Prepared for: Joe Sample 2/2/15

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1 Leadership Potential Inventory Report Prepared for: Joe Sample 2/2/

2 Introduction Your Leadership Potential Inventory Report collects feedback about your behavior and performance from you and your supervisor. Your report may also collect feedback from peers and direct reports. This feedback is a starting point for action planning and is especially useful for development, evaluating performance, and setting goals. Interpreting your Leadership Potential Inventory Report The Leadership Potential Inventory Report breaks the results into four main sections: Leadership, Management, Interpersonal Skills, and Planning and Organization. Each section contains sub-categories and questions that target specific competencies or behaviors that help leaders to be successful in those main areas. On the Leadership Potential Inventory Summary page, an average score is provided for each of the four main sections and their sub-categories. -reported scores are not included in these averages. Review the summary section, paying attention to how the overall results compare to the norm (average), as well as which scores are potential strengths and which are areas for improvement. In the main body of the report, review each question to identify gaps. Gaps are areas where self responses (the scores you gave yourself) differ significantly from your rater s responses. Look for any patterns or common themes. Example () (2) () () () Question Number. Vision: sees ahead clearly; can anticipate future consequences and trends accurately; future oriented Rating Scale Competency or behavior Relationship and number of people providing feedback on this question Average score for each rater group Norm (average) Look at the Leadership Potential Summary section. The questions in this section measure five areas that are important for advancement in your career: Leadership Orientation, Vision, Leading Others, Initiative, and Future Success. The scale for this section measures how likely you are to perform in these five areas. Review the entire report again and identify strengths and areas for improvement. Determine how your strengths have contributed, or might contribute, to your success and how they can be leveraged. 20 DecisionWise, Inc. All rights reserved.

3 Date: 2/2/20 Demographic Summary Feedback was received from: Anticipated Actual Percentage 00% 00% 00% 00% TOTALS 00% Feedback was requested from: Joe Sample Sally Test Jacob Peterson Jane Doe John Smith Jenna Washington Kate Jensen Mark Harris Sue Smith Tim Williams Patrick Jefferson 20 DecisionWise, Inc. All rights reserved. Page: 2

4 Date: 2/2/20 Leadership Potential Inventory Summary This section provides a summary of results for each competency (group of questions). The blue horizontal bars represent the average score from all survey questions under each competency. reported scores are not included in the averages. The red vertical lines show the norm, which represents the average score from all survey respondents in the Leadership Audit. Leadership. Presence.2 Strategic Thinking.2 Influence. Leading. Critical Thinking. Management. Drive. Development. Talent Management.2 20 DecisionWise, Inc. All rights reserved. Page:

6 Date: 2/2/20 Presence Professional: maintains composure; keeps a sense of perspective under pressure; shows confidence when making and acting on decisions; demonstrates personal and professional maturity; is comfortable around senior leaders.. 2. Resilient: accepts change; adapts to new situations; recovers well from setbacks.. AMS Application: knows how to get things done within a structure; appropriately presents oneself; acknowledged as competent and able in his/her areas of responsibility DecisionWise, Inc. All rights reserved. Page:

7 Date: 2/2/20 Strategic Thinking Vision: sees ahead clearly; can anticipate future consequences and trends accurately; future oriented..6. Creativity: seeks new approaches to overcome existing obstacles; has good judgment about which creative ideas and suggestions will work; offers alternative solutions to business problems.2 6. Awareness of Impact: understands the impact of his/her decisions; makes decisions that reflect an understanding of what we do; is aware of how his/ her decisions affect the overall success of the company 20 DecisionWise, Inc. All rights reserved. Page: 6

8 Date: 2/2/20 Influence Trustworthy: is trusted to represent the interests of others; can be counted on to follow through with his/her promises; takes ownership and accountability Influential: leads in a way that makes others want to follow; inspires trust in his/her leadership abilities; persuades others to see his/her point of view; evokes motivation in others.. 9. Negotiating: obtains satisfactory outcomes that maintain solid business relationships; direct and assertive, as well as diplomatic and trustworthy.. 20 DecisionWise, Inc. All rights reserved. Page: 7

9 Date: 2/2/20 Leading Leading Teams: facilitates teamwork across the division; creates an environment of openness and cooperation.2.. Empowerment of Others: delegates both routine and critical tasks or responsibilities; holds people accountable for results; empowers others with the resources and authority they need to succeed Managing Change: accepts changes and adapts to new situations and responsibilities; effectively implements change; helps others to embrace change.6 20 DecisionWise, Inc. All rights reserved. Page: 8

10 Date: 2/2/20 Critical Thinking Analytical: evaluates sources of information; understands assumptions; breaks down arguments; scrutinizes and challenges information..6. Data Analysis: extracts meaning from numbers; uses numbers to back decisions; identifies trends and patterns in numbers and understands their impact to the business.6. Learning Agility: learns new processes, procedures, and techniques quickly.. 20 DecisionWise, Inc. All rights reserved. Page: 9

