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.
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.
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.
It is often thought that creativity and structure stand in the way of each other; Stéphane Jabol is the perfect counter-example. His curiosity is piqued by novelty and he favors stimulating, fast-paced work, but this does not stop him from producing high-quality work. He is careful not to become complacent, and focuses on seeing his projects through to completion. He goes about his work independently, focusing more on his mission than on the relational aspects of his work.
Stéphane Jabol channels most his energy towards taking action. His main drivers push him to act and take risks. He needs to be stimulated to maintain his interest in his activity or role. For him, stability is synonymous with boredom and weariness. It is better to give him new challenges often.
Stéphane Jabol is interested in activities that require his creativity. This is particularly true when it comes to planing and organizing his work. He values having the possibility of thinking and acting as he likes.
Analyzing is an activity that highly suits Stéphane Jabol. He particularly enjoys understanding the links between data and being able to draw reliable conclusions. It is important for him that conducting analyses be one of the key tasks in the projects that are entrusted to him, so he can feel truly fulfilled.
It is important for Stéphane Jabol to be able to perfect his work. It is, indeed, a very stimulating activity for him because he attaches a lot of importance to the quality of what he produces. Stéphane Jabol can be counted on to dedicate energy to this activity because it is a source of motivation for him.
Stéphane Jabol seeks to rally the team towards ambitious objectives. For him, fostering a collective spirit is critical. He strives to coordinate the team's actions so that everyone can contribute to the common goal. He attaches special importance to collective success.
Stéphane Jabol expects a manager to provide a clear and inspiring vision. Above all, he wants to be motivated towards precise, shared objectives. He needs a leader who is involved and asks him to push himself to achieve the common goal. He is motivated by results-driven leader who values achievement.
Stéphane Jabol is fully engaged in a culture oriented towards relationships with others and the collective. They like that the person is foremost valued and that each person is satisfied in the work environment. This requires that the rules are able to adapt accordingly to suit everyone. They avoid environments where the results are foremost valued, and where the data culture is dominant. They rather need a work context that values collective accomplishments. They like, indeed, to observe that the collaboration is led towards the attainment of targeted goals. Indeed, they are bored if the work environment is too stable and they stagnate in their situation.
Capacity to work autonomously.
He dedicates time to ensuring his decisions are right.
Easily integrates and tests new concepts himself.
Stéphane Jabol has a certain facility for understanding new concepts. He progresses on the basis of advice he receives, or information that he discovers. Even though it helps his learning process, he does not necessarily need to practice an activity concretely to know how to do it.
Stéphane Jabol'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.