Bill Accountant 01/01/2012

Career Drives

- Group Score:

55.20

Not results focused

Wants Results

Strongly results orientated, but may need to improve people handling skills.

Low concern with remuneration

High concern with remuneration

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

Lacks ambition

Entrepreneurial

Strong level of ambition and would strive hard for success.

Not independent

Very independent

Likely to be too reliant and not pioneer issues or argue against authority when appropriate.

Likely low self-esteem

Seeks recognition

Wants to be recognised, and would endeavour to maintain quality and standards.

Conflict Management Style

- Group Score:

61.70

Passive

Argumentative

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

Not competitive

Strongly competitive

Reasonably verbally competitive, similar to other managers.

Not collaborative

Very collaborative

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

Does not compromise

Too willing to compromise

Generally knows when and how to compromise for benefit of all.

Coping

- Group Score:

52.50

Not security conscious

High need for Job security

Concern for job security may lead to caution in risk-taking, and inaction through fear of making mistakes..

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

Generally sensitive and not upset easily.

Leadership and Influence

- Group Score:

52.60

Submissive

Authoritarian

Generally confident in exercising authority at work and dealing with discipline issues.

Procrastinating

Impulsive

Careful and probably slow in making decisions.

Not persuasive

Highly persuasive

Likely to be capable of persuasion as a manager.

Reluctant to give orders

Over-leads others

Likely to be directive when necessary.

Does not delegate

Delegates readily

Could improve delegating to gain more effectiveness as a leader, whilst developing staff.

Does not coach or explain

Patronising

Would coach others, and take time to explain where necessary.

People Orientation

- Group Score:

59.40

Socially distant

High need to be liked

Usually agreeable and 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 sociable and open, but likely to know when to close the door and concentrate.

Avoids closeness at work

Wants close relationships

Strikes a balance between friendships at work and being objective.

Strategic Orientation

- Group Score:

60.40

Does not use goalsetting

Understands goalsetting

Usually clear on priorities and goals to be achieved.

Not innovative

Very innovative

Highly innovative, initiates change, may need to allow others sufficient time to adapt to change.

Reactive

Proactive

Proactive and likely to plan adequately and respond in a timely way to situations.

Not prefer analytical work

Highly analytical

Similar preferences for problem solving and being analytical as for many managers.

Values

- Group Score:

58.70

Look after own interests

Highly caring

Strikes a balance between providing support and remaining objective. Understands how decisions impact others.

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 very important.

Pragmatic

Conservative

Balances being pragmatic with conforming with the views of society.

Workplace Management

- Group Score:

44.30

Does not need workplace structure

Over conscientious

Generally conscientious and likes to know boundaries at work.

Low attention to detail

High attention to detail

Gives a high level of attention to detail not normally appropriate at management level.

Disorganised

Highly organised

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

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.