11 Date: 2/2/20 Drive Action Orientation: takes initiative; acts without over planning ; takes action early to address problems and opportunities.. 7. Personal Growth: actively pursues learning and development opportunities; is personally committed to continuously improving him/herself; works to deploy strengths; seeks input from others on how to improve.. 8. Awareness: knows personal strengths and limitations; gains insights from mistakes; is open to feedback without becoming defensive.2 9. Solution Focus: looks beyond the obvious in order to find the underlying problem; solves difficult problems with effective solutions DecisionWise, Inc. All rights reserved. Page: 0

12 Date: 2/2/20 Development Talent Development: provides challenging assignments and opportunities for others to grow; identifies strengths in others; looks for opportunities to showcase the talents and work of others. 2. Coaching: shares knowledge and experience with others; supports the development of others Recognition: helps others understand how their work contributes to achieving the organization's success; regularly acknowledges people for the contributions they make; rewards people for excellent performance.2 20 DecisionWise, Inc. All rights reserved. Page:

13 Date: 2/2/20 Talent Management Staffing: makes effective staffing decisions on key positions; recruits and hires talented people that move the organization forward.2 2. Constructive Feedback: delivers timely constructive feedback to help others learn and grow; provides candid feedback in a way that facilitates improvement. 2. Conflict Management: addresses conflict and disagreement without personally attacking others; effectively resolves disputes between employees; is fair and objective when dealing with complaints Corrective Action: takes timely corrective action for poor performance DecisionWise, Inc. All rights reserved. Page: 2

14 Date: 2/2/20 Communication Verbal Skills: speaks with confidence; shares information in a clear and concise manner; able to adjust message to the audience Listening: actively listens to others; pays full, undivided attention to what others are saying without interrupting; accurately reads nonverbal cues Writing: Writes with clarity and logical flow; communicates effectively in writing; writing is free of major errors.. 0. Presentation Skills: Effective in variety of formal presentation settings; customizes message to address needs of different audiences; commands attention during presentations.6 20 DecisionWise, Inc. All rights reserved. Page:

15 Date: 2/2/20 Relationship Building Networking: Builds strong working relationships throughout the organization; builds alliances with people across boundaries; maintains relationships with wide range of people. 2. Team Player: contributes in a team setting; collaborates; willingly shares successful ideas with others; shows support of others' ideas.. Conversational Skills: communicates effectively with diverse groups of individuals; establishes two way communication; presents opinions in a way that makes it safe for others to listen and respond... Personability: is warm and authentic with people; uses small talk to build rapport when necessary; approachable and easy to talk to.. 20 DecisionWise, Inc. All rights reserved. Page:

16 Date: 2/2/20 Organizational Skills Planning: ensures sufficient time and resources are available before making commitments; establishes realistic timelines; keeps a detailed and thorough planner/calendar.6 6. Prioritization: plans work to complete critical tasks first. 7. Detail Orientation: identifies and manages critical details of larger projects and initiatives 8. Adaptability: adjusts priorities to address changing situations. 20 DecisionWise, Inc. All rights reserved. Page:

17 Date: 2/2/20 Execution Quality Focus: consistently advocates for high quality and customer service; ensures that his/ her work is defect free and of superior quality; balances the need to achieve quality with the need to meet deadlines Managing Tasks: effectively oversees multiple competing projects and priorities; ensures projects are completed with quality.2. Efficiency: completes tasks in a way that minimizes waste; streamlines tasks to make them simpler, faster, or easier DecisionWise, Inc. All rights reserved. Page: 6

18 Date: 2/2/20 Leadership Potential Summary This section provides a summary of results on the Leadership Potential questions. The blue horizontal bars represent the average score from all respondents. reported scores are not included in the averages. The red vertical lines show the Norm, which represents the average score from all survey respondents in the Leadership Audit. Leadership Potential Very Unlikely Unlikely.6 Likely Very Likely Leadership Orientation Very Unlikely Unlikely.8 Likely Very Likely Vision. Leading Others.7 Initiative.6 Future Success. 20 DecisionWise, Inc. All rights reserved. Page: 7

19 Date: 2/2/20 Very Unlikely Unlikely Likely Very Likely Leadership Potential Very Unlikely Unlikely Likely Very Likely 2. Leadership Orientation: How likely is this individual to take on a leadership role when the situation requires?.6 Very Unlikely Unlikely Likely Very Likely. Vision: How likely is this individual to think broadly and see the bigger picture?.. Very Unlikely Unlikely Likely Very Likely. Leading Others: How likely is this individual to demonstrate the capacity to lead people?..8 Very Unlikely Unlikely Likely Very Likely. Initiative: How likely is this individual to take on higher level responsibilities?..6 Very Unlikely Unlikely Likely Very Likely 6. Future Success: How likely is this individual to succeed at a higher level in the organization?.. 20 DecisionWise, Inc. All rights reserved. Page: 8

EXECUTIVEVIEW360 ExecutiveView360 Profile for: Sally Sample Envisia Learning Feb Envisia Learning, Inc.

EXECUTIVEVIEW360 ExecutiveView360 Profile for: Sally Sample Envisia Learning Feb 13 2015 2015 Envisia Learning, Inc. Summary Feedback Report Introduction This Feedback Report provides you information about