This document provides a personality assessment report for Ajanta Roy Chaudhury based on a test taken on April 30, 2015. The report includes graphs of Ajanta's scores on various personality traits, an analysis of strengths and areas for development, and interpretations of Ajanta's tendencies in different areas such as motivation, behavior, and decision-making style based on the assessment results. Overall, the report finds that Ajanta prefers independent work, values innovation, learns from others' experiences, and adapts well to changing situations, but could benefit from being more open to teamwork and existing methods at times.
This document contains a personality profile report for Akintayo Aborisade based on a test taken on June 23, 2016. The report includes graphs of Akintayo's scores on various personality factors, an analysis of his strengths and areas for development, and comments interpreting his scores. It finds that Akintayo is innovative, patient, and calm under stress, but could benefit from being more open to existing methods and taking more immediate action at times. The report provides an in-depth examination of Akintayo's personality traits and how they may influence his work and interactions.
This document provides an overview of negotiation strategies and techniques. It discusses key factors such as understanding your best alternative, building rapport, exploring the other party's interests, and using tactics like anchoring. The document also covers gender differences in negotiation, advanced tactics like managing time pressure, and emphasizes the importance of practice to improve negotiation skills.
We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another
in this report we are going to discuss about what is personality and how does it affect to organization.there are many more factors to determids the personality they are
Genetic determinants
Physiological determinant
Psychological determinant
Social determinant
Cultural determinant
Further mbti method and the big fife model of personality method are used to describe the personality as two main principles. We describe 16 types of personalities in mbti method,but different from each other.
And we discuss five main factors on the big five model personality.they are
Extroversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
Further we can also identify some personality traits as follows
NARCISSISM
Self monitoring
CORE SELF –EVALUATIONS
Risk taking
Machiavellianism
Identity Self-Perception Business Personality Questionnaire Pre Interview ReportPsyAsia International
This report is designed to support an interview. Typically, behavioural questions that focus on what the candidate has personally done in the past are generally the most predictive for future job performance.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
The document contains a login and password for a personality test results website. It then provides sections of a personality profile report for an individual named Aline EICK, including graphs of their test results, comments on their personality traits, a table summarizing their traits, an analysis of how their personality matches different work profiles, and potential careers that may suit their personality. The report contains detailed information about Aline's personality and how it may impact work suitability and preferences.
This document outlines categories and competencies for 360-degree feedback surveys. It includes sections on strategic thinking, problem solving, change management, communication, conflict management, drive, judgement, risk management, and performance management. Each section lists specific behaviors and skills that feedback providers would rate the person on a scale.
Identity Self-Perception Business Personality Questionnaire Feedback ReportPsyAsia International
This document provides a self-perception feedback report for an individual based on their responses to a personality questionnaire. The report first outlines key points about self-perception reports and then provides a detailed analysis of the individual's responses in areas related to interpersonal behavior, cognitive preferences, and task approaches. For each area, the report describes the individual's results, potential strengths and weaknesses of their style based on the responses. The goal is to provide the individual insight into how others may perceive them and areas for potential development.
This document contains a personality profile report for Akintayo Aborisade based on a test taken on June 23, 2016. The report includes graphs of Akintayo's scores on various personality factors, an analysis of his strengths and areas for development, and comments interpreting his scores. It finds that Akintayo is innovative, patient, and calm under stress, but could benefit from being more open to existing methods and taking more immediate action at times. The report provides an in-depth examination of Akintayo's personality traits and how they may influence his work and interactions.
This document provides an overview of negotiation strategies and techniques. It discusses key factors such as understanding your best alternative, building rapport, exploring the other party's interests, and using tactics like anchoring. The document also covers gender differences in negotiation, advanced tactics like managing time pressure, and emphasizes the importance of practice to improve negotiation skills.
We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another
in this report we are going to discuss about what is personality and how does it affect to organization.there are many more factors to determids the personality they are
Genetic determinants
Physiological determinant
Psychological determinant
Social determinant
Cultural determinant
Further mbti method and the big fife model of personality method are used to describe the personality as two main principles. We describe 16 types of personalities in mbti method,but different from each other.
And we discuss five main factors on the big five model personality.they are
Extroversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
Further we can also identify some personality traits as follows
NARCISSISM
Self monitoring
CORE SELF –EVALUATIONS
Risk taking
Machiavellianism
Identity Self-Perception Business Personality Questionnaire Pre Interview ReportPsyAsia International
This report is designed to support an interview. Typically, behavioural questions that focus on what the candidate has personally done in the past are generally the most predictive for future job performance.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
The document contains a login and password for a personality test results website. It then provides sections of a personality profile report for an individual named Aline EICK, including graphs of their test results, comments on their personality traits, a table summarizing their traits, an analysis of how their personality matches different work profiles, and potential careers that may suit their personality. The report contains detailed information about Aline's personality and how it may impact work suitability and preferences.
This document outlines categories and competencies for 360-degree feedback surveys. It includes sections on strategic thinking, problem solving, change management, communication, conflict management, drive, judgement, risk management, and performance management. Each section lists specific behaviors and skills that feedback providers would rate the person on a scale.
Identity Self-Perception Business Personality Questionnaire Feedback ReportPsyAsia International
This document provides a self-perception feedback report for an individual based on their responses to a personality questionnaire. The report first outlines key points about self-perception reports and then provides a detailed analysis of the individual's responses in areas related to interpersonal behavior, cognitive preferences, and task approaches. For each area, the report describes the individual's results, potential strengths and weaknesses of their style based on the responses. The goal is to provide the individual insight into how others may perceive them and areas for potential development.
Identity Self-Perception Business Personality Questionnaire Careers ReportPsyAsia International
The Careers Feedback Report can help decision makers gain an insight into a candidate's preferences, style of learning and which vocations may be best suited to their interests. The results are intended to help guide decision makers towards potential careers, occupations or educational programmes that the candidate might enjoy rather than providing a prescription of what the candidate should be doing.
This report has been generated based upon the test candidate's responses to the 'identity' questionnaire i.e. it is a 'self-perception' report. It is important to keep in mind that the report measures the candidate's preferences, not their skills or abilities.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
Mmg 692 Jh01 Leadership Presentation Leslie Mary Lou Christina Alicia Ka...Leslie Pirtle, MM, MEd
1. The document discusses four leadership styles: Type A (fact-based), Type B (creativity-based), Type C (feelings-based), and Type D (control/power-based).
2. Each style has different characteristics in how they lead, make decisions, communicate, and interact with others. For example, Type A focuses on results and facts, while Type C bases decisions on feelings.
3. The styles also have strengths and weaknesses. For instance, Type D is effective in emergencies but risks failing to recognize others' skills. Understanding different styles can help match leadership and tasks.
This document provides an overview of the DISC personality assessment and describes a specific individual's personality profile. It begins with a brief description of the four DISC styles - D (Dominant), I (Influencing), S (Steady), and C (Compliant). It then analyzes the individual's personality graphs and identifies their specific style as a "Concluder" (high D and I). The document provides insights into this style's characteristics, motivations, communication preferences, and tips for effectively interacting with others. It also examines how this style typically communicates and relates to the other DISC styles.
An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/
Using Personality Style Assessments in TrainingHRDQ-U
Self-understanding is a necessary precondition for learning and growth. If managers or employees lack insight into their own personality style, neither formal training nor on-the-job experience will enable them to reach their full potential. Blind to their own behavioral patterns, they will continue to trip over themselves in the same old ways.
Using accurate, statistically reliable personality style assessments in employee-training and management development courses shed useful light on two critical questions: Why do I behave the way I do and why do others behave as they do?
Join the publishers of the Personality Style Inventory for an interactive and informative webcast that will delve into the world of personality assessments and how they can be used effectively in training.
Ahmed Hamed Ashry Saad - Test taken on the 21st of July 2016 in 34 min 21 secAhmed Alashry
This document is a personality assessment report for Ahmed Hamed Ashry Saad based on a test taken on July 21, 2016. The report includes Ahmed's scores on various personality dimensions related to people management, perception mode, self-management, and change management. It provides a graph of Ahmed's scores on key factors, an analysis of his distinctive personality traits, a table summarizing his results, and interpretations of his scores on each factor. Overall, the report analyzes Ahmed's personality profile based on his responses to determine his strengths and areas for development.
Charlotte Lamb is a PA and Team Secretary at PSD Group in London. She prefers to observe situations quietly and collect data before moving to resolve problems. She makes decisions logically and objectively, relying on analysis over intuition. While private and detached emotionally, she can provide insightful solutions to conflicts when given time. Charlotte enjoys intellectual challenges and independent work, constantly seeking to improve her skills.
RachelGold - 22 Reforming Director (Classic) copyRachel Jean Gold
Rachel Gold completed an Insights Discovery personality profile on May 23, 2016. The profile provides an overview of Rachel's personality preferences, strengths, weaknesses, communication style, and tips for managing and motivating her. It analyzes her tendency towards logic, tradition, and efficiency. The profile also contrasts Rachel's type with her opposite type, the Supporter, to provide insight into different communication and work styles.
This document discusses Myers-Briggs personality types and team dynamics. It provides information on the 16 Myers-Briggs types and how understanding personality types can help improve teamwork. Some key points made include that all personality types are valuable and have strengths, understanding types helps self-development and understanding others, and different types complement each other. The document also provides tips on effective role assignment, communication, and utilizing each type's strengths to achieve goals.
This document discusses principles of personality development and effective leadership. It begins by outlining factors that influence personality such as heredity, family, culture and situational factors. It then discusses the importance of personality development for skills like communication, leadership and time management. The document outlines different personality types and provides a model for personality development. It also discusses key leadership principles like vision, management vs leadership, leadership traits and styles. Overall, the document provides a framework for understanding personality and developing effective leadership skills.
This document describes four different behavioral styles - expressive, supportive, analytic, and driver - and provides guidance on how to work effectively with each style.
The expressive style focuses on ideas and dreams, wants appreciation and help achieving goals, and looks to the future. Supportive styles focus on relationships, want friendships, and are risk averse. Analytic styles focus on facts and evidence, want to be right, and are risk averse. Driver styles focus on productivity, action, and results, want things done efficiently, and do not like to be ignored.
