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.Find out more
Sales Director @ ASSESSFIRST SAS
Depuis bientôt 10 ans, je participe à l'aventure AssessFirst ! J'ai ainsi pu développer différentes compétences sur des multiples sujets (Management, Marketing, stratégie sales). Je suis passionné par les stratégies et les organisations qui permettent de faire grandir une entreprise tant sur le plan du Chiffre d'affaires que sur le plan humain. Aujourd'hui, mon combat est de faire évoluer les pratiques de recrutement à travers le monde. Je pense que la technologie nous permet d'offrir à chaque candidat un système de recrutement plus équitable et performant !
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.
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.
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.
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.
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.
Alexandre Collignon comes across as someone determined and strong-minded. He is proactive and always on the lookout for suggestions and actions to take his work forward. He has a flexible approach to his job and can easily handle change and unexpected events. The engaging way in which he presents his ideas leaves those he talks to in little doubt - you want to follow him. His leadership and desire for continual progress make him an incredible driving force in a team.
Alexandre Collignon orients his energy almost exclusively towards the search for new challenges. He likes that things move and generally makes sure to always be at the centre of the action. What he needs is a fast pace that does not leave room for boredom. For him, taking risks is essential. Stability annoys rather than reassures him.
Designing is an essential activity in which Alexandre Collignon feels fully engaged. Contributing his imagination and ideas is, indeed, crucial for him because he draws a lot of energy and interest from it. It is one of the ways he finds satisfaction in his work.
It is essential for Alexandre Collignon to be able to invest himself in an activity where he has to initiate the action process. He is satisfied when pushing projects and producing results. He is impatient and seeks to boost the energy when carrying out work.
The role of coordinator absolutely suits Alexandre Collignon. He is particularly motivated when working in a team that aims to achieve objectives. He likes setting deadlines and giving updates on the progression of the work. If it is not possible for him to do this activity, he could be frustrated.
Alexandre Collignon is a visionary manager who is inspiring. He motivates his employees around clear shared objectives. Driven by results and valuing achievements, he expects everyone to push themselves to achieve the common goal.
Alexandre Collignon expects a manager to bring a vision and inspire. He needs, above all, to be challenged towards clear and shared objectives. He needs a leader who gets involved and who asks him to push himself to achieve the collective objective. He is motivated by a leader who has a sense of outcomes and who values accomplished results.
Alexandre Collignon needs to develop in a work context which values personal results and accomplishments. He seeks an environment that is flexible enough to adapt to his development and prioritises innovation, but the flexibility must not hinder the attainment of fixed objectives. He is ready to accept stricter rules if they better allow him to coordinate and ensure the aims of the organisation. Having a routine and stable work context is difficult for him to manage. He needs to be stimulated by his environment to maintain his commitment, and to be able to observe concrete developments in the results obtained.
Capacity to comprehend new and strategic subjects.
He dedicates time to ensuring his decisions are right.
Easily integrates and tests new concepts himself.
Brilliant from an intellectual point of view, Alexandre Collignon tends to easily adapt concepts that were initially foreign. He is able to understand new or complex subjects without needing to see them in practice. This means he can develop his skills by researching and reading about a diverse range of subjects. He needs to be intellectually stimulated by his work, without which he may get bored quickly.
Alexandre Collignon's spontaneous temperament leads him to learn by testing concepts and techniques himself. For him, the best way to acquire new knowledge is to try, develop understanding through failure, then start again. He sometimes lacks patience. To integrate new ideas or new knowledge, he first needs to experiment by himself.