Every individual has their own characteristics that, together, make up their profile. Here, take that extroverted friend, that naturally-born co-worker, or that more observant relative as an example. Think even of yourself and your most striking features. In a corporate context, it is also possible to observe the same situation: there are different types of professional profiles — each with its attributes.
And you, do you already know which one you fit in? Don’t worry: we have the answers in the post! Stay with us to learn about the types of professional profiles and why they are of great importance in building a successful career and even choosing a degree course.
What are professional profiles?
The types of professional profiles are directly linked to the behavior of employees in daily work situations. They can be determined both by technical skills and by skills and personality traits, which actively interfere with their posture.
What we mean by this is that each person tends to react differently to certain factors, depending on their personality. Some professionals, for example, have their productivity affected when they go through pressure situations, as they prefer to do everything calmly and in advance. Others are able to produce even more in the face of these circumstances, as they see it as a stimulus.
It is important to note here that we are not just talking about “innate” characteristics. On the contrary: it is perfectly possible for a professional to mold his profile according to the demands of the area, aiming to adapt to the specifics of his functions. To conquer leadership positions, for example, it is necessary to work on some essential skills for C-Level positions , such as proactivity, good communication, among others.
Why is analyzing them important?
For the company
Knowing the types of professional profiles optimizes recruitment processes, facilitates talent retention and allows the creation of improvement strategies not only for the business environment, but also for corporate results. However, even with so many benefits, the importance of this understanding is often still underestimated.
Reinforcing this issue is important, because only by identifying the types of professional profiles, it is possible to understand the contribution of each member of the work teams to the organization and verify that employees are being well used in their positions.
Often, that employee who does not produce good results in a particular sector — especially when he feels unmotivated and/or does not have the ideal professional profile for the role — can be the key piece for another segment of the company to achieve its goals with excellence. .
Therefore, we can say that one of the secrets to building high performance teams is precisely to have knowledge of the types of professional profiles. Several mechanisms can be used for this, such as dynamics, qualitative research or even outsourced analysis.
for the professional
This analysis is also of great value to the professionals themselves, as it helps them understand their behaviors and allows them to continually work on the points in which they need to improve, if necessary. In addition, it allows him to make better choices during the search for a higher education.
This is possible because each area has, in one way or another, a desired type of professional profile — whose characteristics add positively to the performance. Understanding this beforehand helps the individual not to be frustrated with their choices and to choose the degree that is most aligned with what they want for their professional life.
What are the main types of professional profiles?
1. Planners
You will hardly find a professional of this profile in a panic. As he has the habit of planning everything very well, he already understands the consequences of each action. He also has a high degree of conservatism at work, that is, he likes routine and does not change it for anything, keeping a good pace in the execution of his tasks.
Professionals of this type tend to do well in teamwork, as they value good coexistence and like to help other people. However, they are not very optimistic and are afraid that things will get out of their control – this, for them, is extremely difficult to deal with. They are the complete opposite of executors, which we’ll talk about next.
2. Executors
Self-confidence: this is one of the main traits of professional performers. They have a great sense of competitiveness and like obstacles, as they believe they will always find ways to get around them. Therefore, they are key pieces to put new ideas into practice, as they are willing to take risks for the sake of results.
This type of employee, however, needs freedom of action to test possibilities and do what he wants, after all, he is really thirsty to make it happen – which can be extremely good for companies. On the other hand, he finds it difficult to follow rules and hardly gives up, even when that’s the order.
3. Analysts
Professionals with an analytical profile have as outstanding characteristics logical reasoning and the ability to analyze each situation well before acting, based on research, comparisons, quantitative data, etc. They are usually very detail-oriented and concerned about the consequences of their actions.
As they are more adapted to routines, that is, they have no problem executing the same processes every day, they have difficulties in dealing with sudden changes, especially in relation to those procedures with which they are already accustomed.
They prefer certainty and stability, demonstrating a certain resistance to innovation. On the other hand, they don’t usually deal well with negative feedback, as they are quite perfectionistic.
4. Communicators
Professional communicators are true agents of motivation within companies. In addition to their high power of persuasion — which helps encourage colleagues to meet the team’s goals — they have optimism, empathy and charisma as their main characteristics.
They maintain positive relationships with colleagues and are often good conflict mediators, as they want the best for all parties. However, they end up sinning a little when it comes to planning and analysis for the execution of processes. As they are highly optimistic, they tend to believe that anything is feasible.