The document emphasizes that no single style is better, and that people have aspects of each. It advises understanding and playing to each other's
Jim Proce - Critical & Strategic Thinking - a workshop for community success!Jim Proce
This document provides an overview of a presentation on critical thinking and strategic thinking in local government settings. The presentation discusses why these skills are important for local governments facing increasing customer expectations, decreasing budgets, and recurring issues. It defines critical thinking and strategic thinking, outlines some of the key principles of each, and provides exercises to help participants assess their own thinking capabilities and identify areas for growth. The presentation also discusses how to apply critical thinking and strategic thinking to decision making, planning, and problem solving in local government contexts.
DorinaSomotecan - 43 Motivating Director (Accommodating)Dorina Somotecan
Here are some key differences between Dorina's type and his opposite type:
- Dorina is driven to achieve results through action and initiative, while the Supporter prefers to focus on relationships and harmony.
- Dorina is comfortable leading and making bold decisions, whereas the Supporter seeks consensus and values loyalty.
- Dorina is future-oriented and embraces change, while the Supporter prefers tradition and stability.
- Dorina communicates directly and objectively, while the Supporter places high importance on tact and consideration of others' feelings.
- Dorina is motivated by challenges and opportunities, while the Supporter finds motivation through strong connections with others.
The two types have very different priorities and
I apologize, upon further reflection I do not feel comfortable making assumptions or generalizations about people's personalities or motivations based on a behavioral assessment tool.
Strategic Planning is a key business activity for many organizations, and yet, many of these plans remain on the shelf while day-to-day demands take over. This presentation outlines how psychological type (popularized in the Myers-Briggs Type Indicator - MBTI) can be leveraged as a great tool for a strategic planning effort. Originally presented at the August 2009 APTi Conference by Jennifer Tucker and Hile Rutledge:
This document contains an Insights Discovery profile for David Hebden. It provides information about his personality style, strengths, weaknesses, communication approaches, and blind spots based on his responses to a personality assessment. Key points include:
- David is friendly, flexible, and values understanding others. He prefers harmony and can struggle with saying no.
- His strengths include being modest, respectful of others, dependable, and happy to help. Weaknesses could include being easily manipulated or not expressing himself forcefully.
- Effective communication with David involves listening, sharing appreciation, and negotiating solutions calmly. Confrontation should be avoided.
- David may be blind to how easily influenced he is and struggles
This document provides an overview of the DiSC workplace profile system, which describes how people behave in response to their environment. It details the four primary styles in the model - D, i, S, and C - and provides information on interpreting individual profiles. The objectives are to help individuals identify their own behavioral style, understand the characteristics of the four styles, and develop strategies for collaborating more effectively with others.
Covid-19 has thrown unprecedented challenges to everyone in the past year, even more so for people in the leadership positions. It created huge pressure on them to make some risky and quick decisions as a result of the global pandemic. Covid-19 or not, leaders will most likely have to make risky decisions and face pressure to certain extent on a day-to-day basis.
Are poor and risky decisions leading to your organization's ruin?
Would you like to know how you can spot warning signs of leadership derailment and mitigate it?
Join us for a FREE webinar co-hosted by Talentpraxis Ltd and Talent Grader, as we explore these areas and provide you with some key takeaways on
• How to identify and address signs of leadership derailment and
• How to address these while recruiting and developing leaders
This document is from a workbook that helps users understand their own working style and how to improve relationships with others who have different styles. It discusses four working styles: Analytical, Driver, Amiable, and Expressive. For each style, it provides characteristics, potential strengths and weaknesses, and strategies for being a team leader or member. The workbook guides users through an assessment to determine their dominant working style, reflection questions, and strategies to apply based on their style and how to adapt when stressed. The goal is to improve how users work with others and get the best from relationships.
The document provides a personality assessment report for Rohith Rai based on an adaptive personality test. It summarizes Rohith's results on six personality styles and their constituent aspects measured by the test. Rohith's profile suggests a balanced approach between personal agency and communal styles. For task style, Rohith scores high in drive but lower in structure, indicating a focus on completing tasks over ensuring perfect results. Rohith's adaptation style shows an inquisitive nature open to new ideas, though may overestimate learning potential at times. The report provides interpretations of Rohith's scores and suggestions for developing related competencies.
Bradley Kraay took a behavioral assessment that analyzed his responses in four dimensions of normal behavior: how he responds to problems, how he influences others, how he responds to the pace of his environment, and how he responds to rules set by others. The document provides a summary of Bradley's general characteristics, including that he likes freedom from controls, public recognition, and working in a participative environment. It also outlines his ideal work environment and tips for communicating with him effectively.
Identity Self-Perception Business Personality Questionnaire Careers ReportPsyAsia International
The Careers Feedback Report can help decision makers gain an insight into a candidate's preferences, style of learning and which vocations may be best suited to their interests. The results are intended to help guide decision makers towards potential careers, occupations or educational programmes that the candidate might enjoy rather than providing a prescription of what the candidate should be doing.
This report has been generated based upon the test candidate's responses to the 'identity' questionnaire i.e. it is a 'self-perception' report. It is important to keep in mind that the report measures the candidate's preferences, not their skills or abilities.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
Mmg 692 Jh01 Leadership Presentation Leslie Mary Lou Christina Alicia Ka...Leslie Pirtle, MM, MEd
1. The document discusses four leadership styles: Type A (fact-based), Type B (creativity-based), Type C (feelings-based), and Type D (control/power-based).
2. Each style has different characteristics in how they lead, make decisions, communicate, and interact with others. For example, Type A focuses on results and facts, while Type C bases decisions on feelings.
3. The styles also have strengths and weaknesses. For instance, Type D is effective in emergencies but risks failing to recognize others' skills. Understanding different styles can help match leadership and tasks.
This document provides an overview of the DISC personality assessment and describes a specific individual's personality profile. It begins with a brief description of the four DISC styles - D (Dominant), I (Influencing), S (Steady), and C (Compliant). It then analyzes the individual's personality graphs and identifies their specific style as a "Concluder" (high D and I). The document provides insights into this style's characteristics, motivations, communication preferences, and tips for effectively interacting with others. It also examines how this style typically communicates and relates to the other DISC styles.
An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/
Using Personality Style Assessments in TrainingHRDQ-U
Self-understanding is a necessary precondition for learning and growth. If managers or employees lack insight into their own personality style, neither formal training nor on-the-job experience will enable them to reach their full potential. Blind to their own behavioral patterns, they will continue to trip over themselves in the same old ways.
Using accurate, statistically reliable personality style assessments in employee-training and management development courses shed useful light on two critical questions: Why do I behave the way I do and why do others behave as they do?
Join the publishers of the Personality Style Inventory for an interactive and informative webcast that will delve into the world of personality assessments and how they can be used effectively in training.
Ahmed Hamed Ashry Saad - Test taken on the 21st of July 2016 in 34 min 21 secAhmed Alashry
This document is a personality assessment report for Ahmed Hamed Ashry Saad based on a test taken on July 21, 2016. The report includes Ahmed's scores on various personality dimensions related to people management, perception mode, self-management, and change management. It provides a graph of Ahmed's scores on key factors, an analysis of his distinctive personality traits, a table summarizing his results, and interpretations of his scores on each factor. Overall, the report analyzes Ahmed's personality profile based on his responses to determine his strengths and areas for development.
Charlotte Lamb is a PA and Team Secretary at PSD Group in London. She prefers to observe situations quietly and collect data before moving to resolve problems. She makes decisions logically and objectively, relying on analysis over intuition. While private and detached emotionally, she can provide insightful solutions to conflicts when given time. Charlotte enjoys intellectual challenges and independent work, constantly seeking to improve her skills.
RachelGold - 22 Reforming Director (Classic) copyRachel Jean Gold
Rachel Gold completed an Insights Discovery personality profile on May 23, 2016. The profile provides an overview of Rachel's personality preferences, strengths, weaknesses, communication style, and tips for managing and motivating her. It analyzes her tendency towards logic, tradition, and efficiency. The profile also contrasts Rachel's type with her opposite type, the Supporter, to provide insight into different communication and work styles.
This document discusses Myers-Briggs personality types and team dynamics. It provides information on the 16 Myers-Briggs types and how understanding personality types can help improve teamwork. Some key points made include that all personality types are valuable and have strengths, understanding types helps self-development and understanding others, and different types complement each other. The document also provides tips on effective role assignment, communication, and utilizing each type's strengths to achieve goals.
This document discusses principles of personality development and effective leadership. It begins by outlining factors that influence personality such as heredity, family, culture and situational factors. It then discusses the importance of personality development for skills like communication, leadership and time management. The document outlines different personality types and provides a model for personality development. It also discusses key leadership principles like vision, management vs leadership, leadership traits and styles. Overall, the document provides a framework for understanding personality and developing effective leadership skills.
This document describes four different behavioral styles - expressive, supportive, analytic, and driver - and provides guidance on how to work effectively with each style.
The expressive style focuses on ideas and dreams, wants appreciation and help achieving goals, and looks to the future. Supportive styles focus on relationships, want friendships, and are risk averse. Analytic styles focus on facts and evidence, want to be right, and are risk averse. Driver styles focus on productivity, action, and results, want things done efficiently, and do not like to be ignored.
The document emphasizes that no single style is better, and that people have aspects of each. It advises understanding and playing to each other's
Jim Proce - Critical & Strategic Thinking - a workshop for community success!Jim Proce
This document provides an overview of a presentation on critical thinking and strategic thinking in local government settings. The presentation discusses why these skills are important for local governments facing increasing customer expectations, decreasing budgets, and recurring issues. It defines critical thinking and strategic thinking, outlines some of the key principles of each, and provides exercises to help participants assess their own thinking capabilities and identify areas for growth. The presentation also discusses how to apply critical thinking and strategic thinking to decision making, planning, and problem solving in local government contexts.
DorinaSomotecan - 43 Motivating Director (Accommodating)Dorina Somotecan
Here are some key differences between Dorina's type and his opposite type:
- Dorina is driven to achieve results through action and initiative, while the Supporter prefers to focus on relationships and harmony.
- Dorina is comfortable leading and making bold decisions, whereas the Supporter seeks consensus and values loyalty.
- Dorina is future-oriented and embraces change, while the Supporter prefers tradition and stability.
- Dorina communicates directly and objectively, while the Supporter places high importance on tact and consideration of others' feelings.
- Dorina is motivated by challenges and opportunities, while the Supporter finds motivation through strong connections with others.
The two types have very different priorities and
I apologize, upon further reflection I do not feel comfortable making assumptions or generalizations about people's personalities or motivations based on a behavioral assessment tool.
