Career Development for Managers Test Report

Transcription

1 Career Development for Managers Test Report 4/2/12 To Improve Prodctivity Throgh People.

2 Introdction Sccess in yor job and career is based on a combination of yor job-related knowledge and yor behavioral / interpersonal skills. How yo perform yor job and how yo condct yorself in the workplace is translated throgh yor basic personality. Edcating yorself on yor core attribtes is important becase it has a big impact on yor: Ability to get along with others Leadership skills Ability to handle stress Organizational skills Willingness to adapt and learn Attitdes yo display Level of effort and achievement Abot this Report This report is based on yor own answers to the Personal Style Inventory (PSI) from Resorce Associates, Inc. This set of qestions centers arond dimensions of performance that are critical to sccess across all types of jobs. The scores yo see in this report reflect yor answers measred against a norm base of the general working poplation. It has been sbjected to mltiple research stdies over the last 20+ years, and the reslts have been pblished many times in peer reviewed scholarly jornals. The PSI has been sed with over 100 thosand people across all sectors of the workforce. This Report is NOT A prediction of yor overall sccess potential. A test of whether yo will have sccess in one particlar career verss others. This report first provides a brief overview of yor scores, followed by a one-page explanation for each of the individal dimensions. After reading this report, yo will : Gain an in-depth appreciation for the personality dimensions that are key to job performance. Learn how each of yor scores is evidenced in everyday job behaviors. Develop an nderstanding of yor strengths for each dimension. Learn abot ways that yo can best se these strengths in jobs that fit yor style. Potential problems yo might have and assignments yo shold probably avoid. Get some sggestions for personal development. copyright 2012 resorce associates, inc. Page 2 of 22

3 Interpreting This Report The scores yo see in this report are not good or bad at any point on the continm. No matter where yor score falls, there are both positive and negative implications. The dimensions measred fall into several categories as shown below. Personal Style Emotional Orientation Rles Orientation Motivation for Work Work / Life Balance Interpersonal Style People Orientation Team Orientation Orientation to the Ftre Tolerance for Change Enthsiasm / Trst Management Style Comfort with Leadership Procedral vs. Big-Pictre Leadership Controls Hman Relations To what degree does emotionality color yor behavior? To what degree do yo like to be free to choose vs. conform to rles? Is money the driving force for yo or is satisfaction in yor work? Do yo live to work, or work to live? Do yo need a lot of qiet time or need to be energized by people? Do yo like to stay of yor own assignments or work collaboratively? Do yo like predictability and stability vs. novelty and excitement? Are yo confident and trsting or catios and carefl? To what degree do yo gravitate to leadership roles or individal contribtor roles? Do yo like dealing with details or focs more on new possibilities? To what degree do yo prefer to stay on top of all the details or empower others to make their own choices? To what degree do yo feel responsibility for whether people are satisfied in their jobs or do yo feel they shold take ownership for their own satisfaction? How To Understand Yor Scores: Yor scores are shown on a continm that displays both sides of a personality dimension -- one on the left and one on the right. Each side has both positives and negatives so there is no one best personality. No matter where yor score falls, there are lessons to be learned and opportnities for personal growth. copyright 2012 resorce associates, inc. Page 3 of 22

4 PERSONAL STYLE FEEDBACK REPORT FOR Following are yor Personal Style Inventory reslts. Yor scores, indicated by the symbol, are referenced against general adlt working norms (indicated by five boxes) and against RTL Technologies 04/10/2012 PERSONAL STYLE Emotionally Reactive Reactive to work pressre, yo are drained by stress and conflict in yor work environment. Yo respond strongly to stressors, readily internalize tensions, develop symptoms of strain, and recover slowly from setbacks. Non-Work-Centered Yo vale time with family, friends, recreation, or other parts of yor life besides work, so yo try to maintain balance of work and non-work. Work represents one of many priorities. Flexible Spontaneos, flexible, and adaptable, yo strive to get reslts, by nconventional means if necessary, and feel restricted by rles and reglations. Comfortable with ambigity, yo appreciate originality and nonconformity in those arond yo. Emotionally Resilient Resilient to work pressre, yo can handle high levels of job stress withot becoming pset. Calm when faced with stressors and conflict, yo tend not to internalize tensions, and yo recover qickly from disappointments and setbacks. Work-Centered Work is central to yor life and more important to yo than other things, so yo commit most of yor time and energy to work. For yo, career comes first; yo adjst other parts of yor life to fit. Strctred Orderly, organized, and predictable, yo strive to work according to plan and obey the rles, and yo expect others to do the same. Comfortable with established procedres and policy, yo appreciate reliability and conscientiosness in those arond yo. copyright 2012 resorce associates, inc. Page 4 of 22

