Confidential
Coaching Report

for

Sally Sample

Generic (Internal sales) 

2011-03-15

Synergistic Outcomes
3 Moore Palms
323 Moore Road, Glenwood
Durban, kzn  4001
27 31 201 7917

Pattern Date: 11-03-15

Profile for Thinking Style

The darker shading represents the Job Match Pattern for the role of Generic (Internal sales). The larger box indicates this individual's score.

Learning Index – An index of expected learning, reasoning and problem-solving potential. 

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Verbal Skill – A measure of verbal skill through vocabulary. 

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Verbal Reasoning – Using words as a basis in reasoning and problem-solving. 

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Numerical Ability – A measure of numerical calculation ability. 

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Numerical Reasoning – Using numbers as a basis in reasoning and problem-solving. 

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Profile for Behavioural Traits

Energy Level – Tendency to display endurance and capacity for a fast pace. 

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Assertiveness – Tendency to take charge of people and situations. Leads more than follows. 

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Sociability – Tendency to be outgoing, people-oriented and participate with others. 

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Manageability – Tendency to follow policies, accept external controls and supervision and work within the rules. 

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Attitude – Tendency to have a positive attitude regarding people and outcomes. 

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Decisiveness – Uses available information to make decisions quickly. 

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Accommodating – Tendency to be friendly, co-operative, agreeable. To be a team person. 

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Independence – Tendency to be self-reliant, self-directed to take independent action and make own decisions. 

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Objective Judgment – The ability to think clearly and be objective in decision-making. 

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Profile for Interests

For the Job Match Pattern under consideration, the top three interests in descending order are: People Service, Enterprising and Financial/Admin. The other three interests have no impact on this position. The top three interests for Sally in descending order are: Mechanical, Enterprising and People Service. Ms. Sample shares two of these interest areas: People Service and Enterprising

Top three interests for this position

People Service – Indicated interest in activities such as helping people and promoting the welfare of others. 

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Enterprising – Indicated interest in activities associated with persuading others and presenting plans. 

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Financial/Admin – Indicated interest in activities such as organising information or business procedures. 

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Interests not relevant to this position

Technical – Indicated interest in scientific activities, technical data and research. 

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Mechanical – Indicated interest in working with tools, equipment and machinery. 

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Creative – Indicated interest in activities using imagination, creativity and original ideas. 

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Sally Sample scored outside the position match pattern in the following areas. When working with Sally Sample you might consider the following:

THINKING

Verbal Reasoning – Using words as a basis in reasoning and problem-solving. 

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Job Pattern 6-8        Score 5 

Whilst Ms. Sample achieved a Verbal Reasoning score comparable to most people, it is below the designated Profile for this Job Match Pattern. This suggests that her ability to use words as a basis in reasoning is moderately less than the position typically requires but that she may have no problem with the capability to perform in this challenging area. Discussions with her should explore whether the requirements of the position may be too challenging for Ms. Sample. 

	Maintain close observation to be certain that verbal information is clearly understood by Ms. Sample, to help overcome any weaknesses in verbal problem-solving.
	Using complex words and verbal information may require deliberation and consideration on Sally's part. Observe her effectiveness in solving problems and offer assistance in her problem-solving.
	Ms. Sample requires additional time to process verbal information. She should limit verbal communications to highly structured and direct content. Review information and ask for clarity in her communications.
	In some situations, especially with complex verbal information, Ms. Sample may require additional time to make decisions. Offer supervision and provide explanations of the information as needed.

 
Numerical Ability – A measure of numerical calculation ability. 

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Job Pattern 5-7        Score 3 

On the Numerical Ability scale Ms. Sample is below the designated job profile for this position. This suggests that her numeric calculation ability is less than the position typically requires and that she could have a problem with figuring data and computing formulas. Discussions with her should determine Sally's potential for training, otherwise the position may be overly challenging and could lead to frustration. 

	Ms. Sample requires additional time to process numerical information. Provide assistance in the form of available tools to aid in calculations.
	She may become frustrated by tasks involving the calculation of data. Provide training in appropriate mathematical areas and give consistent feedback.
	Observe Sally's performance in calculating numerical data. Aid her as needed with a mentor or formalised training as needed.
	To facilitate her development, you will need to have Sally trained in fundamental mathematics relevant to her work.

 
Numerical Reasoning – Using numbers as a basis in reasoning and problem-solving. 

