Rufus Phakola

Editor

  • Bachelor

Technical skills

Film & Television, 3D animation and designer,

Areas of interest

Going out with friends, gaming,

Summary

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

Talent

Personal pitch

Nothing is impossible if you put your mind to it


Shape

Behavioral style

SHAPE SHAPE + DRIVE
Highly motivating aspect that will make them 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

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.

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
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: Partner

Producing high quality work is a priority for Rufus Phakola. Thorough, precise and structured, they strive to avoid mistakes in their work. Their diligent attitude is the result of the importance they place on other people's point of view. They listen to ideas, suggestions, and feedback. They are therefore easy to work with, giving others space, providing support as needed, and performing their tasks meticulously.

Main strengths

Relationship management
  • They are humble and do not impose their authority.
  • They establish genuine relationships and show an interest in people.
  • They get straight to the point, avoid overstating.
Work management
    They have a practical approach, geared towards action.
    They tackle one task at a time to avoid losing their focus.
    They structure their work, plan it and follow procedures.
Emotional management
    They ensure their decisions are reliable by assessing the outcomes.
    They control their emotions and do not let others be affected by them.
    They show discernment and make judgments based on facts.

Talents

#modesty #attentive #approachable #sincere #tolerant #independent #focused #practical #conservative #organized #delegates #factual #self-controlled #reassuring

Areas of improvement

    They would benefit from taking a broader view of things and conducting more thorough analysis before taking action.
    They would benefit from being more assertive in their relationships, getting their points of view across.
    They could practice positive detachment to avoid feeling personally affected by what happens to others.

Drive

What motivates them the most...

Having an attractive remuneration
Focusing on aesthetics
Having clearly defined tasks

What motivates them the least...

Excelling everyday
Having influence
Seeking competition

How they manage their energy

Rufus Phakola'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.

The activities they prefer

ORGANIZE
Act

Organizing work is one of Rufus Phakola's favorite activities. They readily invest themselves when they have to structure a project, fix objectives and set deadlines. They do not tolerate advancing blindly in their work. They feel the need to follow established processes and obtain results quickly.

PERFECT
Act

Perfecting is an activity in which Rufus Phakola 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.

COORDINATE
Interact

The role of coordinator highly suits Rufus Phakola. They are particularly motivated by working with a team in order to achieve objectives. They enjoy setting deadlines and communicating on the advancement of projects. They could find it frustrating to not be involved in this type of activity.

The work environment they prefer

#studious #strict #professional #process #demand #method #concentration #hierarchy #serious

Their management style

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

What this means

Rufus Phakola 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

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

Their ideal manager

Rufus Phakola expects a manager to be concerned foremost with the team's wellbeing. They need a manager who will listen to them with compassion, and who takes individual limitations into account. The leader who inspires them and whom they trust is one who acknowledges human aspects instead of focusing solely on results. They are motivated by teamwork and collective development.

The culture in which they blossom

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

The ideal culture for them

Rufus Phakola is best suited for highly structured cultures where each person has a clearly defined role. They like working in stable environments, with frameworks they can rely on in the long term. They will find disorganized and improvisational work environments hard to bear. They therefore prefer when everyone has a clear mission and nobody encroaches on other people's scopes. They prefer a culture that values the sense of duty, and where rules apply equally to everyone, facilitating good rapport between colleagues. When these conditions are met, they can commit for the long haul.


brain

Their way of thinking

Preferred tasks Simple

Capacity to perform familiar and practiced tasks.

Decision-making Quick

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

Learning style Implement

Ability to build on other people's knowledge.

How they learn new skills and concepts

To learn new concepts, Rufus Phakola 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.

Before incorporating new information, Rufus Phakola tries to validate its quality. They prefer to rely on subject matter experts, or well-proven strategies. In general, they avoid taking solo initiatives or trying out new methods without guarantee of their suitability.