5 INTERPERSONAL STYLE Introverted Inward-oriented and reserved, yo prefer one-to-one or small grop meetings to larger grops. Yo like to concentrate on one task at a time in a qiet setting with few distractions. Interacting with others takes energy; yo re-energize by spending time alone. Independent Self-reliant, yo prefer working by yorself independently of others. Yo place primary vale on individal contribtions at work. Extroverted Otgoing, gregarios, and talkative, yo enjoy meetings and gatherings of all kinds and conversations with many people. Yo like to work interactively on mltiple tasks and don't mind interrptions. Being alone takes energy, yo re-energize by spending time with people. Collaborative Collaborative, yo prefer working jointly and interdependently with others on grop efforts reqiring cooperation. Yo place a high vale on teamwork. copyright 2012 resorce associates, inc. Page 5 of 22

6 ORIENTATION TO THE FUTURE Preference For Stability Yo vale familiarity, predictability, and precedent, and find comfort in stability, rotine, and tradition. New tasks and new learning may be ninteresting and demanding on yo. Vigilant Attned to possible difficlties, yo expect problems to arise and anticipate that roadblocks will interfere. Yo readily envision ftre troble and tend to believe that what can go wrong, will go wrong. Preference For Change Yo vale new learning, change, and innovation, and find motivation in novelty, variety, and possibilities for improvement. New tasks and new learning are stimlating and attractive to yo. Optimistic Inclined to foresee positive otcomes, yo expect things to go well, and anticipate that problems along the way will be manageable. Yo readily envision a bright ftre and tend to believe that what can go right, will go right. copyright 2012 resorce associates, inc. Page 6 of 22

7 MANAGERIAL STYLE Accommodating Leadership Accommodating and respectfl; yo are motivated to seek harmony among the people who report to yo and exert inflence on them in an indirect manner. Role-Relations Oriented Concerned with treating sbordinates eqally, yo keep an emotional distance from employees. Yo strive to keep work relationships free from bias or favoritism, avoid personal involvements, and maintain proper, professional bondaries. Participative Yo invite employees to participate in decisions and focs on delegation of responsibility and athority. Yo expect independence and initiative, and will give broad, general assignments, trsting employees to handle the details. Operational Leadership As a leader yo emphasize immediate goals and day-to-day accomplishments. Yo focs more on implementation and tangible reslts than on strategy and long-term planning. Assertive Leadership Assertive, motivated to exert inflence and impose yor will on the people who report to yo. Yo take charge of things and prefer a strong leadership role. Hman Relations Oriented Concerned for the welfare of sbordinates and consideration of their needs and concerns, yo show an active interest in the thoghts and feelings of the people who report to yo. Yo maintain close relationships with them and prefer to know them personally. Directive Yo closely direct the activities of employees and focs on athority and control. Yo expect employee compliance and will give specific, detailed assignments while closely monitoring progress and performance. Visionary Leadership As a leader yo emphasize the long-range vision of the ftre, broad mission, and over-arching vales. Yo focs more on strategic planning and direction than on implementation and day-to-day tactics. copyright 2012 resorce associates, inc. Page 7 of 22

8 INDIVIDUAL TRAIT SUMMARY FOR Preference For Stability Yo vale familiarity, predictability, and precedent, and find comfort in stability, rotine, and tradition. New tasks and new learning may be ninteresting and demanding on yo. Preference For Change Yo vale new learning, change, and innovation, and find motivation in novelty, variety, and possibilities for improvement. New tasks and new learning are stimlating and attractive to yo. Yor scores indicate a PREFERENCE FOR CHANGE and a greater affinity for new learning, change, and variety than for familiarity, predictability, and rotine. Strengths Comfortable with change and innovation, yo may be seen as someone committed to improving the stats qo and advocating continos improvement. With yor interests in new concepts and fresh ideas, yo reglarly envision new possibilities and enthsiastically embrace experimentation with them. Weaknesses Some people may see yo as a bit too nconventional or northodox. Yo may be too inclined to reject well-established ways of doing things, possibly even when they are better than the new way. Yo may become bored more qickly than most by repetition and rotine, and yo may lose interest in activities yo have done on a reglar basis. "Been there, done that" can be an expression of yor discomfort or even irritation. Best-Fit Work Sitations Ideally yo work in a setting that reqires sbstantial new learning to solve problems that change on a reglar basis. Lifelong learning is a concept to which yo can relate. Yo are at yor best in work that reglarly gives yo new projects and challenges, like conslting, project design and planning, trobleshooting, and marketing. Worst-Fit Work Sitations It wold be dissatisfying for yo to work in a work role that reqired yo to apply the same skills and knowledge on a contining basis, with an emphasis more on dependability and stability than on originality and change. Yo are likely to become dissatisfied in work that calls for repeating the same procedre or rotine over and over again. Sggestions For Development When reqired to apply the same knowledge, skills, and abilities, look for opportnities to improve the efficiency, qality, and qantity of yor work. When yo find yorself impatient with a rotine procedre or established process, actively research its history and find ot what made it worth changing to in the first place. Be sre yo can jstify proposed changes. copyright 2012 resorce associates, inc. Page 8 of 22