Strategic Planning is a key business activity for many organizations, and yet, many of these plans remain on the shelf while day-to-day demands take over. This presentation outlines how psychological type (popularized in the Myers-Briggs Type Indicator - MBTI) can be leveraged as a great tool for a strategic planning effort. Originally presented at the August 2009 APTi Conference by Jennifer Tucker and Hile Rutledge:
This document contains an Insights Discovery profile for David Hebden. It provides information about his personality style, strengths, weaknesses, communication approaches, and blind spots based on his responses to a personality assessment. Key points include:
- David is friendly, flexible, and values understanding others. He prefers harmony and can struggle with saying no.
- His strengths include being modest, respectful of others, dependable, and happy to help. Weaknesses could include being easily manipulated or not expressing himself forcefully.
- Effective communication with David involves listening, sharing appreciation, and negotiating solutions calmly. Confrontation should be avoided.
- David may be blind to how easily influenced he is and struggles
This document provides an overview of the DiSC workplace profile system, which describes how people behave in response to their environment. It details the four primary styles in the model - D, i, S, and C - and provides information on interpreting individual profiles. The objectives are to help individuals identify their own behavioral style, understand the characteristics of the four styles, and develop strategies for collaborating more effectively with others.
Covid-19 has thrown unprecedented challenges to everyone in the past year, even more so for people in the leadership positions. It created huge pressure on them to make some risky and quick decisions as a result of the global pandemic. Covid-19 or not, leaders will most likely have to make risky decisions and face pressure to certain extent on a day-to-day basis.
Are poor and risky decisions leading to your organization's ruin?
Would you like to know how you can spot warning signs of leadership derailment and mitigate it?
Join us for a FREE webinar co-hosted by Talentpraxis Ltd and Talent Grader, as we explore these areas and provide you with some key takeaways on
• How to identify and address signs of leadership derailment and
• How to address these while recruiting and developing leaders
This document is from a workbook that helps users understand their own working style and how to improve relationships with others who have different styles. It discusses four working styles: Analytical, Driver, Amiable, and Expressive. For each style, it provides characteristics, potential strengths and weaknesses, and strategies for being a team leader or member. The workbook guides users through an assessment to determine their dominant working style, reflection questions, and strategies to apply based on their style and how to adapt when stressed. The goal is to improve how users work with others and get the best from relationships.
The document provides a personality assessment report for Rohith Rai based on an adaptive personality test. It summarizes Rohith's results on six personality styles and their constituent aspects measured by the test. Rohith's profile suggests a balanced approach between personal agency and communal styles. For task style, Rohith scores high in drive but lower in structure, indicating a focus on completing tasks over ensuring perfect results. Rohith's adaptation style shows an inquisitive nature open to new ideas, though may overestimate learning potential at times. The report provides interpretations of Rohith's scores and suggestions for developing related competencies.
Bradley Kraay took a behavioral assessment that analyzed his responses in four dimensions of normal behavior: how he responds to problems, how he influences others, how he responds to the pace of his environment, and how he responds to rules set by others. The document provides a summary of Bradley's general characteristics, including that he likes freedom from controls, public recognition, and working in a participative environment. It also outlines his ideal work environment and tips for communicating with him effectively.
Ahmed Hamed Ashry Saad - Test taken on the 21st of July 2016 in 34 min 21 secAhmed Alashry
This document is a personality assessment report for Ahmed Hamed Ashry Saad who took the test on July 21, 2016 in 34 minutes and 21 seconds. The report includes Ahmed's scores on various personality dimensions related to people management, perception mode, self-management, and change management. It provides a graph of Ahmed's scores on key factors, an analysis of his distinctive personality traits, a table with his results, and interpretations of his scores on each factor. The report finds that Ahmed prefers stability but would benefit from more flexibility, is often enthusiastic but serious in difficult situations, is highly committed to his work, tends to be optimistic, and likes challenges and competition.
Charlotte is strongly independent, innovative, and driven to accomplish goals quickly. She prefers working independently and can become impatient with routine tasks. As a manager, she would focus on goals and results, delegate details, and check in on progress based on timelines rather than processes. Her influencing style is authoritative and competitive as she aggressively pursues goals. To be effective, Charlotte needs opportunities to learn, independence to pursue new ideas, variety in challenges, and advancement based on achievements.
Rufat Abdullayev completed an Insights Discovery personality profile on December 2, 2015. The profile describes Rufat as a direct, ambitious person who enjoys challenges and leading others. He is focused on results and may neglect details. Rufat prefers an active work style with variety and sees possibilities in every situation. He motivates teams but can become impatient. Developing empathy and listening skills could strengthen Rufat's leadership abilities.
Thato Majola completed an Insights Discovery personality profile on June 24, 2013. The profile describes Thato as someone who prefers structure, organization, and established procedures. He is practical, thorough, and hardworking, with a strong focus on facts over abstract ideas. Thato values loyalty and dependability, and interacts with others in a gentle, sympathetic manner. He is a careful decision-maker who likes to gather all relevant information before making a choice.
UTB Chapter 5 Importance of Collaboration.pptZeitiHamid
The document discusses collaboration, group communication, and decision making. It describes teamwork as people working together as a cohesive group. Group communication involves understanding group dynamics and functions. Effective decision making in a group requires that all members contribute ideas while no one dominates. Various techniques for group decision making are explained, including brainstorming, nominal group technique, and the Delphi method. Basic personality types and roles within groups are also outlined.
We all have 9 Personality types within us, of which, One is the most “Dominant”
.This presentation details outs the 9 Personality traits, associated risks with each Personality types and tips to improve and control the dominant/non Dominant personality types
These 9 interconnected personalities are the reason of Who you are and Why you are that way
The document discusses the Platinum Rule, which states "Do for others what they want done to them" as opposed to the Golden Rule of "Do for others what you want them to do for you." It covers understanding different communication styles, including the four main styles - Analytical, Driver, Amiable, and Expressive. The goal is to communicate more effectively across different styles by understanding each style's strengths, weaknesses, and preferred communication approaches. Examples are provided to illustrate how to communicate effectively with each of the four styles.
The document discusses different behavioral roles and leadership styles based on an Extended DISC assessment. It provides descriptions of various roles including the Changer, Influencer, Stimulator, Participator, and Doer. It also compares leadership styles between global and Jamaican populations, finding Jamaicans to be higher in dominance and compliance. Team roles are defined in terms of relationships and different attitudes.
Mohamed_Usra_TImanR4-C_8634210usCOLE-65a with 12 Driving Force Factors (1)Usra Mohamed
This document provides an overview of a Talent Insights report for an individual named Usra Mohamed. The report analyzes their behavioral style, motivators, and how their behaviors and motivators integrate. It examines their behaviors in four dimensions: how they respond to problems/challenges, influence others, respond to pace, and respond to rules/procedures. The report then provides general characteristics of their style, how they add value to an organization, tips for communicating with them effectively and ineffectively, and how others may perceive them under different conditions based on their responses.
This document provides a behavioral assessment of an individual named Ryan Geddings. It analyzes his behavioral style based on his responses to a questionnaire. The summary includes:
1) Ryan prefers an environment with variety and change. He is creative and likes to have many projects underway at once to solve problems. However, he may occasionally come across as cold and not empathetic.
2) The report provides general characteristics of Ryan's work style based on his responses. It indicates he is ambitious, creative, and focused on results but can also be blunt and critical at times.
3) A section outlines Ryan's value to an organization, including that he is challenge-oriented, thinks big, and is objective and future
Wojciech Chrusciel's leadership report from June 2016 analyzes his leadership orientations and style based on a personality assessment. The report shows that he has a medium preference for the business leader and team strategist styles, with a high preference for the crisis manager style. His leadership orientations profile indicates preferences for thinking about the future, working in a team, being relaxed in social situations, making rapid decisions, setting challenging goals, and being confident and controlled in a crisis. The report is meant to help him understand his natural strengths and areas for development as a leader.
The document provides an in-depth behavioral analysis for an individual named Dusty Ray. It examines his behaviors, motivators, communication preferences, ideal work environment and how others may perceive him under different conditions. The analysis is based on Dusty's responses to a behavioral assessment and is intended to provide insight into working effectively with him through understanding his natural talents and style.
This behavioral assessment report provides a summary of Mostafa Ramezani's natural behavioral tendencies and management style based on his responses. It finds that he is friendly, persuasive, and extroverted, seeking approval from others. As a manager, he prefers a democratic style, values team consensus, and can struggle with negative decisions.
This document provides a feedback report describing an individual's preferred patterns of behavior. It summarizes that the individual is very patient and steady, developing routines to complete tasks calmly and at an unhurried pace. They are reliable, dependable, and consistent. Logically and realistically, they think through problems by weighing pros and cons based on facts rather than emotions. They prefer some independence and freedom to think independently and make their own decisions, showing determination to achieve goals in the face of obstacles.
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Similar to Professional Profile 2 report of Ajanta Roy Chaudhury (1) (20)
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Table of contents
1 - THE GRAPH
2 - THE INVERTED GRAPH
3 - PERSONALISED ANALYSIS
4 - THE DETAILED TABLE
5 - THE COMMENTS
6 - GENERAL PROFILE
7 - POTENTIALS
8 - HOW DIFFERENT PROFESSIONS SUIT THE PROFILE
Notes
Page 2 / 48
3. 1 - THE GRAPH
Results on main factors (Score out of 10)
Motivations, Aspirations and Values Behaviour and Personality
Persuasiveness
(1)
Flexibility (1)
Emotional Distance
(4.3)
Extraversion (1)
Improvisation (10)
Focus on Facts
(8.1)
Rule-Following
(1.7)
Involvement at
Work (4.3)
Desire to Lead
(1)
Need for Action
(3.1)
Ambition (3.1)
Autonomy (10)
Altruism (4.3)
Novelty Seeking
(10)
Page 3 / 48
4. 2 - THE INVERTED GRAPH
Results on opposing factors (Score out of 10)
Motivations, Aspirations and Values Behaviour and Personality
Straightforwardness
(9)
Firmness (9)
Emotional Sensitivity
(5.7)
Introversion (9)
Structure (1.9)
Intuition (1.9)
Free-Thinking (8.3)
Personal Balance
(5.7)
Desire for Guidance
(9)
Need for Reflection
(6.9)
Humility (6.9)
Team Work (1.2)
Individualism (5.7)
Familiarity Seeking
(1.9)
Page 4 / 48
5. 3 - PERSONALISED ANALYSIS
Personality traits that are specific to the profile
In this section you will find the traits that stand out the most in the profile of
Ajanta Roy Chaudhury.
