Sales, Marketing and Management Professional, excelling in relationship development. Strengths in marketing, excelling in expanding client relationships and customer service.
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.
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.
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.
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.
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.
Caryl Ford is a natural leader with a conscientious approach — two complementary qualities which enable them to set the agenda for projects and successfully complete them. They analyze things based on facts, paying special attention to the reliability of their decisions and their work. They are very strict when it comes to following procedures and are quick to remind coworkers to follow suit. They do their utmost to achieve the goals they set for themselves, even at the risk of undermining their relationships.
Caryl Ford's main drivers lead them to prioritize stability. They channel their energy into getting sound bearings and establishing reliable points of reference. They enjoy being able to establish an even rhythm for their daily activity at work. They avoid making decisions that may put them in a position of uncertainty.
Supporting others is essential for Caryl Ford. They attach considerable importance to creating strong bonds with those around them, and having their backs. On the contrary, they can find competitiveness frustrating.
Caryl Ford is interested in the process of organizing work. They enjoy setting rules and defining standards for completing projects. They could find it frustrating to begin working on project tasks without having previously defined a clear roadmap.
Coordinating is an activity that Caryl Ford enjoys but it is not one of their priorities. What matters to them is that projects be well structured and that there be ample communication to ensure tasks are well executed. It is a role that she can take on if she perceives it is not being carried out thoroughly.
Caryl Ford 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.
Caryl Ford expects a manager to facilitate collective work and empower each team member. They need a manager who listens actively and is open to their ideas. They want a leader that sets individual development plans while still promoting teamwork. They place special importance on collective intelligence.
Caryl Ford prefers highly stable cultures where everyone has a clear scope. They need to work in structured contexts that set clear standards and rules for everyone alike. These conditions are necessary for them to commit in the long term. They are best suited for environments where each person has a defined role, and the autonomy to coordinate with others as necessary. They appreciate cultures where the sense of duty is valued highly, but which also welcome initiatives to improve work methodologies. In this sense, they can enjoy an environment that is open to change.
Capacity to perform familiar and practiced tasks.
Tendency to take the time to make the most of available resources.
Ability to test things and learn from mistakes.
To learn new concepts, Caryl Ford needs concrete evidence. They develop skills gradually, by accumulating practical experience. Theoretical and abstract concepts are often foreign to them, and contribute little to their progress because they will have a hard time applying them in the context of their job. They master new skills through practice and repetition.
Caryl Ford's spontaneous nature leads them to learn by testing out concepts and techniques themselves. They finds that the best way to acquire new knowledge is to first try, develop their understanding through failure, and then try again. They can sometimes lack patience. To assimilate new ideas or new knowledge, they first need to experiment by themselves.