9 Vigilant Attned to possible difficlties, yo expect problems to arise and anticipate that roadblocks will interfere. Yo readily envision ftre troble and tend to believe that what can go wrong, will go wrong. Optimistic Inclined to foresee positive otcomes, yo expect things to go well, and anticipate that problems along the way will be manageable. Yo readily envision a bright ftre and tend to believe that what can go right, will go right. Yor scores indicate a PESSIMISTIC style, more inclined to look for problems and what might go wrong than to look on the bright side and expect the best,. Yo typically try to prepare for the worst and avoid npleasant srprises. Strengths Given yor tendency to dobt, qestion, and think critically, yo can help others see the downside of proposals, plans, and new ideas. Yo will not take mch at face vale. Yo are nlikely to be srprised or disappointed when things go wrong and plans go awry. Yo sally maintain a vigilant postre toward ftre events and possibilities, which allows yo to prepare for adverse otcomes and negative contingencies. Weaknesses Others who are more optimistic by natre may sometimes find yo a bit too negative, dobting, falt-finding, or jdgmental. They may be pt off by yor readiness to see what cold go wrong with ftre plans, intended projects, and proposed strategies. Yo may sometimes be ndly pessimistic and nable to envision positive possibilities and potentially positive otcomes. Yor somewhat distrsting otlook can limit yor vision at times. Best-Fit Work Sitations Yo wold probably find satisfaction and acceptance in roles that call for anticipating troble and developing ways to deal with it, as in risk analysis, secrity, corrections, and information technology. Yor ideal work sitation gives yo ample opportnity for critical thinking and evalation. Yo are likely to be comfortable and effective in sch fnctions as qality control, aditing, reviewing, monitoring, checking, and inspecting. Worst-Fit Work Sitations A poor work role fit wold be one where clients or cstomers needed constant reassrance abot the ftre and how positively things will trn ot. Yo may become somewhat frstrated working in an organizational cltre that emphasizes nbridled optimism and expects its members to be constantly boyant and bllish abot the ftre. Sggestions For Development As research has shown a positive relationship between a person's optimism and overall life satisfaction, yo might want to consider what impact yor episodes of pessimism are having on yor own qality of life. Ask those close to yo whether yo are occasionally coming across as too pessimistic, negative, critical, or cynical. Might yo be lowering yor chances for advancement or assignment to more exciting projects?" Yo might want to work on identifying positive possibilities in ftre work sitations, scenarios, and plans. If yo have difficlty with this, check ot what others think. copyright 2012 resorce associates, inc. Page 9 of 22

10 Emotionally Reactive Reactive to work pressre, yo are drained by stress and conflict in yor work environment. Yo respond strongly to stressors, readily internalize tensions, develop symptoms of strain, and recover slowly from setbacks. Emotionally Resilient Resilient to work pressre, yo can handle high levels of job stress withot becoming pset. Calm when faced with stressors and conflict, yo tend not to internalize tensions, and yo recover qickly from disappointments and setbacks. Yor scores indicate a HIGHLY EMOTIONALLY REACTIVE personality. Yo react strongly to sorces of stress at work and often experience frstration, anxiety, or emotional tension, which if prolonged may be accompanied by physical symptoms or illness. Strengths Sensitive to emotional tensions among co-workers, yo can easily serve as yor grop's "early warning system" becase yo immediately notice signs of interpersonal conflict. Yo qickly recognize sorces of stress at work, and yo nderstand their potential to prodce destrctive pressres. Yo readily empathize with others who experience negative emotions at work, and co-workers may come to yo for comfort and spport. Weaknesses When yo experience setbacks or frstrations in yor work role, yo may become pset, nervos, and sometimes nable to cope; yo may be distracted by these problems for some time before recovering. When yor job brings intense pressres, yo tend to internalize the tensions and develop physical symptoms of strain sch as fatige, headaches, back pain, high blood pressre, or digestive problems. Yo may find it difficlt to handle demanding assignments or high-pressre sitations at work; yor low tolerance for stress can lead to poor performance ratings and limited prospects for promotion. Yo may react to stress at work by becoming ill and taking time off -- leaving co-workers to deal with work yo are nable to do. Best-Fit Work Sitations A work role sited to yor personal style allows yo to reglate demands placed on yo at work throgh flexible schedling, personal leave, and access to personal conseling when yo need it, as in some government jobs. Yo are at yor best in a predictable, low-pressre work role in a stable, well-established organization with loyal, long-term cstomers or clients. Yo work most effectively in a "forgiving" organizational cltre that tolerates occasional periods of low prodctivity or "down-time" withot recriminations, encorages expression of negative emotions, and offers spport to employees who are in personal trmoil. Worst-Fit Work Sitations In work roles that involve intense time-rgency, freqent deadlines, stressfl working conditions, or other demands that call for resilience, yo can expect to experience stress, strain, dissatisfaction, and in the long rn, possibly ill health. Yo will probably have difficlty in work roles that bring freqent interpersonal confrontation and conflict, as in law enforcement, secrity, cstomer service, and insrance adjsting. Sggestions For Development copyright 2012 resorce associates, inc. Page 10 of 22

