Executive Report SAMPLE

TM Individual MapEXECUTIVE REPORT

S A M P L E R E P O R T


P R O V I D E D B Y

Hiring new employees and managing currentteams to their highest potential are importantand expensive responsibilities. You need aresource that makes it simple to identify theunique characteristics of everyone youmanage.

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Larry’s wiring meets 78% of the characteristics you requestedfor candidates being considered in this role.

See Additional Observations on page 5.

SUMMARYRational (NT)Ÿ LogicŸ Future-oriented IdeasŸ Improving Systems and Processes

INTJsŸ Analytical Problem-solvingŸ Improving Systems/Processes with Innovative

Ideas

Strategic ThinkerŸ Focusing on What Could BeŸ Absorbing and Analyzing InformationŸ Stretching Thinking for the Future

Developer PatternsŸ DirectŸ DaringŸ DemandingŸ In Charge

This natural drive for creating and implementing innovative solutions to analytical problems means Larry will thrive in any positions that: Ÿ Allow for the use of analytical skills to problem-solve in a challenging environment.Ÿ Require taking responsibility for implementing ideas to create efficient, innovative systems.


P R O V I D E D B Y

POTENTIAL ROLE CONTRIBUTIONSŸ Develops long term vision, produces new ideas, anticipates what is outside current

knowledgeŸ Naturally skilled at absorbing and analyzing information to help your team make better

decisionsŸ Avoids "passing the buck"; seeks new or innovative problem-solving methods

POTENTIAL ROLE CHALLENGESŸ May be single-minded or stubborn, not taking sufcient account of current realitiesŸ May appear to make decisions that are unrelated to the present factsŸ Might have trouble completing high volumes of tasks, inuencing others, or connecting

relationally.Ÿ May be impatient or unsympatheticŸ May have trouble participating or collaborating with othersŸ Might struggle with follow-through and quality control

POTENTIAL LEADERSHIP ABILITYŸ With the right training, Larry’s wiring indicates likely success leading small/medium/large

groups at the direct/indirect levels.

The Individual Map from Talent Insights synthesizes threetime-tested and proven assessments evaluating a person’sindividual personality, natural strengths and behaviors.


P R O V I D E D B Y

I N T JINTROVERTEDThoughtful, Reserved,

Independent, andFocused

iNTUITIONInnovative,

Forward-thinking,Imaginative, and

Theoretical

THINKINGAnalytical, Objective,

Rational, andTough-minded

JUDGINGOrganized,

Determined,Dedicated, and

Decisive

INTJ’s are analytical problem-solvers, eager to improve systems and processeswith their innovative ideas.

People with this approach keep us all focused on what could be, constantlyabsorbing and analyzing information, they help the team make better decisions

and stretch their thinking for the future.

PERSONALITY

STRENGTHS

BEHAVIOR

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This is a behavioral style motivated by control and personal power to measure their progressby their achievements and success, maintaining a sense of personal momentum.

Attention to Detail Decision-Making Pace Decision-Making Focus

Unconcerned Meticulous Slow Fast Social Acceptance Logic


P R O V I D E D B Y

POTENTIAL CONTRIBUTIONS LARRY COULD MAKE TO THE TEAMŸ Developing long term visionŸ Producing radical ideasŸ Foreseeing the futureŸ Anticipating what is outside current knowledgeŸ Focusing on what could beŸ Absorbing and analyzing informationŸ Stretching thinking for the future

Potential Challenges Larry Could Bring to the TeamŸ May not express appreciation for the contributions of others (particularly where it hasn't been

fully competent)Ÿ May not delegate enoughŸ May need to be reminded people are involved in the tasks to be completedŸ May tend to overuse directness and force of character or authority

These contributions are most helpful when...Ÿ Radical change is neededŸ Change is a long term activityŸ There are challenging problems to solveŸ A pace-setter for task completion is needed

These contributions may not be effective when...Ÿ There are immediate dangersŸ The group may not survive in the short termŸ Task completion, rather than innovation, is desired

When Managing LarryŸ Provide a logical, efcient, structured, and analytical environment, with colleagues who are

competent, intelligent, and productiveŸ Allow use of analytical skills to problem-solve in a challenging environment, and to take

responsibility for implementing ideas to create efcient, innovative systemsŸ Provide support for new solutions or implementation of ideas for improvementŸ Do not require too many unexpected events to be dealt withŸ Allow some alone timeŸ Help identify other methods of achievement besides force of character

TEAMING WITH OTHERS


P R O V I D E D B Y

Once the three-part assessment has been completed, Talent InsightsAnalysts develops customized interview questions tailored to the jobduties and characteristics you specify for the position being filled. Wethen blend those with the candidate or employee’s wiring to createquestions that draw out the most authentic response.

The Executive Report highlights the most pertinent information gathered during the conductedStructured Interview. Talent Insights’ uniqueness is in the sum of the assessment and

Structured Interview findings. Together, you get greater information than the sum of the parts.

Hire better. Manage smarter. At an affordable price!Call Us Today (800) 601-5320

The following questions were addressed in Larry’s 15 minute Structured Interview (Day - mm/dd at ##pm). These questions reect natural areas of struggle for a person with Larry’s temperament, strengths and behavior prole. The questions are designed to determine this candidate’s awareness and openness to modifying less effective behavior in order to become more successful in the workplace.We recommend: Ÿ You listen to the interviewŸ Evaluate Larry’s responses to determine how those responses reect an ability to be successful in your organization

and the responsibilities assigned

Structured Interview Questions(NOTE: The bulleted information in blue italics gives the reason for the question being asked. It is intended to aid you in listening to the candidate’s response.)

1. Have you had a chance to read through the report? Do the results seem like an accurate description of you? Ÿ The goal of this question is to establish if the candidate has taken the time to familiarize themselves with the report and if they

are in agreement with the results.

2. Tell me about the last time you showed appreciation to a co-worker for lending a hand. What was the occasion? What did you say? How did they react?

¡ IMPACT ON OTHERS

High Scoring Answer: Listen for answers that reveal... • (Awareness) an awareness that the participant needs to consider the consequences and impact a decision or comment may have on another person, • (Consistency with Wiring) an acknowledgment that the participant can steamroll others with strong convictions, and • (Teachability) an understanding that the participant will be most effective when trying to be persuasive in the approach rather than being unyielding, forceful or critical.

Low Scoring Answer: Listen for answers that reveal... • (Awareness) an unawareness that the participant's need to intentionally consider the consequences and impact a decision or comment may have on another person is somewhat unique, • (Consistency with Wiring) a denial or dismissal that the participant can steamroll others, and • (Teachability) an excuse or defense of the participant's lack of tact and diplomacy, often speaking too forcefully and directly, due to the participant's own ability to be objective when being criticized.

Executive Report SAMPLE

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