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Job Pattern 5-7        Score 8 

On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyse data as part of the decision-making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. 

	When making budgetary decisions, Sally can rapidly see where resources can be reallocated or redistributed, but may require outside assignments to make use of this ability and avoid a lack in motivation.
	To avoid miscommunications, when Sally is expressing complex numerical information, coach her on proper communication techniques that emphasise a common level of expression.
	Ms. Sample is far more proficient in processing numerical information, than is required for this position. She may experience frustration if not sufficiently challenged, but if little opportunity exists to practise this skill, then focusing on her motivational level may be appropriate.
	Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her abilities.

 BEHAVIOURAL TRAITS

Energy Level – Tendency to display endurance and capacity for a fast pace. 

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Job Pattern 7-9        Score 5 

Whilst Ms. Sample achieved an Energy Level score comparable to most people it is below the designated Profile for this Job Match Pattern. This suggests that her capacity to endure hard work is moderately less than the position typically requires. Discussions with her should explore the possibility that for Ms. Sample, the position may be too challenging and could lead to frustration and a reduction in her level of performance. 

	Ms. Sample may occasionally appear less motivated when the hours of work increase due to deadlines and the demands of production. Keep open communication and listen to her needs, providing opportunities, when possible, for her to gather her reserves. Congratulate her efforts to stay focused.
	When the workload reaches extremes, you may notice an increase in Ms. Sample's stress. Coach her on effective stress management techniques and provide occasional rewards for efficient and timely results.
	Occasionally, she may feel that the duties of this position are infringing on her personal time. Reward her extra efforts often at first, eventually increasing the time between "pats on the back." This should help her to build up a resistance to the stress of a heavy work load. If her motivation or productivity drops maintain rewards at a constant rate until she is back on track.
	Sally demonstrates lower than average motivational energy compared to others who are successful in this particular position. Provide a structured environment in which to work and maintain short-term goals to help her monitor her effectiveness during long-term projects.

 
Assertiveness – Tendency to take charge of people and situations. Leads more than follows. 

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Job Pattern 7-9        Score 6 

Whilst Ms. Sample achieved an Assertiveness score comparable to most people, it is below the designated job profile for this position. This suggests that her willingness to take charge is moderately less than the position typically requires. Discussions with her should explore her potential for Assertiveness training. 

	Occasionally, Ms. Sample may not provide input to the team. Confront this hesitance by encouraging participation and spend time discussing her input. Reward her for these discussions.
	Ms. Sample will occasionally follow the group consensus, despite personal disagreements. Be perceptive of this and encourage debate and expression of alternate viewpoints when possible. Reward team members who adequately express themselves and she may respond appropriately in time.
	Sally may occasionally back down from her position if confronted by others on her team. Take an active role as mediator, fostering her ability to express herself in conflicts.
	When locked in a conflict with a team member, she may need feedback concerning her tendency to submit in a high stress situation. Assertiveness training may instruct her on how conflict need not be stressful.

 
Decisiveness – Uses available information to make decisions quickly. 

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Job Pattern 6-8        Score 5 

Whilst Ms. Sample achieved a Decisiveness score comparable to most people, it is below the Job Match Pattern for this particular position. This suggests that her ability to make quick decisions confidently may be less than the position typically requires and that she could encounter some frustration under high stress situations. Discussions with her should explore Ms. Sample's potential for making decisions in a more timely manner after adequate training is applied. 

	If Sally responds poorly to making snap decisions, encourage her that we have to take risks when decisions are required in a timely manner. Build this risk acceptance by providing low risk situations, then building the potential for risk as she adapts.
	When under stress, Ms. Sample tends to make decisions patiently, so emphasise the importance of deadlines and making decisions without extended analysis.
	Provide training in risk management as well as how to handle stress. This should improve the time necessary for Ms. Sample to make snap decisions under pressure.
	Build Sally's enthusiasm to take action by example of your own capacity to act with a sense of urgency, even when under stress.

 
Independence – Tendency to be self-reliant, self-directed to take independent action and make own decisions. 

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Job Pattern 4-6        Score 7 

On the Independence scale Ms. Sample is above the designated job profile for this position. This suggests that her self-reliance is greater than the position typically requires and that she may become frustrated by the level of supervisory/managerial attention typical of this position. Discussions with her should explore the possibility the position may be too challenging to maintain her motivation and/or level of performance. 