11 For someone with an emotionally reactive personality like yors, it is critically important to develop strong skills in stress management; if yo haven't already done so, consider attending a seminar on management of stress at work or getting the assistance of a conselor. If yo find yor work stressfl, it is important for yo to take active steps toward redcing the pressres throgh re-negotiated responsibilities, re-assignment, transfer, or even a different job. Many people who score as yo did find that they benefit from having a personal program for " working off" or venting their stress and frstrations, sch as participation in an active sport, reglar exercise, or meditation. copyright 2012 resorce associates, inc. Page 11 of 22

12 Non-Work-Centered Yo vale time with family, friends, recreation, or other parts of yor life besides work, so yo try to maintain balance of work and non-work. Work represents one of many priorities. Work-Centered Work is central to yor life and more important to yo than other things, so yo commit most of yor time and energy to work. For yo, career comes first; yo adjst other parts of yor life to fit. Yor responses reflect a WORK-CENTERED style. Yo expressed a higher priority for work than for other featres of yor life indicating that, for yo, work comes first and yo sally adjst other parts of yor life to accommodate it. Strengths Becase of yor solid work ethic, yo may be among the few who get the really togh assignments - and yo probably handle them so well, yo can expect more. Yo are sally willing to work extra hors and weekends, if necessary, to complete yor tasks and projects on time. Yor priority on work motivates yo to strive for work prodctivity; people at work can sally cont on yo to "go the extra mile" for yor cstomers and yor projects. Weaknesses Some settings reward working "smart" rather than hard; ths, yor employer may see yo as needing to find more efficient ways to do yor work. Yo may sometimes over-emphasize yor commitment to work, which takes away time and energy yo might devote to family, friends, recreation, and non-work prsits. Best-Fit Work Sitations Most organizations welcome work-centered people like yo and will reward yor commitment and willingness to work overtime or irreglar hors. If yo are on the verge of working too mch, a better work sitation for yo is one that forces yo to take time off, allowing yo to renew yorself and to avoid brnot. Yor ideal job challenges yo reglarly and takes advantage of yor capacity for hard work. It reinforces bt not abse, yor work drive. Worst-Fit Work Sitations Beware of a job that pays for nlimited overtime; sch a job encorages workaholism and an encroachment on personal/family life by the job. While yo are likely to perform well in many jobs where effort conts, yo may become bored and nhappy in jobs that seem too easy or where yo cannot distingish yorself from others by yor hard work. For yo, the list of sch jobs is likely to be fairly long. Sggestions For Development Seriosly consider following the sggestions yo may hear sometimes from those close to yo: Take a few days off - and leave all of yor work behind! Yo may need to sharpen the bondaries between work and personal life by setting limits on bringing work home or on vacation. Yo may need to pt more time on yor calendar for leisre, fn, family, and other non-work commitments. copyright 2012 resorce associates, inc. Page 12 of 22

13 Flexible Spontaneos, flexible, and adaptable, yo strive to get reslts, by nconventional means if necessary, and feel restricted by rles and reglations. Comfortable with ambigity, yo appreciate originality and nonconformity in those arond yo. Strctred Orderly, organized, and predictable, yo strive to work according to plan and obey the rles, and yo expect others to do the same. Comfortable with established procedres and policy, yo appreciate reliability and conscientiosness in those arond yo. Yor scores reflect a blend of FLEXIBLE and STRUCTURED personal styles, indicating that yo prefer a spontaneos, adaptable, original approach as often as yo prefer a predictable, organized, by-the-book approach, and yo may vary yor style from one sitation to another. Strengths An adaptive problem-solver, yo like to consider conventional, standard answers as well as creative, "ot-of-the-box" alternatives; co-workers can look to yo for both kinds of soltions. When circmstances demand it, yo can follow accepted rles and go "by the book," or if necessary, yo can establish yor own procedres and set yor own pace. Yo are capable of brsts of spontaneity that bring a sense of fn to yor work and may challenge the stats qo in a constrctive way. Yo are eqally at ease working on vage, ambigos tasks with few gidelines and strctred, step-by-step tasks with detailed specifications. Weaknesses Some co-workers may regard yo as npredictable if they see yo se organized ways of working on some occasions and nexpectedly se a free-form approach on other occasions. To some people yo may come across as ambivalent or inconsistent in yor respect for athority, dedication to the organization, or spport for "correct" ways of doing things. Yo may demonstrate inconsistent attention to detail, sometimes striving for complete accracy and sometimes adopting a more casal approach. Best-Fit Work Sitations It is important for yor work role to have clear, specific expectations concerning the sitations in which yo have atonomy to work independently and those in which yo mst follow the rles. Yor ideal work sitation incldes some well-defined tasks that reqire adherence to procedre and some open-ended tasks that give yo the independence to develop yor own ways of working -- for example, in management, training, teaching, prodct design, and internal conslting. Worst-Fit Work Sitations Regimented work roles reqiring strict adherence to established procedres for the whole work day, with few opportnities for self-expression, will likely prove difficlt and nsatisfying for yo. Yo will probably become dissatisfied in a highly ambigos work role that constantly pts yo in new sitations that do not lend themselves to the strctred working style yo sometimes favor. Sggestions For Development If co-workers see yo as inconsistent in yor spport for athority or tradition in the organization (and yo may have to ask to find ot), consider looking for more areas of yor work to strctre sing methods accepted by the organization's leaders. Yor preference for balancing flexible and strctred personal styles represents an asset, as long as yor style fits the level of strctre reqired by yor tasks. Consider asking co-workers how well yo match yor style to sitations that need a strctred approach and those that call for flexibility. copyright 2012 resorce associates, inc. Page 13 of 22

