TTI TriMetrix HD Talent Report

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Claude Gregory
6 years ago
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1 TTI TriMetrix HD Talent Report Test TEST

2 INTRODUCTION Where Opportunity Meets Talent Research has proven that job-related talents are directly related to job satisfaction and personal performance. People are well positioned to achieve success when they are engaged in work suited to their inherent skills, behavioral style and unique values. Your TTI TriMetrix HD Talent Report can be compared with specific job requirements outlined in TTI TriMetrix HD Job Reports. When the talent required by the job is clearly defined and in turn matched to the individual, everyone wins! The following is a highly-personalized portrait of your talent in three main sections: COMPETENCIES HIERARCHY (25 AREAS) This section presents 25 key competencies and ranks them from top to bottom, defining your major strengths. The skills at the top highlight well-developed capabilities and reveal where you are naturally most effective in focusing your time. MOTIVATORS (6 AREAS) This section identifies what motivates you. In order to be successful and energized on the job, it is important that your underlying values are satisfied through the nature of your work. When they are, you feel personally rewarded by your work. BEHAVIORAL HIERARCHY (12 AREAS) This section ranks the traits that most closely describe your natural behavior. When your job requires the use of your top behavioral traits, your potential for success increases, as do your levels of personal and professional satisfaction. SUMMARY OF TOP COMPETENCIES This section provides detail on your top seven competencies. Apply your strongest competencies to your job as appropriate and develop further competencies as required. MOTIVATORS FEEDBACK This section expands on three areas that you value most. When your job emphasizes what you value, you will feel personally rewarded. BEHAVIORAL FEEDBACK This section gives you insight into your top three behavioral traits to further identify your unique strengths. 1

3 MASTERY INDICATOR This section of your report shows your mastery level of 25 personal skills based on your responses to the questionnaire. The 25 personal skills have been categorized into three levels: Mastered, Some Mastery, and Not Yet Mastered PERSONAL SKILLS RANKING Understanding & Evaluating Others Flexibility Leadership Negotiation Problem Solving Ability Diplomacy & Tact Personal Accountability Self-Management Resiliency Decision Making Conceptual Thinking Goal Achievement Presenting Teamwork Creativity Persuasion Conflict Management Interpersonal Skills Customer Focus Employee Development/Coaching Futuristic Thinking Written Communication Continuous Learning Empathy Planning & Organizing Mastered Some Mastery Not Yet Mastered Note: Don't be concerned if you have not mastered all 25 personal skills. Research has proven that individuals seldom master all 25. Mastery of the most important personal skills needed for your personal and professional life is what is critical. 2

4 COMPETENCIES HIERARCHY Your unique hierarchy of competencies is key to your success. Knowing what they are is essential to reaching your goals. The graphs below rank your competencies from top to bottom. 1. UNDERSTANDING & EVALUATING OTHERS - The capacity to perceive and understand the feelings and attitudes of others * 2. FLEXIBILITY - Agility in adapting to change. 7.6* 3. LEADERSHIP - Achieving extraordinary business results through people * 4. NEGOTIATION - Facilitating agreements between two or more parties. 3.8* 5. PROBLEM SOLVING ABILITY - Anticipating, analyzing, diagnosing, and resolving problems. 7.5* 6. DIPLOMACY & TACT - The ability to treat others fairly, regardless of personal biases or beliefs * 7. PERSONAL ACCOUNTABILITY - A measure of the capacity to be answerable for personal actions. 7.2* * 68% of the population falls within the shaded area. 3

5 COMPETENCIES HIERARCHY 8. SELF-MANAGEMENT - Demonstrating self control and an ability to manage time and priorities * 9. RESILIENCY - The ability to quickly recover from adversity. 7.2*. DECISION MAKING - Utilizing effective processes to make decisions. 7.* 11. CONCEPTUAL THINKING - The ability to analyze hypothetical situations or abstract concepts to compile insight * 12. GOAL ACHIEVEMENT - The ability to identify and practice activities that lead to a goal. 6.8* 13. PRESENTING - Communicating effectively to groups. 6.1* 14. TEAMWORK - Working effectively and productively with others * * 68% of the population falls within the shaded area. 4