A few precautions in interpreting the results:
- Certain personality traits may contradict each other, this is true for human
behaviour.
- We recommend to look at the "The Comments" section of this report for a more
personalised description of the profile.
Strengths
Independent by nature, Ajanta Roy Chaudhury enjoys freedom and prefers to work
according to her own methods, freed from the constraints of group work.
Innovative by nature, Ajanta Roy Chaudhury is driven to explore new ideas and
procedures. She focuses on improving existing practices.
Ajanta Roy Chaudhury is keen to learn from the experience of others. She
appreciates to be accompanied in her career.
Spontaneous and adaptable, Ajanta Roy Chaudhury is known for her ability to
improvise and handle unexpected events with ease.
Weaker points, points to develop:
Ajanta Roy Chaudhury could benefit from being more open to team work as the
exchange of ideas and perspectives can lead to greater results and efficiency.
Ajanta Roy Chaudhury could benefit from being more open to relying on existing
methods at times, rather than experimenting with new methods.
Ajanta Roy Chaudhury could benefit from trusting her own abilities to perform and
make decisions without supervision, especially in familiar situations.
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6. 4 - THE DETAILED TABLE
A tabular representation of the results on the main and opposing factors
The following table summarises the candidate's results from the questionnaire. The
column on the right describes the main factor. The column on the left describes the
opposing factor. The "✔" represents where the candidate stands in relation to the
dimension.
Therefore the closer the "✔" is to the right, the stronger is the tendency for the main
factor. The closer the "✔" is to the left, the stronger is the tendency for the opposing
factor.
Opposing factor A B C D E F G H I J K Main factor
Behaviour and Personality
Straightforwardness
Genuine, Needs objectivity, Transparent
Persuasiveness
Convincing, Influential, Strategic
Firmness
Decisive, Resolute, Strong-willed
Flexibility
Adjusting, Seeks consensus, Open-minded
Emotional Sensitivity
Passionate, Emotionally expressive,
Reactive
Emotional Distance
Calm, Self-controlled, Composed
Introversion
Reserved, Quiet, Formal
Extraversion
Outgoing, Social, Interactive
Structure
Methodical, Planned, Systematic
Improvisation
Spontaneous, Adaptable, Comfortable with
ambiguity
Intuition
Instinctive, Insightful, Perceptive
Focus on Facts
Rational, Logical, Analytical
Free-Thinking
Non-conforming, Defines one's own
standards
Rule-Following
Adheres to standards, Respects rules
Motivations, Aspirations and Values
Personal Balance
Work-life balance, Disconnects after work
Involvement at Work
Dedicated, Committed, Workaholic
Desire for Guidance
Seeks guidance and advice, Appreciates
being directed
Desire to Lead
Takes charges, Authoritative, Responsible
Need for Reflection
Patient, Reflective, Likes to conceptualize
Need for Action
Dynamic, Risk-taker, Acts immediately
Humility
Satisfied, Stable, Cautious
Ambition
Competitive, Success-driven,
Achievement-oriented
Team Work
Cooperative, Affiliative, Team-oriented
Autonomy
Autonomous, Prefers independent work
Page 6 / 48
7. Individualism
Practical, Favours personal interests
Altruism
Helpful, Generous, Service-oriented
Familiarity Seeking
Likes routine and established methods,
Conventional
Novelty Seeking
Curious, Imaginative, Experimental
Opposing factor A B C D E F G H I J K Main factor
Page 7 / 48
8. 5 - THE COMMENTS
An interpretation of the scores on each factor with personalised
comments
BEHAVIOUR AND PERSONALITY
Persuasiveness << >> Straightforwardness
Ajanta Roy Chaudhury is very frank and highly values authenticity. She presents
information in an objective way without distorting or altering the truth. People with a
similar score live by the philosophy "honesty is the best policy". Straightforward in her
communication, she says things in a very direct manner. Ajanta Roy Chaudhury is
committed to sincerity and does not adapt her speech to please others.
Environment and Roles: Thrives in settings where transparency is essential and
manipulation of clients or co-workers is frowned upon.
Interaction with others: Very genuine and expects honesty from colleagues.
Strength: Honest and straightforward.
Potential weakness: May be viewed as rude and lacking tact.
Definition
"Persuasiveness" is defined as the ease with which an individual is convincing and
influencing others by using tact and adapting their speech for an audience, while
"Straightforwardness" refers to being authentic and direct in communication, with a need
to remain transparent.
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9. Flexibility << >> Firmness
Ajanta Roy Chaudhury is very firm and resolute. She does not like to compromise in
negotiations and is not afraid to engage in confrontations. Ajanta Roy Chaudhury will
openly voice her viewpoints during conflicts and is very likely to push her ideas
through in team discussions and meetings. She is not easily convinced or influenced
by other people's perspectives and tends to stick to her opinion.
Environment and Roles: Well suited for roles that require bargaining and tough
negotiations.
Interaction with others: Team members are likely to perceive her as tough and
confrontational.
Strengths: Determined and does not waver during discussions.
Potential weakness: May turn a deaf ear during debates.
Definition
"Flexibility" is defined as a willingness to be open to make concessions when dealing
with others in order to seek consensus and avoid conflict, while "Firmness" refers to a
tendency to defend one's own point of view and remain determined during exchange
with others.
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10. Emotional Distance << >> Emotional Sensitivity
Ajanta Roy Chaudhury is rather sensitive to her surroundings. She is likely to be
passionate about things that she considers important. Ajanta Roy Chaudhury may be
affected in stressful situations or when faced with criticism. However, she is likely to
delay the expression of feelings in order to prevent a disproportionate reaction.
Environment and Roles: Suited for typically calm roles with occasionally demanding
periods.
Interaction with others: Generally takes colleagues' criticism and opinions into
account.
Strength: Emotionally expressive.
Potential weakness: May lose composure when under pressure.
Definition
"Emotional Distance" is defined as the tendency to stay calm and composed even when
faced with stressful or unsettling situations, while "Emotional Sensitivity" refers to the
tendency to react to stress, take things to heart and readily express emotions.
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11. Extraversion << >> Introversion
Ajanta Roy Chaudhury is very reserved by nature and prefers listening to talking. She
has a strong preference for close friendships with a small group of people and may
be uncomfortable in large social gatherings. Ajanta Roy Chaudhury does not require
social stimulation and is most efficient and focused in quiet environments.
Environment and Roles: Best suited for roles that require long periods of intense
focus and concentration.
Interaction with others: Likely to have meaningful one-to-one relationships with
colleagues.
Strength: Stays productive and motivated even without social contact.
Potential weakness: May be seen by others as shy and distant.
Definition
"Extraversion" is defined as the tendency to be outgoing and lively, seeking to develop
many friendly contacts, while "Introversion" refers to being reserved and formal,
choosing to maintain only a few close relationships.
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12. Improvisation << >> Structure
Ajanta Roy Chaudhury is very adaptable and at ease improvising when faced with
unexpected events. She enjoys handling tasks as and when they come and avoids
planning in advance. People with a similar score feel restricted by fixed schedules
and prefer to leave plenty of room for last minute decisions. Ajanta Roy Chaudhury
needs flexibility in order to take on unexpected events.
Environment and Roles: Best suited for projects that require frequent adjustment to
constant changes in external factors.
Interaction with others: Encourages team members to be flexible with plans and
adapt quickly to emerging challenges.
Strength: Finds solutions even in very ambiguous situations.
Potential weakness: A lack of planning may affect the quality of work.
Definition
"Improvisation" is defined as being spontaneous and acting without clear planification,
being at ease when facing unexpected situations, while "Structure" refers to a
preference for being organised, methodical and referring to procedures.
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13. Focus on Facts << >> Intuition
Ajanta Roy Chaudhury solely relies on logic and facts to make decisions and solve
problems. She will carefully review information and analyse all details before making
a judgement. Unlike her more intuitive colleagues, Ajanta Roy Chaudhury is likely to
ignore gut feelings and would prefer to weigh and deliberate all aspects of a problem.
People with a similar score tend to believe it is best to wait for all the facts to emerge
before jumping to conclusions.
Environment and Roles: Best suited for positions in which a rigorous analysis of
information is privileged.
Interaction with others: Likely to ensure that team members thoroughly review
information before decisions are taken.
Strength: Objectively analyses situations and takes rational decisions.
Potential weakness: May ignore the value of perceptions and emotions to
understanding a problem.
Definition
"Focus on Facts" is defined as the tendency to be objective, logical, analytical and
rational in evaluating information and making decisions, while "Intuition" refers to the
tendency to appraise situations and make choices based on one's personal insights,
instincts, impressions and 'gut feeling'.
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14. Rule-Following << >> Free-Thinking
Ajanta Roy Chaudhury enjoys working in a position where rules are not fixed and
binding but flexible and expandable. She tends to question existing policies,
especially when she feels that they reduce her productivity or oppress her.
Ajanta Roy Chaudhury would not comply with something with which she disagrees,
not only because of her non-conformist nature but also because rules must make
sense to her.
Environment and Roles: Enjoys working in organisations that encourage critical
thinking when it comes to rules and procedures.
Interaction with others: Likely to encourage colleagues to not blindly accept only one
way of doing things.
Strength: Actively questions existing rules.
Potential weakness: May struggle in environments that require strict adherence to
principles.
Definition
"Rule-Following" is the tendency to respect and comply with established guidelines and
standards set by the organisation and society, while "Free-Thinking" is the tendency to
create or modify rules if existing ones are considered inefficient and impractical.
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15. MOTIVATIONS AND VALUES
Involvement at Work << >> Personal Balance
Ajanta Roy Chaudhury generally keeps her professional and personal lives separate.
She strives to be productive during office hours and disconnects after work.
Ajanta Roy Chaudhury understands that at times she may need to sacrifice some
leisure time for key projects or to meet important deadlines.
Environment and Roles: Well suited for positions that do not require a high degree of
commitment beyond contractual agreements.
Interaction with others: Works best with co-workers who understand the importance
of life outside of work unless pressing project deadlines are approaching.
Strength: Recognises the value of quality personal time.
Potential weakness: May refuse to take up projects that could interfere with personal
priorities.
Definition
"Involvement at Work" refers to the importance given to work and one's emotional
bonding with the organization, while "Personal Balance" refers to a preference to
separate one's personal and professional lives and balancing the two.
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16. Desire to Lead << >> Desire for Guidance
Ajanta Roy Chaudhury prefers work settings where she can seek advice from more
experienced individuals. She works best when given precise guidance from
managers. Ajanta Roy Chaudhury does not desire to supervise but instead prefers to
be mentored. She would actively seek feedback in order to be more effective in her
role.
