structured environment centered on results. Developing in a work context with principles and rules to follow suits them perfectly. Indeed, they need to know what is allowed or not to set themselves reliable standards on which to rely. They like observing that everything is in place to optimize work and guarantee the attainment of goals. They seek, indeed, a context that judges people, before anything else, on this accomplishments and their capacity to be role-models. In this sense, a competitive culture is a driving force for them because it provides them with clear rules to follow and specific objectives to attain.
Capacity to comprehend new and strategic subjects.
He moves quickly from one task to the next, and does not linger on obstacles.
Easily integrates and tests new concepts himself.
Brilliant from an intellectual point of view, Rafael Augusto Avella Peña tends to easily adapt concepts that were initially foreign. He is able to understand new or complex subjects without needing to see them in practice. This means he can develop his skills by researching and reading about a diverse range of subjects. He needs to be intellectually stimulated by his work, without which he may get bored quickly.
Their spontaneous temperament leads them to learn by testing concepts and techniques themselves. For them, the best way to acquire new knowledge is to try, develop understanding through failure, then start again. They sometimes lack patience. To integrate new ideas or new knowledge, they first need to experiment by themselves.