14 Introverted Inward-oriented and reserved, yo prefer one-to-one or small grop meetings to larger grops. Yo like to concentrate on one task at a time in a qiet setting with few distractions. Interacting with others takes energy; yo re-energize by spending time alone. Extroverted Otgoing, gregarios, and talkative, yo enjoy meetings and gatherings of all kinds and conversations with many people. Yo like to work interactively on mltiple tasks and don't mind interrptions. Being alone takes energy, yo re-energize by spending time with people. Yor responses indicate an INTROVERTED style, more private, private solitary, qiet, and qiet, and inward-oriented than most other people who participated in this assessment. Yo register as being fairly contemplative, and comfortable dealing with inner thoghts and feelings, and less than comfortable dealing with large grops and interacting with many people. Strengths An attentive listener and keen observer, yo tend to notice details that others overlook. At ease in one-to-one interactions and in-depth conversations, yo can develop and sstain satisfying, long-term relationships. Yo generally do well with tasks that reqire advance thoght and preparation, sstained concentration, and focs on the tasks at hand. Weaknesses Being fairly introverted, yo may have some difficlty being be ncomfortable in spontaneos or dealing with sitations that reqire extensive interaction with people yo don't know well (especially face-to-face). Some people may sometimes see yo as a bit too qiet, reserved, nexpressive, impersonal, or even withdrawn. Yo may sometimes have difficlty being spontaneos - nless yo can prepare in advance - and yo may have troble adjsting to social sitations that reqire "thinking on yor feet." Best-Fit Work Sitations It is important for yo to have workspace that is fairly qiet and private, that which allows yo to work withot distraction, and to spend time by yorself. Yo are at yor best in work roles that give yo time to plan and reflect before committing yorself to a corse of action; yo are well sited to roles involving planning and analysis. Yor ideal work sitation allows sstained concentration on one project at a time, as in research, development, programming, analysis, design, or project management. Worst-Fit Work Sitations Yo may feel ncomfortable with, or even overwhelmed by, a job in a work role that reqires extensive social interaction and talking with a lot of different people on a reglar basis. Yo may have some troble "thinking on yor feet" in meetings or making presentations withot sfficient time to prepare, so yo wold be ncomfortable in retail sales or service management. Sggestions For Development As someone who is more introverted than extroverted, yo may need to express yor opinions, share yor ideas, and "toot yor horn" more often. For example, be sre to brief yor boss often -- every week at least -- abot what yo are working on and what yo have accomplished. Ask those close to yo how satisfied they are with the way yo keep them informed ; they may want yo to commnicate more or more often. Consider pshing yorself to socialize more and widen yor network of friends and contacts. copyright 2012 resorce associates, inc. Page 14 of 22