Environment and Roles: Ready to let others take the lead and works well when clear
instructions are given.
Interaction with others: Looks for mentorship from colleagues.
Strength: Performs well under task-oriented and directive leadership.
Potential weakness: May be challenged in environments where there is little
supervision.
Definition
“Desire to Lead" is defined as the inclination to take charge of situations and to seek
roles that require leading people, while "Desire for Guidance" refers to the preference
for supervision and regular feedback, as well as for clearly defined directives.
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17. Need for Action << >> Need for Reflection
Ajanta Roy Chaudhury prefers working on strategic projects that require reflection
rather than those that require only immediate actions. She likes to visualise and
reflect on long-term implications before making a decision. Ajanta Roy Chaudhury
draws on her patience and vision until ideas come to fruition.
Environment and Roles: Well suited for tasks that need a futuristic perspective.
Interaction with others: Likely to remind team members to look beyond imminent
gains.
Strength: Remains motivated on projects that yield results in the long-term.
Potential weakness: May quickly loose interest on non-strategic tasks.
Definition
"Need for Action" refers to a tendency to be dynamic and to prefer short term projects
that deliver quick and concrete results while "Need for Reflection" refers to a preference
for complex, long term projects that yield results in the future and require more strategy,
patience and reflection.
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18. Ambition << >> Humility
Ajanta Roy Chaudhury prefers stability at work. She seeks much less competition
than others. Generally cautious, she would not try to take shortcuts. However, while
Ajanta Roy Chaudhury is not typically motivated by professional ambitions, she is
capable of meeting defined targets. Having a clear preference for a steady pace of
working, she does not seek success at all costs.
Environment and Roles: Suited for stable settings where individual competition is
relatively low.
Interaction with others: Likely to be perceived as steady by colleagues.
Strength: Generally satisfied with own achievements and would prefer not to harm
others to get ahead.
Potential weakness: May hesitate to take up new opportunities for advancement.
Definition
“Ambition" is defined as the competitive drive towards success and achievement, setting
high and risky goals while "Humility" refers to the tendency to be satisfied with one's
current status and be comfortable with professional stability.
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19. Autonomy << >> Team Work
Very independent, Ajanta Roy Chaudhury likes to make decisions and work on her
own without seeking external advice or opinions. She enjoys being self-reliant and
seeks to work on projects where she is able to generate ideas and define how to
execute tasks autonomously. Unlike her more collaborative colleagues, she may feel
restricted when involved in teams.
Environment and Roles: Well-suited for projects that require self-reliance and
individual focus.
Interaction with others: Colleagues are likely to perceive her as solitary.
Strengths: Very independent, does not require group support to finish projects.
Potential weakness: Likely to struggle when working in teams.
Definition
"Autonomy" is defined as a preference for independence and freedom while working.
"Team Work" refers to the tendency to enjoy group work, be cooperative and focus on
team cohesiveness.
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20. Altruism << >> Individualism
Ajanta Roy Chaudhury tends to focus on her professional objectives. Business-
oriented, Ajanta Roy Chaudhury tends not to be distracted by the personal concerns
of others. However, if necessary, she will assist others who she is close to or those
who may help her advance her career. Fairly pragmatic, personal growth is important
for her.
Environment and Roles: Likely to be an asset to organisations that are more results-
oriented.
Interaction with others: Encourages others to solve problems but willing to provide
assistance if required.
Strength: Efficient at prioritising own objectives in relation to those of others.
Potential weakness: May refrain from helping others if not perceived to be urgent or
necessary.
Definition
"Altruism" is defined as the inclination to be concerned about people and generous with
one's time and resources, wanting to contribute to the greater good while "Individualism"
refers to being practical and realistic with a focus on one's personal objectives.
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21. Novelty Seeking << >> Familiarity Seeking
Ajanta Roy Chaudhury seeks change and innovation. She is very inquisitive,
conceiving original ideas and ways of improving established methods. Ajanta Roy
Chaudhury is likely to take risks in order to come up with creative solutions. She is
constantly looking to learn new things and invent novel approaches.
Environment and Roles: Thrives in changing and diverse settings that require
experimental ways of working.
Interaction with others: Likely to inspire others with cutting-edge ideas.
Strength: Committed to innovation and improving outdated practices.
Potential weakness: May disregard flaws of new methods for the sake of novelty.
Definition
"Novelty Seeking" is defined as being inquisitive with an inclination to explore and
experiment with new ways of doing things, while "Familiarity Seeking" refers to being
comfortable with what one is accustomed to and follow proven methods over
experimental approaches.
Page 21 / 48
22. MIN MAX
80%
70%
6 - GENERAL PROFILE
Suitability of the profile in relation to various work-personality profile types
This section analyses the extent to which the candidate's profile matches the various
work-personality types.
A perfect match corresponds to 100%.
Click on 'Details' (only in HTML version of the report) to view the candidate's graph
superimposed on the ideal graph for that particular work-personality type.
The profiles
Suitability
1 Independent 80%
2 Judicious 70%
3 Intuitive 63%
4 Cooperative 63%
5 Combative 62%
6 Emotionally engaged 59%
7 Dynamic 53%
8 Conscientious 48%
9 Dedicated 40%
Independent
The main characteristic of the “independent" profile is a significant need for autonomy,
associated with a certain level of individualism. It denotes someone who dislikes being
conditioned by a group, or by standards, or procedures that are too rigid. Professionally,
“independent” people like to be free of all commitment and tend to appear more
introverted than outgoing. They are stimulated by creative work, and not afraid to rise to
new challenges. Ultimately, they are proficient in self-management, but need to make
some considerable effort to accept hierarchy, or even team work.
Judicious
“Judicious” people are, by nature, level-headed. They consider action as only having
any real value in the medium or long term. They achieve their objectives because of
their perseverance and because of their considerable capacity for concentration and
reflection.
Page 22 / 48
23. 63%
63%
62%
59%
53%
Intuitive
“Intuitive” people favour a global outlook on things, without over burdening themselves
with details that they often deem unnecessary. Always on the move, they enjoy
improvising and adapting time and again to new situations, despite the risk of becoming
disarrayed. They are easily talked into supervising others and seem quite at ease
socially.
Cooperative
“Cooperative" people are characterized as having more of a consensual than a
combative personality. They search for common ground with others, favouring trusting
relationships, based on honesty, to do so. They are selfless and dedicated to others and
to their team, than he/she is to personal ambition.
Combative
Combative personalities appreciate negotiations and can be resolute and demanding,
which means they are not always easy to get on with. They like to persuade others with
finesse and firmness, using ruse wisely. Charismatic and ambitious, they are
enterprising, and willing to face their responsibilities in order to stand up for their own
interests, and those of their team or organization.
Emotionally engaged
This profile corresponds to certain individuals for whom the personality types
"sensitivity" and "involvement at work", are particularly prominent. Sensitive, creative
and endowed with a strong intellectual adaptability, such individuals need no external
pressure for motivation. As a matter of fact, they are often passionate about their work.
They can, however, lack self-confidence and may encounter certain difficulties in
managing their emotions when confronted with failure. They may also lose heart easily if
their strong commitment is not valued, or acknowledged by their employers.
Dynamic
A "dynamic" personality is primarily characterized by an energetic and sociable
temperament. Such people are friendly, enthusiastic individuals, who are appreciated by
their colleagues. More interested in the practical aspects than the theory, "dynamic"
individuals like to obtain rapid results in everything they take on. For that matter,
Because of this, they tend to avoid long-term projects whenever possible. Quite
ambitious, they enjoy diversity at work, seeing it as an effective antidote for boredom
and stagnation. They may, however, lack concentration and perseverance on long- term
projects.
Page 23 / 48
24. 48%
40%
Conscientious
Individuals characterized by this profile, generally display excellent professional
conscience by deeply committing themselves to a company or a project. They are
methodical, organized and tenacious in their work. They like precision and need to know
where they are headed as they prefer to evolve in a steady and structured environment.
On the other hand, they can become flustered if tasks and objectives are not clearly
defined or are frequently changed. Those with a “conscientious" profile accept
hierarchical organization and, even if they are sometimes a little reserved, they
appreciate belonging to a close-knit team.
Dedicated
A “dedicated ” personality is primarily characterized by the need to belong to a group, in
which they may, play a social role. Furthermore, such people are troubled neither by
established structures, nor hierarchies. They are somewhat outgoing. Their main
weakness may be their excessive altruism and devotion, notably if they practise a
profession of a commercial nature.
Page 24 / 48
25. MIN MAX
78%
7 - POTENTIALS
Suitability of the candidate's personality in relation to the potentials
This section analyses the candidate's position with regard to key potentials related to
behavioural skills and attitudes.
A perfect match corresponds to 100%.
Click on 'Details' (only in HTML version of the report) to view the graph
superimposed on the ideal graph for that particular potential.
Potentials
Suitability
1 Willingness To Learn 78%
2 Innovation 76%
3 Initiative 70%
4 Quality Oriented 64%
5 Strategic Planning 61%
6 Work Integrity 59%
7 Respecting Instructions 58%
8 Result Oriented 57%
9 Stress Management 56%
10 Challenge & Competition 55%
11 Influencing Skills 53%
12 Flexibility 53%
13 Decision Making 51%
14 Conflict Resolution 51%
15 Mentoring 51%
16 Business Acumen 50%
17 Team Leadership 48%
18 Organizational Skills 47%
19 Team Building 47%
20 Networking 44%
Willingness To Learn
Willingness To Learn is the tendency to be curious and inquisitive with a strong desire to
understand, learn and evolve.
Page 25 / 48
26. 76%
70%
64%
61%
59%
58%
57%
56%
55%
Innovation
Innovation is the tendency to think outside the box and introduce new perspectives in
order to engage people in innovative thought.
Initiative
Initiative is the ability to move things forward with energy and vivacity and drive projects
by taking risks and making decisions alone.
Quality Oriented
Quality Oriented is the tendency to be detail oriented in order to ensure the highest level
of quality and service while meeting expectations.
Strategic Planning
Strategic Planning is the ability to anticipate and establish a plan of action with the aim
of reaching long term goals.
Work Integrity
Work Integrity is the tendency to follow rules and codes of conduct, while being honest
and reliable.
Respecting Instructions
Respecting Instructions is the tendency to be content working under a strict hierarchy,
following and implementing instructions and sticking to the procedures.