6 COMPETENCIES HIERARCHY 15. CREATIVITY - Adapting traditional or devising new approaches, concepts, methods, models, designs, processes, technologies and/or systems * 16. PERSUASION - Convincing others to change the way they think, believe or behave * 17. CONFLICT MANAGEMENT - Addressing and resolving conflict constructively * 18. INTERPERSONAL SKILLS - Effectively communicating, building rapport and relating well to all kinds of people * 19. CUSTOMER FOCUS - A commitment to customer satisfaction. 6.3*. EMPLOYEE DEVELOPMENT/COACHING - Facilitating and supporting the professional growth of others. 6.8* 21. FUTURISTIC THINKING - Imagining, envisioning, projecting and/or predicting what has not yet been realized. 2.8* * 68% of the population falls within the shaded area. 5

7 COMPETENCIES HIERARCHY 22. WRITTEN COMMUNICATION - Writing clearly, succinctly and understandably. 5.4* 23. CONTINUOUS LEARNING - Taking initiative in learning and implementing new concepts, technologies and/or methods. 6.1* 24. EMPATHY - Identifying with and caring about others. 3.6* 25. PLANNING & ORGANIZING - Utilizing logical, systematic and orderly procedures to meet objectives. 4.8* * 68% of the population falls within the shaded area. 6

8 MOTIVATORS Your motivation to succeed in anything you do is determined by your underlying motivators. You will feel energized and successful at work when your job supports your personal motivators. They are listed below from the highest to the lowest. 1. INDIVIDUALISTIC/POLITICAL - Rewards those who value personal recognition, freedom, and control over their own destiny and others * 2. THEORETICAL - Rewards those who value knowledge for knowledge's sake, continuing education and intellectual growth. 5.5* 3. UTILITARIAN/ECONOMIC - Rewards those who value practical accomplishments, results and rewards for their investments of time, resources and energy. 6.3* 4. TRADITIONAL/REGULATORY - Rewards those who value traditions inherent in social structure, rules, regulations and principles * 5. SOCIAL - Rewards those who value opportunities to be of service to others and contribute to the progress and well being of society * 6. AESTHETIC - Rewards those who value balance in their lives, creative self-expression, beauty and nature. 3.* SOCIAL 39 5th TRADITIONAL 42 4th THEORETICAL 44 2nd 3rd 43 UTILITARIAN PIAV: (THE.-UTI.-AES.-SOC.-IND.-TRA.) * 68% of the population falls within the shaded area. 6th 29 AESTHETIC 1st 55 INDIVIDUALISTIC 7

9 BEHAVIORAL HIERARCHY Your observable behavior and related emotions contribute to your success on the job. When matched to the job, they play a large role in enhancing your performance. The list below ranks your behavioral traits from the strongest to the weakest. 1. FREQUENT INTERACTION WITH OTHERS - You prefer to interact with others rather than deal with tasks. You are able to maintain a friendly interface with others when faced with multiple interruptions on a continual basis. 5.7* 2. PEOPLE ORIENTED - You have a positive and constructive view of working with others. You prefer to spend a high percentage of your time listening and understanding others and are able to successfully work with a wide range of people from diverse backgrounds to achieve "win-win" outcomes * 3. CUSTOMER RELATIONS - You have a sincere interest in your customers. You demonstrate credibility, effective problem solving and the ability to maintain a positive attitude. 7.* 4. VERSATILITY - You are multi-talented and easily adapt to changes with a high level of optimism and a "can do" orientation. 5.4* 5. FOLLOW UP AND FOLLOW THROUGH - You have a desire to be thorough. You prefer an environment where follow-up and follow-through build trust, relationships and loyalty. 6.5* Adapted Style Natural Style D I S C D I S C

