Diana Sakota

Recruitment Officer

  • Bachelor

Summary

Personality
How she behaves
Motivations
What she wants to do
Reasoning
What she can do

Shape

Preferred behaviours

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
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

Rarely short of ideas, Diana Sakota readily takes the initiative. She likes provoking change in her work and needs to be highly stimulated so as not to become bored. She ensures that her suggestions are acceptable to the people she works with. She is in touch with people and prefers making decisions as a group. She is both able to move forward and question herself on the basis of feedback she receives. In addition, she can strengthen ties within teams.

Her strong points

Relationships with others
  • She finds it easy to make contact with people and is approachable.
  • She adapts her communication to those she talks to and is warm.
  • She is modest and does not try to be assertive.
Working style
    She gets straight to the point, is able to see the whole picture and works quickly.
    She strives for excellence and is not satisfied with the bare minimum.
    She is able to deal with several projects at the same time.
Emotional management
    She "tries things out" and is willing to take risks.
    She is calm and collected and is not thrown off balance by external events.
    She shows discernment and makes judgments based on facts.

Talent Tags

#modesty #attentive #approachable #tactful #tolerant #independent #multi-tasker #conventional #change #to the point #initiative #takes risks

How she could be more effective

    She would be probably be more focused in the job at hand if her interactions were sometimes limited.
    She could more regularly express what bothers her about others, dare to say what she does not like.
    She would probably avoid committing certain mistakes if she checked her work before sending it to others.

Drive

What motivates her the most ...

Working in a fun environment
Having autonomy
Being recognised by others

And what motivates her less

Create new things
Analyse data
Working in a disciplined environment

The way she manages her energy

Diana Sakota's energy is divided between vigour and stability. One of her motivating factors is oriented towards action and the search for stimulation. But she also needs a certain stability and standards to feel comfortable in a professional environment. It is important for her to find this balance in order to fully invest herself in her position.

The activities she prefers

EVALUATE
Reflect

This activity can absolutely suit Diana Sakota 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.

DESIGN
Reflect

Diana Sakota partly likes working on design projects. She likes, indeed, have a certain freedom in the way she manages her work. But she does not necessarily need to express her creativity and create new things.

PROPEL
Act

Fast-tracking projects is an activity in which Diana Sakota can be satisfied. She is relatively stimulated by obstacles and enjoys boosting the energy in her work. This remains, however, a secondary source of motivation for her, which reinforces her commitment.

The environment she seeks

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

The management style she uses

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

What this means

Diana Sakota 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 she seeks

COACH
Try this
EMPATHETIC
Collaborators first

How should she be managed?

Diana Sakota expects a manager to listen to and give her attention. She works well with leaders who value people before results. She needs to know that her manager really takes her into account, and that expectations are adapted to the capacities of each one. She needs to feel supported to be perfectly at ease.

The culture in which she blossoms

Flexibility Control Relationships Results Collaboration Innovation Organisation Competition
Preferred culture
Secondary culture

What environment will she thrive in?

Diana Sakota 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.


brain

Her way of thinking

Preferred tasks Simple

Capacity to perform habitual and well-ingrained tasks.

Decision-making Quick

She moves quickly from one task to the next, and does not linger on obstacles.

Learning style Experiment

Learns by testing and making her own mistakes.

Problems she can deal with

To learn new concepts, Diana Sakota needs concrete evidence. She develops skills gradually from accumulated field experience. Aspects that are theoretical or too abstract are often foreign to her, and do not help her progress. Indeed, she has difficulties transferring them within the structure of work. She acquires new knowledge through practice and repetition.

Diana Sakota'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.