Result Oriented
Result Oriented is the tendency to focus on results and meet deadlines by taking
initiatives and setting priorities in a pragmatic and organized manner.
Stress Management
Stress Management is the ability to detach oneself from stressful situations &
channelize one's own emotions to stay calm and productive when faced with
unexpected events.
Challenge & Competition
Challenge & Competition is the tendency to strive for excellence by reaching and even
surpassing one's goals and constantly seeking challenges.
Page 26 / 48
27. 53%
53%
51%
51%
51%
50%
Influencing Skills
Influencing Skills is the ability to communicate in an assertive and diplomatic manner in
order to influence and convince others.
Flexibility
Flexibility is the tendency to be open minded and adjust one's behaviour and attitude
depending on the environment and the people.
Decision Making
Decision Making is the ability to focus on facts and logic while making decisions and
solving problems.
Conflict Resolution
Conflict Resolution is the ability to actively listen to others and understand their point of
view in order to lead them towards a common ground and maintain harmony within the
team.
Mentoring
Mentoring is the ability to believe in people's potential and help them reach it on the
basis of recognition, trust and encouragement.
Business Acumen
Business Acumen is the ability to seize business opportunities and negotiate effectively
by being diplomatic and strategic.
Page 27 / 48
28. MIN MAX
8 - HOW DIFFERENT PROFESSIONS SUIT THE PROFILE
Suitability of the candidate's personality for the job profile/position
Given below are 58 general job clusters, representing the majority of internationally
recognised careers, analysed with respect to the candidate's profile.
A perfect match corresponds to 100%.
Click on 'Details' (only in HTML version of the report) to view the candidate's graph
superimposed on the ideal graph for that particular profile/position.
MANAGEMENT/ FINANCE/ HUMAN RESOURCES / COMMERCE AND CUSTOMER
RELATIONS
Suitability
1 Law and financial counselling 67%
2 Recruitment consulting 66%
3
Trade: financial/insurance
sector
65%
4 Commercial tourism careers 65%
5 Financial assessment 65%
6 Purchasing 64%
7
Consumer counselling,
technical solution sales
64%
8 Management counselling 63%
9
Project management
(construction, city planning)
62%
10 Pre-sales 62%
11 Human Resources Management 61%
12 Art - buying and selling 61%
13 Training 61%
14 Client management and support 60%
15 Accountancy/Management 60%
16 Career and skills management 60%
17
Political coordination and
administration management
59%
18
Private company management,
store management
59%
Page 28 / 48
29. MIN MAX
67%
66%
19
Public institution administration
and management
59%
20 Client advice and sales 58%
21 Administration and finance 58%
22 Business management 57%
23
Financial and legal
administration
57%
24
Technical and logistical project
management
57%
25 Commerce and representation 53%
26 Executive assistance 52%
Suitability
Law and financial counselling
(Tax adviser, corporate law expert, management consultant, finance)
Whether they work for companies or individuals, these professionals assist their clients
in the area of tax regulation: assuring compliance with tax authorities during company
operation and for tax declarations. They are crucial to company success and are
increasingly involved in the decision-making processes of the executive board. Their
primary mission is to defend and protect the interests of their clients. As assisting and
advising are their two main functions, these positions require a solid background in law
as well as critical thinking and interpersonal skills.
Recruitment consulting
(Recruitment consultant, headhunter, recruitment officer)
These positions are generally part of a specialised recruiting company (recruitment firm,
temp agency, etc.). Consultants, recruitment officers, etc. are appointed by a company’s
human resources department to hire new personnel. They must analyse company
demands in order to define the desired profile, write job positions, and meet and select
candidates. They must also be able to “sell” the company which employs them in order
to attract the best candidates in the desired sector.
These positions require good listening and observational skills, as well as good
communication and analytical skills.
Page 29 / 48
30. 65%
65%
65%
Trade: financial/insurance sector
(Account manager, sales engineer, insurance consultant, financial adviser, broker,
mergers and acquisitions adviser, growth manager)
These finance and/or insurance professionals differ from other financial experts in their
ability to negotiate. Drawing from an excellent understanding of financial products, they
seek out the best-suited and profitable solutions for both parties. They adjust their offers
according to the needs of their clients. These are technical and commercial occupations
where an understanding of people plays an important role. Work in this field demands
availability and readiness, and may require the ability to speak several foreign
languages.
Commercial tourism careers
(Package tour creator, booking agent, travel agency director, tour operator, tourism
office director)
This sector combines the activities of commerce and tourism. Duties in this sector
involve searching for interesting products (tours, cruises, safaris, etc.) and then
selecting what the travel agency will offer to customers. To do this, they evaluate
products by criteria such as security, quality, and rates and then negotiate conditions
with suppliers. A good understanding of the services being offered as well as excellent
communication skills are essential in order to establish client relations and better meet
client needs. A knowledge of foreign languages is also an important aspect of working in
this area.
Financial assessment
(Actuary, financial analyst, property manager, investment manager, insurance expert,
tax expert, computational finance professional, credit manager)
The primary objective of assessment is to offer advice. These professions can be found
in a number of domains, like defining company strategy, formalising internal and
external growth projects, supervision and improvement of management systems and
crisis management, etc.
Solutions and personalised advice are developed according to the needs of company
being assessed. These professions require good investigative and analytical
capabilities, as well as a desire to work with data and procedures.
Page 30 / 48
31. 64%
64%
63%
62%
Purchasing
(Buyer for a purchasing department, international buyer, manufacturing buyer, director
of purchasing and logistics, industrial purchasing agent)
Buyers work mostly in industry or in mass distribution. They must have a perfect
understanding of product characteristics and market evolution. Buyers select the
products and evaluate suppliers based on price, quality, selection, service, support,
availability, reliability, production and distribution capabilities, and the supplier's
reputation and history. They maintain and review computerised or manual records of
items purchased, costs, profit margin, deliveries, product performance, and inventories.
They negotiate, renegotiate, and administer contracts with suppliers, vendors, and other
representatives in order to obtain the best deals.
Consumer counselling, technical solution sales
(Account manager in commercial sector, bank or company, sales engineer, key account
executive)
Those working in this sector perform duties similar to those of technical sales
representatives and customer service managers. Their major role is to identify client
needs (individual or company) and to offer products and services accordingly.
Management counselling
(Management consulting, IT consultant, process development/quality engineer)
These consultants analyze the existing company environment or certain processes (IT
systems, workflow, production, etc.). They help their clients to pinpoint their needs,
diagnose current problems, and offer solutions. Consultants often participate in the
implementation of the projects which follow from their recommendations. Required
qualities: critical thinking and analysis, good listening skills, ability to be persuasive and
flexible.
Project management (construction, city planning)
(City planner, project study director, project manager)
Specializing in cities, these professionals create and renew neighborhoods, roads, etc.
(urban planners) and undertake their construction (engineers). Knowing how to
organize, manage, investigate, construct, and preserve the environment are their major
assets.
Page 31 / 48
32. 62%
61%
61%
Pre-sales
(Sales engineer, pre-sales engineer, manufacturers’ agent, sales representative, market
development manager)
The primary focus of these professionals is to provide technical and non-technical
support and services regarding the needs and challenges of their clients. They perform
market research and collaborate with sales teams or other staff members to understand
customer requirements, promote the sale of company products, and provide sales
support. They are in charge of researching and developing client portfolios. Pre-sales
professionals negotiate contracts and assure follow-up. Flexibility, people skills, and the
ability to work as part of team are all important qualities for jobs in this field.
Human Resources Management
(Director of human resources, HR administrator director of personnel, or director of
personnel services and labour relations)
The director of human resources or director of personnel works at the headquarters of a
group, company, large establishment, or subsidiary. They supervise labour relations and
HR activities. Their duties are primarily aimed at mobilising and developing the
employee resources by managing hiring policy and training services. They define and
rank tasks for greater efficiency, handle administrative duties and internal
communication. The ability to listen carefully, diplomatic skills, and managerial
capabilities are all essential qualities for those working in this profession.
Art - buying and selling
(Art dealer, rare book dealer, antiques dealer, bookseller, auctioneer)
These occupations involve selling the art and antiques of individuals and/or companies.
An auctioneer, like an antiques dealer, must be able to recognise an object's origins and
estimate its value. All jobs in this field require strong interpersonal skills in order to
answer client questions and give advice. This also means having thorough knowledge in
particular domains like art history, literature, etc.
Page 32 / 48
33. 61%
60%
60%
60%
Training
(Training director or manager, training consultant, director of instruction)
Whether to meet the needs of an employee or a company, the training director should
be able to detect and analyse needs and put them into perspective with company policy
and advances in technology. They construct and negotiate the training program, taking
into account human, financial, legal, organisational, and pedagogical aspects. They
supervise how the training is carried out and evaluate the effects of training
investments. They manage relations with institutional and professional partners involved
in the training. These positions require an understanding of how the company operates
and good interpersonal skills.
Client management and support
(Executive or manager in charge of customer relations or customer service, customer
service hotline representative)
Service quality and client satisfaction are the main priorities of any company. Selling a
service is not enough; companies must also efficiently manage commercial data, meet
specific client/partner demands, and resolve technical problems. These jobs require
diplomacy, the ability to listen, and a firm understanding of the practical and technical
aspects of products.
Accountancy/Management
(Accountant, payroll manager, insurance writer, certified public accountant, treasurer,
credit manager, assistant manager for a small- or medium-sized company)
Those working in this sector serve a variety of functions. They support company
management and individuals in making decisions, accounting, administration and
document preparation. These positions require knowledge of several areas like labour
law and accounting practices for company operation. They also require strong
organizational and interpersonal skills.
Career and skills management
(HR development manager, skill management administrator, career management
administrator, human resources manager)
These positions optimize the competitiveness of a company. To meet this objective,
these professionals reconcile the needs of the company with the available (internal and
external) human resources. This sector includes HR executives specialized in career
management. They should be capable of anticipating and evaluating what the company
needs, and recognizing the potential of each employee or job candidate. The ability to
listen and observe, good interpersonal skills, and the capacity to analyze and
summarize information are all necessary qualities.
Page 33 / 48
34. 59%
59%
59%
58%
Political coordination and administration management
(Parliamentary assistant, cabinet director, municipal and regional councillor, local
officer)
Professionals in these sectors are elected or appointed. They are in charge of the
internal and external development of a community and its well-being, and are involved
in the implementation and monitoring of actions. The duties of administration managers
depend on the domain in which they work (finance, social, cultural, etc.) and the type of
administration (public, healthcare, or territorial). These professions demand flexibility as
well as good managerial, diplomatic, and interpersonal skills.