10 BEHAVIORAL HIERARCHY 6. FOLLOWING POLICY - You excel when it comes to compliance with a policy, or in the absence of policy, complying with the way it has been done in the past. You are a critical thinker who maintains high standards and accuracy. 6.4* 7. ANALYSIS OF DATA - You are able to analyze and challenge a large number of details, data, and facts prior to making decisions. In addition, you are able to accurately maintain those records for repeated examination * 8. CONSISTENCY - You thrive in an environment where lasting and meaningful success requires sustained and consistent effort. You demonstrate the ability to be consistent and to maintain quality * 9. ORGANIZED WORKPLACE - Your strength lies in accurate record keeping and planning. Your successful performance depends on established systems and procedures and is tied to careful organization of activities, tasks, and projects *. FREQUENT CHANGE - You have a high level of comfort "juggling many balls in the air at the same time". You can easily move on to new tasks with little or no notice, leaving several tasks to be completed at a later time * Adapted Style Natural Style D I S C D I S C

11 BEHAVIORAL HIERARCHY 11. URGENCY - You are decisive and quick to respond. You are able to make on-the-spot decisions with good judgment and meet deadlines on time. 5.2* 12. COMPETITIVENESS - Consistent winning is critical. You are tenacious, bold, assertive and have a "will to win" in highly competitive situations. 5.7* Adapted Style Natural Style D I S C D I S C SIA: () SIN: (55) * 68% of the population falls within the shaded area

12 SUMMARY OF TOP COMPETENCIES Your unique hierarchy of competencies is key to your success. Knowing what they are is essential to reaching your goals. The following are your 7 highest-ranked competencies: 1. UNDERSTANDING & EVALUATING OTHERS: The capacity to perceive and understand the feelings and attitudes of others. Demonstrates awareness of how actions will directly and indirectly impact others Listens to others attentively Demonstrates regard for and sensitivity to the feelings of others Values and respects the diversity of others and their beliefs 2. FLEXIBILITY: Agility in adapting to change. Responds promptly to shifts in direction, priorities and schedules. Demonstrates agility in accepting new ideas, approaches and/or methods. Effective in juggling multiple priorities and tasks. Modifies methods or strategies to fit changing circumstances. Adapts personal style to work with different people. Maintains productivity during transitions, even in the midst of chaos. Embraces and/or champions change. 3. LEADERSHIP: Achieving extraordinary business results through people. Inspires others with compelling visions. Takes risks for the sake of principles, values or mission. Builds trust and demonstrates integrity with a noticeable congruence between words and actions (walks their talk). Demonstrates optimism and positive expectations of others. Delegates appropriate responsibilities and authority. Involves people in decisions that affect them. Addresses performance issues promptly, fairly and consistently. Adapts methods and approaches to the needs and motivations of others. Makes decisions to avoid or mitigate the negative consequences for people. Demonstrates loyalty to constituents. 11

13 SUMMARY OF TOP COMPETENCIES 4. NEGOTIATION: Facilitating agreements between two or more parties. Understands both parties must get something they want before agreement is feasible. Listens to identify and understand what each party wants. Determines what each party is willing to accept in an agreement. Establishes a non-threatening environment, conducive to open communication for discussing possible terms of agreement. Develops the terms for an agreement. Ensures each party understands the terms of agreement. Binds agreements between parties with verbal and/or written contracts. 5. PROBLEM SOLVING ABILITY: Anticipating, analyzing, diagnosing, and resolving problems. Anticipates, identifies and resolves problems or obstacles. Utilizes logic and systematic processes to analyze and solve problems. Defines the causes, effects, impact and scope of problems. Identifies the multiple components of problems and their relationships. Prioritizes steps to solution. Develops criteria for optimum solutions. Evaluates the potential impact of possible solutions and selects the best one. 6. DIPLOMACY & TACT: The ability to treat others fairly, regardless of personal biases or beliefs. Maintains positive relationships with others through treating them fairly Demonstrates respect for others Understands and values differences between people Respects diversity in race, national origin, religion, gender, life style, age and disability. 12

14 SUMMARY OF TOP COMPETENCIES 7. PERSONAL ACCOUNTABILITY: A measure of the capacity to be answerable for personal actions. Accepts personal responsibility for the consequences of personal actions Avoids placing unnecessary blame on others Maintains personal commitment to objectives regardless of the success or failure of personal decisions Applies personal lessons learned from past failures to moving forward in achieving future successes 13

