60%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.
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Influence 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.
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 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.
Act 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.
Feel 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.
Caroline Guieu is both a leader and a very conscientious person, with complementary qualities which enable her to set the agenda for projects and successfully complete them as well. Factual in her analysis, she pays special attention to the reliability of the decisions she takes and the work she conducts. She is very insistent about following procedures and is quick to remind the people she works with to do so. She does her utmost to achieve the outcome she has set herself, even if it must damage the quality of her relationships.
Caroline Guieu orients her energy almost exclusively towards the search for new challenges. She likes that things move and generally makes sure to always be at the centre of the action. What she needs is a fast pace that does not leave room for boredom. For her, taking risks is essential. Stability annoys rather than reassures her.
Designing is an essential activity in which Caroline Guieu feels fully engaged. Contributing her imagination and ideas is, indeed, crucial for her because she draws a lot of energy and interest from it. It is one of the ways she finds satisfaction in her work.
This activity can absolutely suit Caroline Guieu in the sense that it involves a detached view and a decisive decision-making on a subject. She enjoys challenging others' points of view and bringing her perspective to a subject. She likes being able to demonstrate independence in her judgements.
Analysis is an activity that absolutely suits Caroline Guieu. She particularly enjoys studying the links between data and being able to draw reliable conclusions. It is, therefore, important for her to do this activity in the projects that are entrusted to her in order to be personally satisfied.
Caroline Guieu is an inspiring manager who tries to help her employees develop individually. She creates an action plan for each of them and positions herself as a mentor. She's a manager who pulls everyone towards a common goal but who can also take into account individuality.
Caroline Guieu expects a manager to bring a vision and inspire. She needs, above all, to be challenged towards clear and shared objectives. She needs a leader who gets involved and who asks her to push herself to achieve the collective objective. She is motivated by a leader who has a sense of outcomes and who values accomplished results.
Caroline Guieu is fully engaged in a culture oriented towards relationships with others and the collective. She likes that the person is foremost valued and that each person is satisfied in the work environment. This requires that the rules are able to adapt accordingly to suit everyone. She avoids environments where the results are foremost valued, and where the data culture is dominant. She rather needs a work context that values collective accomplishments. She likes, indeed, to observe that the collaboration is led towards the attainment of targeted goals. Indeed, she is bored if she work environment is too stable and she stagnates in her situation.
Capacity to work autonomously.
She takes the time to make most of her resources.
Easily integrates and tests new concepts herself.
Caroline Guieu has a certain facility for understanding new concepts. She progresses on the basis of advice she receives, or information that she discovers. Even though it helps her learning process, she does not necessarily need to practice an activity concretely to know how to do it.
Caroline Guieu's spontaneous temperament leads her to learn by testing concepts and techniques herself. For her, the best way to acquire new knowledge is to try, develop understanding through failure, then start again. She sometimes lacks patience. To integrate new ideas or new knowledge, she first needs to experiment by herself.
