Robert Hunnisett

Digital Project Manager

  • A-Level

Summary

Personality
How they behave
Motivations
What they want to do
Reasoning
What they are capable of doing

Shape

Behavioural style

SHAPE SHAPE + DRIVE
Highly motivating aspect that will make them 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
Development 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: Initiator

Rarely short of ideas, Robert Hunnisett is quick to take the initiative. They like instigating change at work and need constant stimulation to keep boredom at bay. They make sure collaborators are onboard with the suggestions they put forward, listening to others carefully and making decisions as a group. They are capable of advancing with determination, but also of questioning their approach based on feedback. What's more, they have the capacity to strengthen ties within teams.

Main strengths

Relationship management
  • They are humble and do not impose their authority.
  • They get straight to the point, avoid overstating.
  • They entertain few relationships and hold back.
Work management
    They are very proactive and find it easy to come up with new ideas.
    They can manage several projects at the same time.
    They have a practical approach, geared towards action.
Emotional management
    They radiate enthusiasm and see the bright side of things.
    They are self-possessed and keep their cool when dealing with external events.
    They control their emotions and do not let others be affected by them.

Talents

#modesty #attentive #observant #straightforward #sincere #tolerant #takes part #creative #calm #enthusiastic #self-controlled #reassuring

Areas of improvement

    They would benefit from being more assertive in their relationships, getting their points of view across.
    They could communicate more effectively by further advocating for their ideas.
    They would benefit from being more proactive in their relationships, initiating conversations with those around them.

Drive

What motivates them the most...

Having autonomy
Helping others
Focusing on aesthetics

What motivates them the least...

Having an attractive remuneration
Working in a reassuring environment
Seeking competition

How they manage their energy

Robert Hunnisett divides their energy equally between dynamism and stability. Some of their main drivers push them towards taking action and seeking stimulation. However, they also need a certain stability and sound bearings in order to feel comfortable in a professional environment. It is important that they find this balance in order to fully invest themselves in their role.

The activities they prefer

PERFECT
Act

Perfecting is an activity in which Robert Hunnisett finds true satisfaction. They pay utmost attention to the quality of their work, in both substance (accuracy) and form (aesthethics). Being able to dedicate their energy to polishing their work is a major source of motivation for them.

SUPPORT
Interact

Supporting others is essential for Robert Hunnisett. They attach considerable importance to creating strong bonds with those around them, and having their backs. On the contrary, they can find competitiveness frustrating.

ORGANIZE
Act

Robert Hunnisett 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.

The work environment they prefer

#humor #respect #friendly #process #hospitable #method #proximity #principle #welcoming

Their management style

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

What this means

Robert Hunnisett 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.

The management style they seek

COACH
Try this
PARTICIPATIVE
And you, what do you think?

Their ideal manager

Robert Hunnisett 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.

The culture in which they blossom

Flexibility Control Relationships Results Collaboration Innovation Organization Competition
Best fit
Good fit

The ideal culture for them

Robert Hunnisett thrives in cultures geared towards relationships and a collective spirit, where human aspects are prioritized, and everyone feels like they belong. This means environments where rules are adapted to ensure everyone's needs are accounted for, and where mutual respect is a top value. They avoid results-driven or data-driven workplaces, preferring cultures centered around collaboration and collective projects. They consider it important that this mindset be shared across the company.


brain

Their way of thinking

Preferred tasks Intermediate

Capacity to work autonomously.

Decision-making Quick

Tendency to move quickly from one task to the next, without lingering on obstacles.

Learning style Experiment

Ability to test things and learn from mistakes.

How they learn new skills and concepts

When it comes to learning new skills, Robert Hunnisett will progress faster through a practical approach. They find it hard to assimilate information without seeing it applied practically first. They will do best if they are taught how to do something new or complex before they tackle it by themselves.

Robert Hunnisett'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.