Tom Murray

HR Manager

  • Master

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: Promoter

Tom Murray comes across as someone determined and strong-minded. They are proactive and always on the lookout for suggestions and initiatives 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 their lead. Their leadership and passion for continual progress make them an extraordinary driving force in a team.

Main strengths

Relationship management
  • They find it easy to be assertive in their relationships, and set the agenda.
  • They try to get their ideas across and inspire team spirit.
  • They establish genuine relationships and show an interest in people.
Work management
    They handle unexpected events with ease and are able to improvise.
    They are concise, get straight to the point, and work quickly.
    They have a practical approach, geared towards action.
Emotional management
    They are responsive, very energetic and have a sense of urgency.
    They show discernment and make judgments based on facts.
    They control their emotions and do not let others be affected by them.

Talents

#lead #conviction #sincere #independent #practical #change #improvises #sees overall picture #responsive

Areas of improvement

    They could give others more visibility on their progress by planning work rigorously.
    They could leave more room for others, avoid intervening in every decision.
    They could be more succinct in their explanations, stick to responding simply to questions asked.

Drive

What motivates them the most...

Analyzing data
Meeting new people
Being recognized by others

What motivates them the least...

Focusing on aesthetics
Having clearly defined tasks
Having autonomy

How they manage their energy

Tom Murray divides their energy equally between dynamism and stability. Some of their main drivers push them towards taking action and seeking stimulation. However, they also need a certain stability and sound bearings in order to feel comfortable in a professional environment. It is important that they find this balance in order to fully invest themselves in their role.

The activities they prefer

DESIGN
Think

Tom Murray is interested in activities that require their creativity. This is particularly true when it comes to planning and organizing their work. They value having the possibility to think and act as they like.

PROMOTE
Interact

Promoting a project is an activity that particularly interests Tom Murray. They highly enjoy working with a large number of people and communicating their ideas. It is important for them that this be part of their day-to-day.

ANALYZE
Think

Tom Murray truly invests themselves in the analysis of factual data. They enjoy drawing conclusions from rational elements. However, it is an activity that can also frustrate them because they have a strong need for approval, and this can sometimes conflict with the need to maintain an objective view of situations.

The work environment they prefer

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

Their management style

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

What this means

Tom Murray 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

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

Their ideal manager

Tom Murray expects a manager to be concerned foremost with the team's wellbeing. They need a manager who will listen to them with compassion, and who takes individual limitations into account. The leader who inspires them and whom they trust is one who acknowledges human aspects instead of focusing solely on results. They are motivated by teamwork and collective development.

The culture in which they blossom

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

The ideal culture for them

Tom Murray 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 Complex

Capacity to comprehend new and strategic subjects.

Decision-making Quick

Tendency to move quickly from one task to the next, without lingering on obstacles.

Learning style Deepen

Ability to progress by putting proven concepts to use.

How they learn new skills and concepts

Brilliant from an intellectual point of view, Tom Murray tends to easily assimilate foreign concepts. They are able to understand new or complex subjects without needing to put them into practice. This means they can develop their skills by reaserching and reading on diverse subjects. They need to be intellectually stimulated by their work, and might get easily bored otherwise.

Before incorporating new information, Tom Murray tries to validate its quality. They prefer to rely on subject matter experts, or well-proven strategies. In general, they avoid taking solo initiatives or trying out new methods without guarantee of their suitability.