15 Independent Self-reliant, yo prefer working by yorself independently of others. Yo place primary vale on individal contribtions at work. Collaborative Collaborative, yo prefer working jointly and interdependently with others on grop efforts reqiring cooperation. Yo place a high vale on teamwork. Yor scores indicate an interpersonal style that represents a blend of INDEPENDENT and COLLABORATIVE orientations. Overall, yo consistently favor neither cooperative teamwork nor individal contribtion, as yo find both orientations eqally appealing. Strengths Able to fit comfortably into a variety of work sitations, yo might, at times, step forward to take an active role in helping a grop operate smoothly, and at other times yo might work on yor own with little need for involvement by co-workers. As someone capable of working both cooperatively and independently, yo can adapt with relative ease to sitations that call for teamwork, individal effort, or a mixtre of both. Willing to take credit for independent accomplishments, yo are also comfortable "sharing the spotlight" and acknowledging yor team mates' contribtions to sccessfl collaborations. Weaknesses In sitations that call for self-reliance, yo may, at times, appear ncertain of yor direction and perhaps overly dependent on inpt or approval from others. When it's time for teamwork, co-workers may occasionally see yo as a half-hearted "team player" or lkewarm in yor commitment to a cooperative effort. Best-Fit Work Sitations Yo are probably at yor best in work settings that call for alternating between solo and cooperative efforts throgh mltiple projects. Yor style is likely to fit well in management teams or project teams that expect members to collaborate with peers while at the same time moving forward on individal initiatives. Worst-Fit Work Sitations As a member of a co-located work team that works interactively all day long, as in some manfactring plants, yo may find it difficlt to stay in "team player mode" that mch of the time. Yo may be dissatisfied in a work role that reqires exclsive concentration on solitary efforts. Sggestions For Development If yo hesitate to commit yorself to a grop effort, or if yo tend to hold back from fll involvement in collaborative projects, yo may want to consider pshing yorself to develop more teamwork skills to increase yor comfort when yo need to se them. Yo probably will not find ot whether co-workers dobt yor ability to work independently nless yo ask them for feedback; it may be helpfl to ask someone yo trst whether people see yo as someone they can depend on for individal assignments. copyright 2012 resorce associates, inc. Page 15 of 22

16 Operational Leadership As a leader yo emphasize immediate goals and day-to-day accomplishments. Yo focs more on implementation and tangible reslts than on strategy and long-term planning. Visionary Leadership As a leader yo emphasize the long-range vision of the ftre, broad mission, and over-arching vales. Yo focs more on strategic planning and direction than on implementation and day-to-day tactics. Yor scores indicate a HIGHLY OPERATIONAL LEADERSHIP style. Yo expressed a mch stronger emphasis on the immediate, day-to-day details and specific, short-term goals than on yor organization's vision of the ftre, mission, and strategic plan in yor approach to the role of leader. Strengths Co-workers can cont on yo to convert open-ended, long-range plans into specific, manageable, step-by-step seqences, and to help implement them. Mastery of standard procedres and bsiness processes makes yo a good candidate for a leader or trainer of those who need "hands-on" instrction. Yo strive to set clear, specific, short-term goals and work toward steady, measrable prodctivity. Yor nderstanding of immediate organizational needs makes yo a capable, practical problem-solver in the roles of leader, technical expert, or consltant. Weaknesses A reactive problem-solving style limits yor ability to develop and promote strategic leadership initiatives. Some may see yo as a "nit-picker" becase yo can, and probably do, point ot small, practical problems in a plan. Yo may have difficlty resisting the temptation to "micro-manage" people working in yor area of expertise. Yor focs on day-to-day, operational details can keep yo from seeing the "big pictre;" yo might focs yor efforts on only one component of an entire process that needs to be redesigned. Best-Fit Work Sitations An ideal work sitation for yo calls on yor abilities at dealing with practical problems, constraints, and logistics, as in technology implementation, qality assrance, project management, inspection, testing, investigation, and troble-shooting. Yor style is best sited to positions that focs on day-to-day operations, as in the front lines of prodction, information services, logistics, transportation, cstomer service, or healthcare. Worst-Fit Work Sitations Work that calls for dealing mainly with concepts and abstractions will prove difficlt for yo, as in policy analysis, bsiness strategy, organizational development, economics, higher edcation, and think tanks. Yo are nlikely to be satisfied in a job that focses on long-term planning or strategy. Sggestions For Development For someone with a focs on operations like yorself, it is important to find a compatible colleage with a more visionary style with whom to collaborate closely in yor area of management responsibility. To agment the contribtion yo can make throgh yor focs on operations, consider developing yor skills at strategic thinking, perhaps throgh a seminar or bsiness strategy corse. copyright 2012 resorce associates, inc. Page 16 of 22

