Diana Sakota

Recruitment Officer @ AIRBUS 8

  • Bachelor

Summary

Personality
How they behave
Motivations
What they want to do
Reasoning
What they can do

Shape

Preferred behaviors

Shape Shape + Drive
Highly motivating aspect that will make her 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

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

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
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 is quick to take the initiative. She likes instigating change at work and needs constant stimulation to keep boredom at bay. She makes sure collaborators are onboard with the suggestions she puts forward, listening to others carefully and making decisions as a group. She is able to advance with determination, but also to question her approach based on feedback. What's more, she has the capacity to strengthen ties within teams.

Her strong points

In her relationships with others
  • She finds it easy to socialize and is approachable.
  • She adapts her speech to her audience, and shows warmth.
  • She is humble, and does not impose her authority.
In her working style
    She is concise, gets straight to the point, and works quickly.
    She strives for excellence and is not satisfied with the bare minimum.
    She is able to handle several projects at the same time.
In her emotional management
    She tries things out and is willing to take risks.
    She is self-possesed and keeps her cool when dealing with external events.
    She shows discernment and makes judgments based on facts.

Talent Tags

#modesty #attentive #approachable #tactful #tolerant #independent #multi-tasker #conventional #change #sees overall picture #initiative #takes risks

How they could be more effective

    She could probably be more focused on the job at hand if she limited her interactions.
    She could more often express what bothers her about others, dare to say what she does not like.
    She could probably avoid making mistakes if she checked her work before delivering it.

Drive

What motivates her the most ...

Working in a fun environment
Having autonomy
Being recognized by others

What motivates her the least

Creating new things
Analyzing data
Working in a disciplined environment

The way she manages her energy

Diana Sakota divides her energy equally between dynamism and stability. Some of her main drivers push her towards taking action and seeking stimulation. However, she also needs a certain stability and sound bearings in order to feel comfortable in a professional environment. It is important that she finds this balance in order to fully invest herself in her role.

The activities she prefers

EVALUATE
Reflect

Evaluating is an activity that highly suits Diana Sakota in the sense that it requires an impartial approach and taking a strong stand on subjects. She enjoys challenging others' points of view and contributing her perspective. She likes being able to demonstrate independence in her judgement.

DESIGN
Reflect

Diana Sakota likes only certain aspects of activities related to design. She appreciates, for example, having a certain freedom in the way she manages her work. However, she does not feel a particular 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 #humor #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 whose foremost concern is the team's wellbeing. She strives to listen to others and take their individual limitations into account. She is an inspiration for employees who prefer a manager that acknowledges human aspects instead of focusing solely on results. She is motivated by teamwork and by fostering a collective spirit.

The management style she seeks

COACH
Try this
EMPATHETIC
Collaborators first

How should she be managed?

Diana Sakota expects a manager to be attentive and actively listen to her. She works well with leaders who put people before results. She needs a manager who really takes her into account, and whose expectations are adapted to her invidvidual capacities. She needs to feel supported to be truly at ease.

The culture in which they blossom

Flexibility Control Relationships Results Collaboration Innovation Organization 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. They like 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. They avoid environments where the results are foremost valued, and where the data culture is dominant. They rather need a work context that values collective accomplishments. They like, indeed, to observe that the collaboration is led towards the attainment of targeted goals. Indeed, they are bored if the work environment is too stable and they stagnate in their situation.


brain

Their 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 they 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.