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. They are proactive and always on the lookout for suggestions and actions to take their work forward. They have a flexible approach to their job and can easily handle change and unexpected events. The engaging way in which they present their ideas leaves those they talk to in little doubt - you want to follow them. Their leadership and desire for continual progress make them an incredible driving force in a team.
They orient their energy almost exclusively towards the search for new challenges. They like that things move and generally make sure to always be at the centre of the action. What they need is a fast pace that does not leave room for boredom. For them, taking risks is essential. Stability annoys rather than reassures them.
Designing is an essential activity in which Alexandre Collignon feels fully engaged. Contributing their imagination and ideas is, indeed, crucial for them because they draw a lot of energy and interest from it. It is one of the ways they find satisfaction in their work.
It is essential for them to be able to invest themselves in an activity where they have to initiate the action process. They are satisfied when pushing projects and producing results. They are impatient and seek to boost the energy when carrying out work.
The role of coordinator absolutely suits Alexandre Collignon. They are particularly motivated when working in a team that aims to achieve objectives. They like setting deadlines and giving updates on the progression of the work. If it is not possible for them to do this activity, they could be frustrated.
Alexandre Collignon is a visionary manager who is inspiring. They motivate their employees around clear shared objectives. Driven by results and valuing achievements, they expect everyone to push themselves to achieve the common goal.
Alexandre Collignon expects a manager to bring a vision and inspire. They need, above all, to be challenged towards clear and shared objectives. They need a leader who gets involved and who asks them to push themselves to achieve the collective objective. They are 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. They seek an environment that is flexible enough to adapt to their development and prioritises innovation, but the flexibility must not hinder the attainment of fixed objectives. They are ready to accept stricter rules if they better allow them to coordinate and ensure the aims of the organisation. Having a routine and stable work context is difficult for them to manage. They need to be stimulated by their environment to maintain their commitment, and to be able to observe concrete developments in the results obtained.
Capacity to comprehend new and strategic subjects.
They dedicate time to ensuring their decisions are right.
Easily integrate and test new concepts themselves.
Brilliant from an intellectual point of view, Alexandre Collignon tends to easily adapt concepts that were initially foreign. They are able to understand new or complex subjects without needing to see them in practice. This means they can develop their skills by researching and reading about a diverse range of subjects. They need to be intellectually stimulated by their work, without which they may get bored quickly.
Their spontaneous temperament leads them to learn by testing concepts and techniques themselves. For them, the best way to acquire new knowledge is to try, develop understanding through failure, then start again. They sometimes lack patience. To integrate new ideas or new knowledge, they first need to experiment by themselves.