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.
Thubelihle Hlela is a key person when it comes to teamwork. Focused on others, he has an undeniable ability to create and develop relationships. For example, he excels at growing his network. He acts as a catalyst, fostering a dynamic spirit and supporting his colleagues without fail. He is an absolute team player and cares deeply about the group. Carrying out a project on his own means very little to him. It is in the relational sphere that he thrives and makes a real difference.
Thubelihle Hlela's main drivers lead him to prioritize stability. He channels his energy into getting sound bearings and establishing reliable points of reference. He enjoys being able to establish an even rhythm for his daily activity at work. He avoids making decisions that may put him in a position of uncertainty.
Supporting others is essential for Thubelihle Hlela. He attaches considerable importance to creating strong bonds with those around him, and having their backs. On the contrary, he can find competitiveness frustrating.
Whenever Thubelihle Hlela is interested in creating new things, it is in the context of a clear framework and a specific objective. He sometimes appreciates having a certain freedom in his work, and being able to suggest new ideas, but it remains a secondary source of motivation for him.
Thubelihle Hlela truly invests himself in the analysis of factual data. He enjoys drawing conclusions from rational elements. However, it is an activity that can also frustrate him because he has a strong need for approval, and this can sometimes conflict with the need to maintain an objective view of situations.
Thubelihle Hlela is a manager whose foremost concern is the team's wellbeing. He strives to listen to others and take their individual limitations into account. He is an inspiration for employees who prefer a manager that acknowledges human aspects instead of focusing solely on results. He is motivated by teamwork and by fostering a collective spirit.
Thubelihle Hlela expects a manager to be concerned foremost with the team's wellbeing. He needs a manager who will listen to him with compassion, and who takes individual limitations into account. The leader who inspires him and whom he trusts is one who acknowledges human aspects instead of focusing solely on results. He is motivated by teamwork and collective development.
Thubelihle Hlela 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. He avoids results-driven or data-driven workplaces, preferring cultures centered around collaboration and collective projects. He considers it important that this mindset be shared across the company.
Capacity to perform familiar and practiced tasks.
Tendency to dedicate time to ensuring decisions are right.
Ability to build on other people's knowledge.
To learn new concepts, Thubelihle Hlela needs concrete evidence. He develops skills gradually, by accumulating practical experience. Theoretical and abstract concepts are often foreign to him, and contribute little to his progress because he will have a hard time applying them in the context of his job. He masters new skills through practice and repetition.
Before incorporating new information, Thubelihle Hlela tries to validate its quality. He prefers to rely on subject matter experts, or well-proven strategies. In general, he avoids taking solo initiatives or trying out new methods without guarantee of their suitability.