Mohammed Omor

Marketing Assistant/Assistant Product Manager

  • Bachelor

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: Promoter

Mohammed Omor comes across as someone determined and strong-minded. They are proactive and always on the lookout for suggestions and initiatives 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 their lead. Their leadership and passion for continual progress make them an extraordinary driving force in a team.

Main strengths

Relationship management
  • They get straight to the point, avoid overstating.
  • They are a critical thinker and only accept reasoned ideas.
  • They find it easy to socialize and are approachable.
Work management
    They are very proactive and find it easy to come up with new ideas.
    They adapt easily to change, and consider change positive.
    They can manage several projects at the same time.
Emotional management
    They are responsive, very energetic and have a sense of urgency.
    They show discernment and make judgments based on facts.
    They express their feelings and find it easy to communicate with others.

Talents

#attentive #approachable #open #critical #takes part #multi-tasker #creative #change #organised #analytical #delegates #responsive #factual #expressive

Areas of improvement

    They could communicate more effectively by further advocating for their ideas.
    They would benefit from letting others fully express themselves before voicing reservations about their suggestions.
    They could concentrate on obtaining results with established methods rather than regularly trying to rework everything.

Drive

What motivates them the most...

Creating new things
Meeting new people
Helping others

What motivates them the least...

Having autonomy
Being rewarded
Having an attractive salary

How they manage their energy

Mohammed Omor channels most of their energy towards taking action. Their main drivers push them to act and take risks. They need to be stimulated to maintain their interest in their activity or role. For them, stability is synonymous with boredom and weariness. It is better to give them new challenges often.

The activities they prefer

ANALYSE
Reflect

Analysis is a key source of personal satisfaction for Mohammed Omor. They enjoy being able to approach situations in an objective and rational manner. They are particularly invested in ensuring important decisions be made in this way, rather than based on intuition or to satisfy others' expectations.

PROMOTE
Interact

Promoting projects is an activity in which Mohammed Omor thrives. They find satisfaction in being an ambassador for projects, and presenting ideas to a larger audience. They need a position that allows them to take on this role because they draw a significant amount of energy from it.

DESIGN
Reflect

Design is one of the activities that highly interests Mohammed Omor. They very much enjoy being able to contribute their ideas and imagine things that don't yet exist. They are reluctant, however, to devote time to design in vague contexts or without a clear framework.

The work environment they prefer

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

Their management style

COACH
Try this
VISIONARY
Come with me

What this means

Mohammed Omor is an inspiring manager who focuses on their employees' personal development. They have clear roadmaps for each team member and position themselves as a mentor. As managers, they rally everyone towards a common goal while also taking individuality into account.

The management style they seek

VISIONARY
Come with me
PARTICIPATIVE
And you, what do you think?

Their ideal manager

Mohammed Omor expects a manager to actively listen and define group objectives collectively. They are motivated by leaders who involve the whole team in the pursuit of goals. They need a manager who gives meaning to their work, and who is less attached to intended results, focusing rather on the best way to achieve them.

The culture in which they blossom

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

The ideal culture for them

Mohammed Omor is best suited to cultures that prioritise personal results and accomplishments. They prefer environments that are flexible enough to adapt to change and foster innovation, without letting that flexibility hinder the attainment of objectives. They readily welcome stricter rules if the rules facilitate coordination and contribute to achieving business goals. However, they will find routines and highly stable workplaces hard to bear. To maintain a high level of engagement, they need stimulation from their environment, and a constant sense of improvement and progress at work.


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 Deepen

Ability to progress by putting proven concepts to use.

How they learn new skills and concepts

Mohammed Omor has a considerable aptitude for assimilating new knowledge. They can learn from advice and from information they gather on their own. Although they can find it helpful, they do not necessarily have to put new skills into practice in order to master them.

Before incorporating new information, Mohammed Omor 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.