Jon Citizen 01/01/2012

Career Drives

- Group Score:

51.50

Not results focused

Wants Results

Likely to strive to achieve results.

Low concern with remuneration

High concern with remuneration

Financial reward is less of a motivation than many other factors at work

Lacks ambition

Entrepreneurial

Strong level of ambition and would strive hard for success.

Not independent

Very independent

Values independence highly, will want to do things their way. May have difficulty fitting into organisation life unless the role provides autonomy.

Likely low self-esteem

Seeks recognition

Very high need for recognition will ensure standards and quality maintained, but perfectionism may cause staff problems.

Conflict Management Style

- Group Score:

43.30

Passive

Argumentative

Sensibly assertive, likely to addresses conflict at an appropriate early stage.

Not competitive

Strongly competitive

Strongly verbally competitive, likely to use inappropriately at executive level.

Not collaborative

Very collaborative

Very collaborative, appreciates the value of win/win outcomes.

Does not compromise

Too willing to compromise

Too willing to compromise.

Coping

- Group Score:

53.40

Not security conscious

High need for Job security

A low concern for security enables necessary corporate risk taking.

Unwilling to take responsibility

Over responsible

Willing to accept responsibility and should seek challenging objectives and the opportunity to develop.

Stressed

Relaxed

Generally handles pressure well.

Insensitive

Over sensitive

Not easily upset, can sometimes seem insensitive to others.

Leadership and Influence

- Group Score:

41.30

Submissive

Authoritarian

Strong desire for leadership, power and influence can alienate others, and fail to get their best contribution.

Procrastinating

Impulsive

Usually a thoughtful and timely decision maker.

Not persuasive

Highly persuasive

Generally persuasive and able to influence others.

Reluctant to give orders

Over-leads others

Strong directive leadership may be too dominating.

Does not delegate

Delegates readily

Likely to delegate readily and develop the potential of reports.

Does not coach or explain

Patronising

Could coach and develop the skills of others more, and explain more when needed.

People Orientation

- Group Score:

60.00

Socially distant

High need to be liked

Usually happy to socialise at work and sensitive to the needs and concerns of others.

Individualistic

High need for teamwork

Enjoys being a member of a team, and would generally cooperate with others.

Introverted

Extraverted

Generally enjoys networking, and likely to have a global perspective.

Avoids closeness at work

Wants close relationships

Strikes a balance between friendships at work and being objective.

Strategic Orientation

- Group Score:

40.80

Does not use goalsetting

Understands goalsetting

Does not always set goals, may have difficulty prioritising.

Not innovative

Very innovative

Flexible, innovative and open to new approaches. Likely to generate ideas that contribute to future organisation development

Reactive

Proactive

Proactive and likely to respond in a timely way to threats and opportunities.

Not prefer analytical work

Highly analytical

Little interest in problem solving and analysing may lead to difficulties comprehending complex situations.

Values

- Group Score:

45.50

Look after own interests

Highly caring

Tends to focus on professional issues, displaying a limited concern for others welfare.

Low need for trust

High need for trust

In relation to others has an average need for trust and openness at work.

Loyalty not an issue

Loyalty very important

In relation to others issues of loyalty at work are of normal importance.

Pragmatic

Conservative

Balances being pragmatic with conforming with the views of society.

Workplace Management

- Group Score:

57.70

Does not need workplace structure

Over conscientious

Low need for structure and rules, focuses on outcomes, rather than process.

Low attention to detail

High attention to detail

Usually accepts an amount of detail, but distinguishes between important and less important detail.

Disorganised

Highly organised

Tends to value self-organisation, in line with many other successful executives.

Unusual Answers Score

Answers to the low scoring questions are in the normal range, and consistently agree with what most people choose.

Answers to a number of high scoring questions are in the normal range, and consistently agree with what most people choose.