Private company management, store management
(Restaurant manager, hotel manager, store manager, company director, shopkeeper for
a franchise, supermarket director)
Management positions have a lot of responsibility. Managers must supervise personnel
and coordinate a large number of roles like suppliers, consultants, customer service
representatives, maintenance personnel, etc. Their primary objective is to foster
customer loyalty. They must also be able to work under pressure and without a set work
schedule. In order to perform these duties, managerial skills are required as well as
accounting abilities in order to establish and manage a budget.
Public institution administration and management
(School principal, hospital director, prison director, director of social/educational
organization, director of career services, director of youth and cultural associations)
Those occupying these positions have many responsibilities at various levels. They
must take the necessary precautions to ensure the security of those they welcome
(professionals and the public) in their establishment. For example, in the educational
sector, they coordinate and supervise educational activities, tasks and projects. They
also assure adherence to administrative and financial rules and procedures. Directors
must be able to manage teams, stay organized and resolve conflict.
Client advice and sales
(Store salesperson, product representative, sales attendant)
Regardless of the product being sold, those working in this sales sector welcome clients
and offer them advice. They must have a thorough knowledge of the products and
services they offer in order to meet the demands of their clients. In addition, they play
an important role in fostering customer loyalty through their attitude and communication
skills. Excellent interpersonal skills are thus essential in this domain, but good
organizational skills are also required if the salesperson works in a store.
Page 34 / 48
35. 58%
57%
57%
Administration and finance
(Business controller, consolidation manager, external auditor, auditor)
Professionals in this area carry out economic and financial studies to determine the
financial status of a company, manage accounts, and assure adherence to accounting
procedures. The results of these studies also provide tools for making strategic choices
in terms of price policy, budget forecasts and investing. Excellent data analysis skills are
required for these positions.
Business management
(Sales manager, sales supervisor, sales marketing director, store manager, department
manager, sales administrator, network director, director of operations, regional sales
manager)
These occupations aim to align client satisfaction with company profit. Those who work
in this field target new clients (according to their particular sector) and oversee
contracts. They are also involved in analysing and managing commercial activity and
contributing to strategic development. Finally, they manage teams by defining and
facilitating the meeting of their objectives. Performing these duties requires good
management abilities, interpersonal skills, persuasiveness, and a good understanding of
the market.
Financial and legal administration
(Project financing director, international business banker, financial director, agency
director, administrative director, secretary general)
In finance, high-level positions have two functions: management and consulting. These
professionals work in banks, businesses and consulting firms. Their roles vary from
maintaining accounts to optimizing sources of capital, or directing teams of accountants
or financial advisers. They assure the security and the financial viability of the company
according to their rank and level of responsibility. People holding these positions must
be honest, organized and methodical.
Page 35 / 48
36. 57%
53%
52%
Technical and logistical project management
(Site manager, site foreman, foreman, production manager, engineer, director of
logistics, environmental assessment manager for an industrial site, maintenance
manager, quality manager, inventory manager, warehouse manager)
In charge of one or more work sites, these professionals verify the feasibility of projects
by detailing all the necessary specifications (desired functionalities) and the budget.
Next, they are in charge of supervising the teams and implementing the project (working
conditions, organization, etc.) and training the users. These positions require an interest
in technical activities, a good sense of organization, responsiveness, and the ability to
manage teams.
Commerce and representation
(Salesperson, sales assistant, pharmaceutical product representative, exporter, real-
estate broker, commercial export, business development manager, advertising
manager, head of sector)
Targeting new clients and direct marketing are at the core of the commercial
representative’s role. These occupations are primarily oriented toward selling products
and services. Professionals in this area develop business relations and assure client
follow-up. Those working in this field generally take advantage of a wide network of
contacts and have the ability to easily form new relations. They should have good
relational skills and know how to be both patient and persuasive. As travel is often
necessary, being in good physical health is frequently a requirement.
Executive assistance
(Administrative assistant, executive assistant)
Assistants are responsible for managing a high number of internal and external
demands for their immediate superiors. They are in charge of various files, supervising
and coordinating department activities, and facilitating the information flow. This
profession requires discretion, a strong sense of initiative, as well as good people and
organizational skills. The ability to speak one or more foreign languages is often
desirable.
Page 36 / 48
37. MIN MAX
84%
INFORMATION TECHNOLOGY / MARKETING / COMMUNICATION / ART
Suitability
1 Architecture 84%
2 Market research 80%
3 Computer graphics 79%
4 Fine arts 77%
5
Network and information
systems design
76%
6 Audiovisual and technical 74%
7 Linguistics professions 73%
8 Audiovisual Production 72%
9 Writing careers 71%
10 Field marketing 71%
11 On-the-spot journalism 70%
12 IT analysis and development 69%
13
Network and information
systems management
66%
14 Preserving heritage 66%
15
Technical maintenance and
user support
66%
16
Computing and
management
66%
17 Art director 64%
18
Coordination and
preparation of visual
communication aids
62%
19 Communications 59%
20
Planning and organization
of cultural events
57%
Architecture
architect, interior designer, interior decorator, furniture designer, product designer
These professions involve the design of functional, artistic and aesthetic projects and
artefacts. The objectives and functional criteria of such projects and artefacts are
determined in advance of the design stage. Those working on the project must then be
supervised and coordinated, while assuring that the original concept is maintained.
These are artistic professions requiring imagination, creativity, and drawing abilities.
Nevertheless, rigour and technical abilities are also a must.
Page 37 / 48
38. 80%
79%
77%
Market research
Market research analyst, statistician, marketing/R&D engineer
Market research professionals carry out studies on current and future products. Both
quantitative and qualitative, these studies take into account company activities and
client demands as well as technical, commercial, and socio-economic changes. These
duties can be carried out directly within a company or in a consulting group. In order to
take a complete inventory of existing information and plan future actions, the opinion of
clients, the sales and marketing department, and R&D must be taken into account. This
type of position requires an ability to organise, and an interest in research and analysis.
Computer graphics
Graphic artist, video-game designer, web designer, draftsman, 2D-3D animator
Those working in this field are image specialists. They design and create logos, posters
and video games, or work on page layouts and packaging. To do this, they use
computer tools and techniques (desktop publishing, graphics software, etc.) They
develop their creations according to product targets. They follow artistic management’s
instructions and conform to the corporate identity (logos, colours, etc.). They also
collaborate with professionals from other services (such as marketing, sales and
manufacturing). Those working in this field must be creative and have good technical
abilities, and be aware of the latest trends and advances in technology. They must also
be flexible and have good interpersonal skills in order to work as part of a team.
Fine arts
Craftsman (stone engraver, jeweller, goldsmith, watchmaker, ceramicist, painter,
sculptor, gilder, art restoration technician, carpenter, instrument maker, basket maker,
taxidermist, upholsterer); fashion and textile careers (embroiderer, seamstress, stylist,
tailor, designer); art and nature (landscaper, gardener, florist); music (composer,
instrument maker); glassmaker/glassblower; photographer
Fine artists find their inspiration in various domains: craftsmanship, fashion, nature,
music, etc. and use a wide range of materials such as wood, fabric and glass. These
workers are trained by experienced professionals in the same field or by an
establishment specialising in the field. Though they have differing areas of
specialisation, these activities have two essential points in common: refined skills and a
great deal of creativity. A good understanding of trends and manufacturing techniques is
also useful.
Page 38 / 48
39. 76%
74%
73%
Network and information systems design
Computer systems and database engineer, network designer, information systems
designer, expert computer scientist
This domain aims to improve and develop existing systems (networks, applications,
websites, etc.), or create new ones depending on the needs expressed by the users or
clients, with the goal of facilitating access to information. For those in this field, finding
solutions is an everyday task. Good analytical skills, rigour, and creativity are all
necessary qualities.
Audiovisual and technical
Director of photography, sound engineer, film/video editor, special effects technician,
camera operator
This sector incorporates technical jobs into the artistic (specifically audiovisual) domain.
Those in this field are involved in producing programs, clips, shows, plays, and films.
These professionals are responsible for image quality and/or sound, special effects, and
other technical aspects depending on their area of expertise. They work in collaboration
with other technicians and the producer to create an atmosphere which meets
expectations and production demands. These jobs require technical abilities, but also
artistic sensibilities and good listening skills in order to meet the expectations and work
within the constraints of the project.
Linguistics professions
Interpreter, terminologist, translator (audiovisual, literary, expert, technical), proofreader,
copywriter
Unlike literary positions, these linguistic professions do not require as much creativity,
but they must meet strict requirements and have excellent communication skills (in both
their native language and a foreign language). This requires understanding linguistic
subtleties and having excellent spelling, grammar and syntax. Their role involves
revising, correcting, rewriting, and translating text and speech. This type of work
requires concentration, linguistic knowledge, and an interest in writing.
Page 39 / 48
40. 72%
71%
71%
Audiovisual Production
Cinematographer, director/producer, television producer, stage director
Producers and stage directors work in control rooms or studios for both theater and
cinema. Their role begins before the actual filming, by studying the script and breaking it
up into scenes. They must also arrange for the casting, choose technicians, and
supervise rehearsals. They are in charge of coordinating all the professionals involved
in order to create a particular ambiance and assure the coherence of the production.
They direct the actors and specify the details for the decor, costumes, lighting, and
sound. In order to work in this field, a highly developed artistic sense is required, but this
domain also demands technical skills and managerial qualities.
Writing careers
Writer, screen writer, literary critic, art critic, editor, online journalist, freelancer, editorial
writer
Writing is the basis of these professions. Those working in this domain create various
texts: novels, scripts, song lyrics, newspaper and magazine articles…
These texts may be intended for publication or for audiovisual production. Inspiration
and creativity are crucial to these artists, but they must also respect certain constraints
(layout, style, structure, etc.) imposed by media applications and by client demands
(editors, producers). People working in this domain should have excellent written
abilities, be creative and imaginative, and know how to find the right wording in order to
communicate ideas and keep the reader’s attention.
Field marketing
Head of field marketing, advertising and promotion manager, director of merchandising,
direct marketing manager, consumer products manager
The goal of field marketing is to find out how best to sell a product. Those working in this
domain try to put themselves in the consumer's shoes in order to understand their
needs and how to attract them, and stimulate interest in the products and services they
offer. They are in charge of maximising the attractiveness of a company’s offers
(product presentations, promotional operations, etc.) in order to increase sales. This
requires excellent coordination with the other departments (sales, research, etc.) as well
as external partners and services. These positions require analysis, negotiation skills,
and creativity.