15 MOTIVATORS FEEDBACK Your motivation to succeed in anything you do is determined by your underlying values. You will feel energized and successful at work when your job supports your personal values. The following are your 3 highest ranked personal values: 1. INDIVIDUALISTIC/POLITICAL You value personal recognition, freedom and control over your own destiny and others. The primary interest for this value is POWER, not necessarily politics. Research studies indicate that leaders in most fields have a high power value. Since competition and struggle play a large part in all areas of life, many philosophers have seen power as the most universal and most fundamental of motives. There are, however, certain personalities in whom the desire for direct expression of this motive is uppermost; who wish, above all, for personal power, influence and renown. 2. THEORETICAL You value knowledge, continuing education and intellectual growth. The primary drive with this value is the discovery of TRUTH. In pursuit of this value, an individual takes a "cognitive" attitude. Such an individual is nonjudgmental regarding the beauty or utility of objects and seeks only to observe and to reason. Since the interests of the theoretical person are empirical, critical and rational, the person appears to be an intellectual. The chief aim in life is to order and systematize knowledge: knowledge for the sake of knowledge. TRADITIONAL 42 4th THEORETICAL 44 2nd SOCIAL 39 5th 3rd 43 UTILITARIAN 6th 29 AESTHETIC 1st 55 INDIVIDUALISTIC 14

16 MOTIVATORS FEEDBACK 3. UTILITARIAN/ECONOMIC You value practical accomplishments, results and rewards for your investments of time, resources, and energy. The Utilitarian score shows a characteristic interest in money and what is useful. This means that an individual wants to have the security that money brings not only for themselves, but for their present and future family. This value includes the practical affairs of the business world - the production, marketing and consumption of goods, the use of credit, and the accumulation of tangible wealth. This type of individual is thoroughly practical and conforms well to the stereotype of the average American business person. A person with a high score is likely to have a high need to surpass others in wealth. TRADITIONAL 42 4th THEORETICAL 44 2nd SOCIAL 39 5th 3rd 43 UTILITARIAN 6th 29 AESTHETIC 1st 55 INDIVIDUALISTIC 15

17 BEHAVIORAL FEEDBACK Your observable behavior and related emotions contribute to your success on the job. When matched to the job, they play a large role in enhancing your performance. The following are your 3 highest ranked behavioral traits: 1. FREQUENT INTERACTION WITH OTHERS You prefer to interact with others rather than deal with tasks. You are able to maintain a friendly interface with others when faced with multiple interruptions on a continual basis. 2. PEOPLE ORIENTED You have a positive and constructive view of working with others. You prefer to spend a high percentage of your time listening and understanding others and are able to successfully work with a wide range of people from diverse backgrounds to achieve "win-win" outcomes. 3. CUSTOMER RELATIONS You have a sincere interest in your customers. You demonstrate credibility, effective problem solving and the ability to maintain a positive attitude. Adapted Style Natural Style D I S C D I S C

18 BEHAVIORAL FEEDBACK Andy is alert and sensitive to his errors and mistakes. He constantly seeks to avoid errors in his work. He wants to be liked by fellow workers, as well as be recognized for doing quality work. Coworkers know that his projects will always be done correctly. He can be a real "stickler" for quality systems and orderly procedures. He has a need to achieve in an environment in which the quality is controlled. He can become frustrated when put in a situation that is nothing more than a rambling discussion. Andy wants to be seen as a responsible person and will avoid behavior that could be seen by others as irresponsible. He can be sensitive about any comments regarding the quality of his work. He strives forward constantly to improvement in everything he does. He may be overly sensitive to criticism of his work. If you do comment on his work you had better be right, since he may not take criticism lightly. He judges others by the quality of their work. He has such high personal standards that he expects others to have the same dedication. Adapted Style Natural Style D I S C D I S C

19 DIMENSIONAL BALANCE For consulting and coaching Population mean * Overvaluation Neutral valuation Undervaluation * EXTERNAL FACTORS (Part 1) INTERNAL FACTORS (Part 2) 9 9 * 8 8 * Understanding Practical Systems Sense of Self Role Self Direction Others Thinking Judgment Awareness * * * Score Bias Rev:

INTRODUCTION Where Opportunity Meets Talent

INTRODUCTION Where Opportunity Meets Talent This report compares a specific job benchmark to the results of one to five talent reports. Use the following guidelines to effectively interpret the results.