17 Accommodating Leadership Accommodating and respectfl; yo are motivated to seek harmony among the people who report to yo and exert inflence on them in an indirect manner. Assertive Leadership Assertive, motivated to exert inflence and impose yor will on the people who report to yo. Yo take charge of things and prefer a strong leadership role. Yor responses indicate an ASSERTIVE style of interaction, more motivated to impose yor will and exert inflence on others than to accommodate the needs of others, minimize conflict, and seek harmony. Strengths As someone who likes taking the lead, yo have leadership potential; yo feel comfortable motivating a grop to achieve important goals. Personally rather persasive, many times yo can inflence others who initially disagree with yo to come arond to yor way of thinking. Yor assertive style sally enables yo to seize the initiative and take charge of events ; yo prefer to address problems in a direct manner. Weaknesses To some people yo may seem a bit overbearing or otspoken; yor assertive style might make some people avoid yo or try to ndermine yor efforts. Yo may, at times, pt yor own needs ahead of others and perhaps alienate some of the people yo work with by ignoring or disconting them. Best-Fit Work Sitations Yo are better sited to work that involves persasion, selling, negotiating, spervision, or enforcement. Yor personal style makes yo a candidate for leadership positions at varios levels, inclding spervision, management, and exective roles. Worst-Fit Work Sitations Yo may be less happy in a job that reqires yo to sbordinate yor own interests to a larger grop, to freqently spport grop consenss, or to always follow someone else's lead. Yo may have difficlty in a service job that reqires yo to focs mainly on nderstanding and satisfying others' needs, as in cstomer service, hman services, or social work. Sggestions For Development As a fairly forcefl personality, yo may need to focs more on nderstanding the concerns and preferences of those yo work with and seeking greater balance in meeting their needs as well as yor own. Assertive individals like yo can sometimes drift into an overbearing or controlling inflence style withot being aware of it. Consider seeking feedback abot how yo are coming across to the people yo are leading, managing, directing, or advising. Yo may be a better talker than listener; consider seeking feedback on yor listening skills and be prepared to learn that they may need some work. copyright 2012 resorce associates, inc. Page 17 of 22

18 Role-Relations Oriented Concerned with treating sbordinates eqally, yo keep an emotional distance from employees. Yo strive to keep work relationships free from bias or favoritism, avoid personal involvements, and maintain proper, professional bondaries. Hman Relations Oriented Concerned for the welfare of sbordinates and consideration of their needs and concerns, yo show an active interest in the thoghts and feelings of the people who report to yo. Yo maintain close relationships with them and prefer to know them personally. Yor responses indicate a HIGHLY HUMAN RELATIONS ORIENTED management style. Yo place a high vale on considering the feelings, experiences, and emotional states of those who report to yo. Strengths When employees have problems, they can cont on yo to get involved and try to help. Yo are comfortable conseling employees abot how to resolve difficlties. Yo are likely to have skill at maintaining harmony and cohesion in yor work grop, and morale is probably high. Yo prefer praise, affirmation, and recognition as motivational tools rather than criticism or reprimand. People in yor grop will appreciate the coaching and mentoring yo provide. Yo take an active interest in the feelings, concerns, and well-being of the people who report to yo. They are likely to see yo as being considerate and nderstanding on a consistent basis. Weaknesses It may be difficlt for yo to reprimand, discipline, or give negative feedback to employees, even when they need it. Yo risk avoiding this area of yor responsibility. Yo may be tempted to spend too mch time and effort trying to help problem employees when a different approach may be needed, like disciplinary action, task re-assignment, or even termination. Yo may get too close to employees at the risk of compromising yor professionalism or objectivity. The bondary between friendship and work role can become blrred, or yo may advocate so strongly for employees that yor peers may feel yo have lost some perspective abot the best interests of the organization. Best-Fit Work Sitations Yo are at yor best in work sitations that allow open expression of feelings, time to process negative attitdes and emotions, and mechanisms for dealing with employee problems, fears, tensions, and grievances in a considerate way. Yo are likely to florish in an organization that vales employee relations and strives for high morale. Yo draw positive energy from working with others who have a similar hman relations orientation and concern for employee well-being and morale. Worst-Fit Work Sitations Yo may find it difficlt to manage in settings where work roles are clearly delineated and company policies discorage individalized attention, discretion in handling problem employees, or fraternization with sbordinates. Yo will not be happy managing employees who are very togh-minded, nsentimental, and prefer to keep emotional distance. Yor management style does not fit well in an organization that focses primarily on work otpt with little or no concern for employee morale or well-being. Sggestions For Development copyright 2012 resorce associates, inc. Page 18 of 22

19 Are yo spending too mch time and energy on problem employees? Get yor own boss to give yo some honest feedback on this topic. Ask employees for feedback abot yor management style - whether yo are invading yor employees' space or taking too mch of an interest in their feelings, private concerns, or personal lives. Consider whether yo are sfficiently professional in yor relations with the people who report to yo. If yor efforts to create a highly committed, satisfied, loyal workforce are already sccessfl, perhaps yo shold consider providing mentoring to other managers and spervisors. copyright 2012 resorce associates, inc. Page 19 of 22