	Due to her self-reliance you may rarely hear feedback from Sally. Maintain open communication with her to foster a more appropriate supervisory/managerial relationship. Listen to her when she appears frustrated and recognise her positive performance.
	Sally's independence may create problems in the following of procedure. Reinforce compliance and regular, accurate performance. Reward her efforts to co-operate by allowing some independence in areas of lesser concern.
	Ms. Sample prefers to act independently and may become frustrated with supervisory/managerial attention. Handle with care but remain authoritative. Encourage a consultative relationship.
	When possible, allow Ms. Sample some breathing room, to let off the pressure she experiences from supervisory/managerial attention. Remain authoritative without becoming authoritarian and rigid.

 OCCUPATIONAL INTERESTS

Financial/Admin – Indicated interest in activities such as organising information or business procedures. 

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 Administrative duties are preferred most by those who match the Interest Pattern for this position. However, the activities associated with the Financial/Administrative theme are not amongst Ms. Sample's primary three interest themes and may not motivate her as much. 

Thinking Style

Learning Index – An index of expected learning, reasoning and problem-solving potential. 

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Job Pattern 5-8        Score 5 

	She is generally adaptive in the intellectual sense.
	Overall, Ms. Sample may be expected to complete a typical training programme with adequate success.
	Upon completing a new training programme, Ms. Sample should pick up new concepts easily.
	Sally's overall learning index is above average and suggests a good potential for quickly learning new information.

 

Verbal Skill – A measure of verbal skill through vocabulary. 

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Job Pattern 6-8        Score 6 

	Ms. Sample should be able to grasp simple communication principals that apply to the job.
	She demonstrates a level of verbal skill equivalent to most people in the general population.
	Sally should be capable of learning to apply basic communication principles to new, more complex problems as necessary.
	Ms. Sample is comfortable analysing basic written and verbal information.

 

Verbal Reasoning – Using words as a basis in reasoning and problem-solving. 

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Job Pattern 6-8        Score 5 

	Ms. Sample is proficient in the use of words and language.
	Sally would not be expected to have any difficulty in effectively communicating thoughts and ideas to others.
	She demonstrates adequate and in some areas, good verbal skill; certain areas and complexities will need training.
	Ms. Sample probably will assimilate information with success commensurate with the general population.

 

Numerical Ability – A measure of numerical calculation ability. 

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Job Pattern 5-7        Score 3 

	She may require a calculator or computer to handle some numerical problems.
	Sally may not have had much recent opportunity to use numbers in work.
	With training and experience Ms. Sample should be able to more quickly and accurately carry out mathematical functions as they apply to the job.
	Ms. Sample may initially need extra time in mentally computing numerical information.

 

Numerical Reasoning – Using numbers as a basis in reasoning and problem-solving. 

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Job Pattern 5-7        Score 8 

	Ms. Sample works well with numbers and numerical concepts.
	She completes numerical problems with greater success than the general population.
	Ms. Sample demonstrates a relatively strong ability to solve problems of a numerical nature.
	Sally grasps numerical concepts readily.

 
Behavioural Traits

Energy Level – Tendency to display endurance and capacity for a fast pace. 

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Job Pattern 7-9        Score 5 

	She is moderately energetic; her work pace will show few peaks and troughs.
	Ms. Sample is capable of taking action in a timely manner.
	Ms. Sample generally focuses on timely results.
	Ms. Sample acts with a sense of urgency under routine conditions.

 

Assertiveness – Tendency to take charge of people and situations. Leads more than follows. 

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Job Pattern 7-9        Score 6 

	Sally can be a moderately assertive leader who gets results.
	Ms. Sample is motivated by situations in which she is held accountable for results.
	She typically uses direct statements and seems to enjoy the opportunity to lead others.
	Ms. Sample is willing to be assertive, to be more of a leader than a follower.

 

Sociability – Tendency to be outgoing, people-oriented and participate with others. 

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Job Pattern 6-8        Score 7 

	Sally prefers democratic supervision in which two-way dialogue is encouraged.
	Ms. Sample is generally inclined to promote the benefits of teamwork, to involve the team in the discussion of how things will be done.
	Ms. Sample is moderately sociable. She tends to be aware of the necessity for keeping lines of communication open.
	She works to foster good relations across departments, maintains friendly contact and keeps up with the issues of common concern.

 

Manageability – Tendency to follow policies, accept external controls and supervision and work within the rules. 