Page 40 / 48
41. 70%
69%
66%
66%
On-the-spot journalism
Reporter/journalist, international reporter, local correspondent, agency reporter
These journalists seek and collect information where the action takes place. They verify
the information’s authenticity and then make it available to the public. They must be
both curious and critical. These jobs also require energy and the ability to use certain
technical equipment (video cameras, photography equipment, etc.).
IT analysis and development
Design engineer, programmer, systems analyst, software designer, developer
These professionals work in corporate services, banks and companies specialising in
computer applications and engineering. They design, modify, develop and direct
software system testing and validation procedures, programming, and documentation as
well as consulting with customers about software system design and maintenance.
These positions require rigour, method and organisation. A desire to work in the
technical domain and as a part of team is also necessary. They should also
demonstrate creativity in order to design innovative solutions.
Network and information systems management
IT analyst/manager, network and computer systems administrator
These professionals assure the functioning and maintenance of computer equipment so
that tasks requiring computer applications may be carried out. They must be versatile
even if they specialise in a particular area (network administration, analysis, etc.). Like
all computer-related jobs, being rigorous and methodical are essential qualities.
Preserving heritage
Museum curator, museum technician, archivist, heritage conservator, historical
monument architect, restorer, historical guide
Heritage includes many things: from historical monuments to museum collections,
libraries and archival services, but also historical sites and buildings which are protected
and preserved, rare areas of knowledge, cinema, photography, etc. These jobs involve
an understanding of cultural heritage, its transmission and promotion (archivists,
representatives, officers), as well as its preservation (conservators, restorers, etc.).
Important qualities for these positions include an appreciation of art, organisational
skills, and techniques for managing information.
Page 41 / 48
42. 66%
66%
64%
Technical maintenance and user support
Telecommunications technician, computer maintenance technician, electronics
maintenance technician, hotline support technician
These jobs all relate to computer networking and telecommunications. Depending on
their level of responsibility and their area of specialisation, these professionals should
ensure maximum use of the network, equipment, or software that they are responsible
for. They work at several levels: prevention, security, repairs, user support, design
(programs and networks), technology forecasting, implementation, and modernisation.
Technical knowledge, organisation, a service orientation, and independence are
essential qualities for this kind of position.
Computing and management
Computer systems director, project manager, IT manager
These computer specialists are in charge of the organisation, follow-up and verification
of computer developments. They choose and/or supervise the buying of computer
equipment (material, software, etc.) for users. They evaluate the needs of the various
company departments. They are also involved in managing and guiding computing and
telecommunications teams. In addition to their technical skills and knowledge of the
latest technology, they should have management abilities, be accessible, and have
good organisational and interpersonal skills.
Art director
Editor in chief, publishing manager, artistic director, radio director
Working in the press, in communications agencies, advertising, or publishing houses,
these professionals collaborate with a team of artists (graphic designers, illustrators,
photographers, journalists, etc.). They evaluate the product, direct teams, assure
smooth performance of operations, and present the product to the sales team and/or to
clients. These jobs require rigour and highly developed artistic sensibilities as well as
good interpersonal and communication skills, diplomacy, and leadership to be
persuasive and give presentations.
Page 42 / 48
43. 62%
59%
57%
Coordination and preparation of visual communication aids
Desktop publisher, assistant editor, graphic designer/layout artist, head of graphic
design department
These professionals follow the creation of a product (book, brochure, pamphlet, poster,
etc.), its production (layout, printing and cost), and control quality. They collaborate with
other members of the various sectors of the studio and sales representatives, and stay
in contact with clients. Their goal is to meet the requests of their clients by offering
quality products at a low price. These positions require good organisational and
interpersonal skills, an interest in new technologies, and the ability to handle the
unexpected.
Communications
Communications specialist, press officer, public relations specialist, event promotion
manager, internal and external information and communications specialist, external
relations manager, company journalist, media planner
These professionals work in companies, public institutions and specialised agencies.
They work on creating an image and promoting the institution and its products/activities
to different groups: clients (commercial communications), the media (press relations),
investors (financial communications), or employees (internal communication). In certain
cases, the company may prefer to hire a specialised agency to perform these duties.
Jobs in an agency are focused on client relations as well as creative aspects. Whether
in a company or an agency, communications specialists are marked by their strong
interpersonal skills, energy and enthusiasm, adaptability, and persuasiveness.
Planning and organization of cultural events
Producer, unit production manager, stage manager, historical guide, curator, cultural
events organizer
These people are in charge of producing and organising cultural events and working on
projects involving culture and the arts. They may work on developing shows and events
which aim to promote the history or cultural heritage of a city (museums, monuments),
or produce historical/cultural films, etc. They are responsible for managing the budget,
technical equipment, and necessary personnel, as well as fostering teamwork. They
should have a passion for the arts, but more importantly, they must have good
communication and management skills, strong organisational capacities, and lots of
energy.
Page 43 / 48
44. MIN MAX
67%
OTHER OCCUPATIONS / SPECIFIC FIELDS (tourism, teaching, health …)
Suitability
1 Teaching 67%
2 Legal counseling 65%
3
Social services, personal and
professional development
62%
4
Judicial
authorities/Magistrates
62%
5
Assistants, secretaries,
receptionists
61%
6
Tourism (Chaperoning and
leisure)
59%
7 Well-being/therapy 58%
8 Paramedical Professions 55%
9 Investigation and security 54%
10 Rehabilitation 53%
11 Inspection and administration 52%
12
Administration: procedural
acts
44%
Teaching
Elementary/primary school teacher, secondary school teacher, instructor (foreign
languages, etc.)
Whether they teach multiple subjects or only one, a teacher's mission is to stimulate the
capacities of their students and to help them acquire knowledge and skills. They guide
them in their work, teach them to be independent and critical, and evaluate their
progress. In addition to the time spent teaching, these jobs also require lesson planning
and grading.
Page 44 / 48
45. 65%
62%
62%
61%
Legal counseling
Lawyer, legal expert, legal advisor, bailiff, notary
These professionals give advice on problems or actions with legal implications within
their area of expertise (labour, family, and corporate law). They use their knowledge
about law to serve individuals, companies, and organizations. Their role is to use
legislation and regulations to defend the interests of their clients, ensure the correct flow
of information and resolve disputes by proposing solutions. Performing these
professional duties requires strong critical thinking skills, attentive listening, and
persuasiveness.
Social services, personal and professional development
Social worker, special education teacher, home economist, cultural mediator, career
counsellor, guidance counsellor, family and marriage counsellor, etc.
These professions aim to find solutions to improve individuals' daily lives. Their skills
can be applied to a vast number of domains, as they address the personal and
professional matters of daily life. They search for solutions to family and educational
problems, as well as professional difficulties (finding or developing a career). These jobs
require good listening skills, diplomacy, and the ability to motivate others and encourage
them to commit themselves to an action or project.
Judicial authorities/Magistrates
Judge, magistrate, public prospection official
Magistrates and judges are public judicial officials who guarantee institutional rules and
regulations. They must preside over hearings, listen to evidence, make rulings, and
administer justice in courts of law. All of these duties require an excellent knowledge of
the law, good analytical skills, and the ability to handle stress.
Assistants, secretaries, receptionists
HR assistant, assistant accountant, teacher’s aide, administrative secretary, office clerk,
medical secretary, steward/stewardess
Classic secretarial activities involve handling phone calls and mail, maintaining an
agenda, organising meetings and appointments, following up on client projects,
administrative work (registration, billing, delivery, inventory), and writing up
administrative and/or technical documents. They are generally the first contact person,
so they must be sociable, organised, and conscientious.
Page 45 / 48
46. 59%
58%
55%
Tourism (Chaperoning and leisure)
Chaperone, tour guide, museum guide, handling agent, flight attendant, outdoor guide
The primary aim of those practising these occupations is to guide trips in various
settings: museums, neighbourhoods, cities, monuments, or the outdoors. It is therefore
necessary to be well-educated and have a solid background in a relevant domain.
These people ensure a harmonious group dynamic, but in the case of tour guides, they
are also in charge of planning and orchestration. Resourcefulness, the ability to handle
stress, and responsiveness are all essential qualities.
Well-being/therapy
Clinical psychologist, psychiatrist, nutrition expert, dietician, therapist
The goal of these professions is to help others feel better physically and/or
psychologically. Consultations are required in order to analyse patient needs, diagnose
a problems and determine the appropriate treatment. These professionals develop a
therapeutic program, and follow up on patient care and support. They often work side by
side with medical teams and social workers. Depending on the case, they may also
refer patients to other professionals or another area of expertise. Good listening skills
and the ability to instil confidence are essential. These duties also require strong
analytical skills.
Paramedical Professions
Nurse, pediatric nurse, nursing aid, pediatrist
This sector draws professionals working in hospitals, clinics, or private practices. They
contribute to patient well-being by giving care which improves comfort and hygiene.
Their role is one of caring and support. They must be attentive to the psychological and
physical health of their patients. They must also be attentive to the needs of the patient's
family and friends, and ensure the necessary care in collaboration with the rest of the
medical team. These professions involve physical stamina, highly developed
interpersonal skills, and patience. They should also have manual skills, and know how
to adapt to and manage difficult and urgent situations.
Page 46 / 48
47. 54%
53%
52%
Investigation and security
Police detective, superintendent of police, chief constable
These professionals serve in operations aimed at maintaining order in or defending
territory. They train, conduct, and provide logistical support for their collaborators. They
lead and manage the development of important operations. Their most important
qualities include authority, rigour, the ability to respond quickly and effectively, and good
relational skills.
Rehabilitation
Speech therapist, ophthalmologist, optometrist, orthodontist, occupational therapist,
physical therapist, psychomotor therapist
The major goal of those working in these professions is to help individuals adapt to their
environment. Their main task is to rehabilitate certain capacities after an accident or
surgical procedure. By encouraging the rehabilitation of motor skills, they foster
development and independence in people affected by certain deficits and handicaps.
Excellent interpersonal skills and receptiveness are necessary for these positions.
Inspection and administration
Tax inspector, work inspector, customs officer, withholding agent, fraud control officer
The main role of these government officials is to conduct investigations in their field
(taxes, customs, etc.) to find out if laws or regulations have been violated. If they have
been, these officials have the power to impose fines and/or penalties. These jobs
require diplomacy in addition to authority and rigour.
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