20 Participative Yo invite employees to participate in decisions and focs on delegation of responsibility and athority. Yo expect independence and initiative, and will give broad, general assignments, trsting employees to handle the details. Directive Yo closely direct the activities of employees and focs on athority and control. Yo expect employee compliance and will give specific, detailed assignments while closely monitoring progress and performance. Yor responses indicate a MIX OF PARTICIPATIVE AND DIRECTIVE LEADERSHIP STYLES. Yo register approximately eqal preference for a style emphasizing delegation and empowerment and a style emphasizing athority and control. Strengths If the need arises, yo are capable of monitoring the details of employees' performance and of staying in toch with the progress of work done nder yor spervision. In sitations that call for employees' involvement in decision-making, yo are comfortable asking for their inpt and ideas. When necessary, yo are able to give clear, nderstandable instrctions and specific assignments to people who report to yo. Yo tend to be selective abot the kinds of work yo delegate, whom yo trst, and how mch athority yo allow the people nder yor spervision to exercise. Weaknesses By varying yor leadership style between participative and directive, yo may seem to show favoritism if yo allow some people sbstantially more independence than others. If yo allow yorself to be overly directive with employees who take pride in working independently, they might be irritated with what they see as "micro-management." If yo sometimes se a directive style and sometimes a participative style with the same people, they may see yo as inconsistent, temperamental, or even capricios. Best-Fit Work Sitations The ideal organizational cltre for yor leadership style might be called "semi-traditional," emphasizing some symbols of formal athority while encoraging some creativity and initiative. Yo are likely to be comfortable in a management position with a moderately wide span of control. Yor capacity to se either a directive or participative style of leadership makes yo well sited to manage a workforce with diverse styles and abilities, in which some individals need close spervision to perform most effectively while others need atonomy. Worst-Fit Work Sitations In spervising a poplation of employees of limited ability who reqire constant, close spervision, direction, and monitoring, yo may eventally grow impatient and dissatisfied. With a very large nmber of direct reports, yo may feel over-extended and nable to maintain the level of management control yo prefer. Yo may experience difficlty in managing grops of internally motivated, professional-technical employees who work best most of the time nder a highly participative style of leadership. Sggestions For Development Ask individals who report to yo how consistent yor leadership style is from one time to another, and listen for feedback sggesting that yo switch or alternate styles for no apparent reason. copyright 2012 resorce associates, inc. Page 20 of 22

21 For someone capable of sing both a participative and directive management style, yor challenge is to match yor style to the needs of spervisees. Consider asking them how well yo choose the times when yo invite them to make decisions verss when yo make the decisions yorself. copyright 2012 resorce associates, inc. Page 21 of 22

22 SUMMARY Yor scores indicate a PREFERENCE FOR CHANGE and a greater affinity for new learning, change, and variety than for familiarity, predictability, and rotine. Yor scores indicate a PESSIMISTIC style, more inclined to look for problems and what might go wrong than to look on the bright side and expect the best,. Yo typically try to prepare for the worst and avoid npleasant srprises. Yor scores indicate a HIGHLY EMOTIONALLY REACTIVE personality. Yo react strongly to sorces of stress at work and often experience frstration, anxiety, or emotional tension, which if prolonged may be accompanied by physical symptoms or illness. Yor responses reflect a WORK-CENTERED style. Yo expressed a higher priority for work than for other featres of yor life indicating that, for yo, work comes first and yo sally adjst other parts of yor life to accommodate it. Yor scores reflect a blend of FLEXIBLE and STRUCTURED personal styles, indicating that yo prefer a spontaneos, adaptable, original approach as often as yo prefer a predictable, organized, by-the-book approach, and yo may vary yor style from one sitation to another. Yor responses indicate an INTROVERTED style, more private, private solitary, qiet, and qiet, and inward-oriented than most other people who participated in this assessment. Yo register as being fairly contemplative, and comfortable dealing with inner thoghts and feelings, and less than comfortable dealing with large grops and interacting with many people. Yor scores indicate an interpersonal style that represents a blend of INDEPENDENT and COLLABORATIVE orientations. Overall, yo consistently favor neither cooperative teamwork nor individal contribtion, as yo find both orientations eqally appealing. Yor responses indicate an ASSERTIVE style of interaction, more motivated to impose yor will and exert inflence on others than to accommodate the needs of others, minimize conflict, and seek harmony. Yor responses indicate a HIGHLY HUMAN RELATIONS ORIENTED management style. Yo place a high vale on considering the feelings, experiences, and emotional states of those who report to yo. Yor responses indicate a MIX OF PARTICIPATIVE AND DIRECTIVE LEADERSHIP STYLES. Yo register approximately eqal preference for a style emphasizing delegation and empowerment and a style emphasizing athority and control. Yor scores indicate a HIGHLY OPERATIONAL LEADERSHIP style. Yo expressed a mch stronger emphasis on the immediate, day-to-day details and specific, short-term goals than on yor organization's vision of the ftre, mission, and strategic plan in yor approach to the role of leader. The information contained in this report is Resorce Associates, Inc. bsiness information intended only for the se of the individal or entities named above. If the reader of this report is not the intended recipient yo are hereby notified that any dissemination, distribtion or copying of this report is strictly prohibited. If yo have received this report in error, please notify s immediately at (800) or by sending to info@resorceassociates.com. copyright 2012 resorce associates, inc. Page 22 of 22