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Job Pattern 5-7        Score 5 

	She has an attitude typical of most people regarding authority and rules, with a generally co-operative interpersonal style.
	Ms. Sample relates to authority in a respectful and co-operative manner in most routine situations. She may occasionally express a need for more personal freedom.
	Sally demonstrates a generally accommodating interpersonal style. She can usually work smoothly with others.
	Ms. Sample relates to most directives in a generally co-operative and accommodating manner. She may resent high-pressure leadership.

 

Attitude – Tendency to have a positive attitude regarding people and outcomes. 

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Job Pattern 6-8        Score 6 

	Ms. Sample has a tendency to trust most people.
	She is usually enthusiastic about risk, change and unexpected challenges.
	Sally has positive expectations for the outcome of problems and difficult situations.
	Ms. Sample demonstrates a positive attitude regarding changes in policies and guidelines.

 

Decisiveness – Uses available information to make decisions quickly. 

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Job Pattern 6-8        Score 5 

	Sally stands firm on some decisions and may not be inclined to back down once a decision is made, unless under pressure.
	Ms. Sample is typically decisive and inclined to act. She can be effective in positions which require timely results.
	She is not inclined to delay important decisions.
	Ms. Sample is capable of responding to an emergency and of solving problems in a timely manner.

 

Accommodating – Tendency to be friendly, co-operative, agreeable. To be a team person. 

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Job Pattern 5-7        Score 7 

	She is generally pleasant, friendly and patient, not inclined to show temper or frustration.
	Ms. Sample tends to have a co-operative outlook, generally prepared to help others.
	Sally is modest, not inclined to take or to maintain an extreme opinion or position.
	Ms. Sample typically recognises the need to work with others and she is usually willing to share resources and information.

 

Independence – Tendency to be self-reliant, self-directed to take independent action and make own decisions. 

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Job Pattern 4-6        Score 7 

	Sally appreciates some opportunity to challenge the status quo and to cause a change in something.
	She is usually comfortable handling new problems independently.
	Ms. Sample has a moderate need for freedom from controls, close supervision and organisational constraints.
	Ms. Sample prefers to carry out important tasks with minimal supervision. She can be counted on to meet her commitments without close supervision.

 

Objective Judgment – The ability to think clearly and be objective in decision-making. 

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Job Pattern 6-8        Score 8 

	Ms. Sample shows sound judgment under pressure.
	Sally has a consistent tendency to take an objective view and to adjust judgment as needed to reach accurate conclusions.
	Ms. Sample's judgment and decisions should indicate highly consistent usage of her thinking capabilities.
	She is highly inclined to make considered judgments, applying experience to current problems and situations.

 
Occupational Interests

The Interest section assesses the relative interests between the six interest areas. The top three interests for Ms. Sample are shown here, along with the top three interests for the Generic (Internal sales) position. Note that Sally shares TWO top interests with the requirements of this position.

TOP THREE areas of interest for the position of Generic (Internal sales).

Indicated interest in activities associated with persuading others and presenting plans.

Enterprising 

Enterprising 

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Indicated interest in activities associated with persuading others and presenting plans.

People Service 

Mechanical 

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Indicated interest in activities such as helping people and promoting the welfare of others.

Indicated interest in working with tools, equipment and machinery.

Financial/Admin 

People Service 

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Indicated interest in activities such as organising information or business procedures. 

Indicated interest in activities such as helping people and promoting the welfare of others. 

TOP THREE areas of interest for Sally Sample.

Ms. Sample's interests are focused in the Enterprising, Mechanical and People Service themes on the ProfileXT. She appreciates the entrepreneurial aspects of various work settings and working with people motivates her often. Opportunities for seeing the tangible results of her work at the end of the day appear to help drive her efforts.

With Mechanical as her primary area of interest, Ms. Sample is likely to seek out activities that involve practical objectives and vocational skills. If she can contribute to her work in this way, she is more likely to feel enthusiastic about the job at hand. Secondly, she is motivated by the entrepreneurial world of business, as seen in her interest in the Enterprising area. Sales and leadership roles may serve to enhance her motivation in the job. Finally, her interest in People Service activities rounds out her profile. This may not be the central focus of her interests, but these activities are likely to enhance the work experience nonetheless. 

NOTICE:
As discussed in the User’s Guide for this product this job pattern approach to matching individuals to a position provides information of great value and should be an important part of the placement decision. However the user is reminded that the results from any assessment should never make up more than a third of the final decision.