Sample Report
The following report was generated by asking the candidate (Mary) to answer a simple on-line 'forced choice' questionnaire that normally takes seven to ten minutes to complete. Our PPI Expert software system then quickly produces a report.
MARY'S BASIC CHARACTER SUMMARY
Mary is a very hard driving and forceful individual, a self starter who is competitive. Fearless in the face of challenge and always prepared to stand or fall by decisions she has made, such people often gravitate to positions of authority and command.
She is a director of people, an entrepreneur, and an opportunistic. One who prefers to take command and give orders rather than lead in an integrative fashion. However, she possesses some empathy and can, if necessary, persuade. An extremely quick and very mobile person, she is someone who dislikes routine, preferring much pace and variety in her work. She is not keen upon detail and paper work but will do it (and does it well) when necessary. Independent and wayward, nevertheless she will work within broad guidelines and parameters unless there are compelling reasons not to.
MOTIVATIONAL FACTORS
It can be said of people such as she that when the challenges run out, so will she because for Mary achievement is of paramount importance. The achievement of profitable (however she views profitability) results and winning is what drives her.
MARY'S POTENTIAL STRENGTHS
Generally, she is superb in a crisis and makes an excellent fire-fighter, since her natural response is to take command and DO something, very quickly. She is good at running and controlling things and organisations with the big picture very much in mind.
MARY'S POTENTIAL WEAKNESSES
Individuals such as she can often be harsh and blunt in their dealings with others. Mary displays a definite tendency toward arrogance and may suffer from tunnel vision for the target. Consequently, she may be capable of demotivating and damaging others who get between her and her goal.
Her competitive nature sometimes may cause her to enter a contest to win just for the sake of winning. This can cause her to be a poor manager of people and to waste talent in others.
HER LEARNING STYLE
Mary will learn whatever is necessary to achieve a chosen goal and, moreover, learn very rapidly. Generally, she will take a very broad view of a subject, but if sufficiently motivated to achieve in a specific area or discipline, can become an expert of a very high order, including disciplines requiring great attention to detail. It is important to remember though that this is basically a means to an end. When the requirement for detail ceases, so too will her adherence to it.
HER QUESTIONING METHOD
Blunt, direct and forceful, she will only be interested in asking questions the answers, to which will enhance her ability to achieve a goal or target and will demand instant answers.
HER CAPABILITY FOR ORGANISATION AND PLANNING
Mary is likely to be an excellent organisational planner in broad terms. Her planning and strategy will resemble that of a general in that she will use whatever resources are available to achieve an objective, including people, without qualm or conscience.
HER MANAGEMENT TECHNIQUE
Directive and to the point, he can be a hard task master but is usually evenhanded and just. He is not a natural leader but tends to drive herself and those around her to achieve objectives and will overturn precedents and conventions if the goal is sufficiently important.
HER DECISION MAKING STYLE
Mary will make decisions easily and very rapidly, based upon the needs of the objective.
ACCEPTANCE OF MANAGERIAL RESPONSIBILITY
People such as Mary do not accept responsibility; she takes it as a right and has the force of character to succeed. In a hierarchy, she is likely to be the woman always seeking to rise, with all possible speed, to the next level.
HER RESPONSE TO A TECHNICAL ENVIRONMENT
As a rule, she tends not to be good at detail and hates routine and therefore will avoid highly technical environments. It is important though to keep in mind that expertise in one or several disciplines is not uncommon and it is the need to win and achieve that drives her.
HER RESPONSE TO A SALES ENVIRONMENT
Very positive and aggressive, individuals such as she can often be a highly successful salesman particularly in direct selling environments and especially in anendeavour requiring a very fast pace and an entrepreneurial flair.
HOW MARY RELATES TO PEOPLE
When it is necessary, Mary can relate quite well but may rapidly lose patience with those unable to respond instantly. It is often said that such a person gives orders and may remember to say please. She is not concerned with being popular but does demand that you respect her for her abilities. As a result she often tends to be successful but this can be at the price of being a loner.
HER RESPONSE TO AUTHORITY
An independent person but she will usually work within the rules, especially if the hierarchy is tough on rule breakers. However, if a result depends upon it, she can act outside the rules.
FACTORS THAT THREATEN HER SELF-ESTEEM
Her self esteem is based upon winning. Therefore, losing will affect her self esteem dramatically and losing "face" is the most serious. She will not persist if failure seems certain to her but will withdraw to find another challenge.
MARY'S TIMESCALE
For Mary now really is now; there is an innate need to achieve results as quickly as possible.
FACTORS WHICH MAY DEMOTIVATE MARY
To be forced to work in an environment that denies the use of personal initiative, requires routine, is detail oriented, devoid of challenge or forces her to submit to the authority of those she considers inferior.
MARY'S POTENTIAL AS A CONSULTANT
Assuming that Mary possesses all the necessary skills and knowledge and wants to work in this field, she has a relatively high potential to be successful. She will be able easily to present unpalatable or unpopular results and recommendations to clients and has sufficient natural empathy to be able to do this fairly sensitively. However, she may at times, be somewhat direct and blunt, which could upset some clients. People such as Mary often gravitate towards being consultants relatively late in their careers, after gaining experience and knowledge, as they put it - 'in the real world'.
Mary's ability to focus on 'the big picture' is a decided advantage for her as a consultant, but she will need good administrative back-up and or effective systems that transcend memory to deal with minutiae, routine and detail. Good selling skills will be an essential aid to her success as a consultant. Her ultimate success as a consultant will depend as much upon her level of emotional intelligence (EQ) and assertiveness skills as his experience.
MARY'S POTENTIAL AS A TEAM LEADER
A team leader here refers to those qualities that are necessary in welding together a disparate group of people who develop true synergy. This is not the same as managing an individual or group.
Mary has some potential as a team leader but this will only be realised if she can actively use and increase her level of empathy and employ genuine emotional intelligence to generate true synergy in a team. Her natural stance is that of an inspirational commander given to controlling by force of character. If she is to succeed in truly leading a team - as opposed to driving it - and generate synergy among its members she will need to improve upon her level of natural empathy and develop her ability to use emotional intelligence effectively. She has some natural empathy and an innate drive to learn whatever is necessary to be successful. Therefore, her success as a team leader will be dependant upon her ability to build upon her natural resources and learn to use emotional intelligence and learn assertiveness effectively.
MARY'S POTENTIAL AS A TEAM MEMBER
A team member is an individual who shares the same aims and objectives as the team and is prepared to put aside their own needs and requirements in favour of those of the group when necessary.
Mary is not likely to be comfortable or very effective as part of a team. She will need clearly to see that benefits are in it for her. The team and its leader must clearly understand that despite Mary's persuasive ability, her tendency to take risks and control her environment and to feel she is in control of her own destiny will be hard to give up. However, if Mary can willingly subordinate her intense need to win to the aims of the team, then she can make a useful contribution. By doing so she would also make great strides in increasing her personal effectiveness and ability to use empathy and emotional intelligence to good effect. If Mary does not respect other team members, it is not unlikely that she could be disruptive.
HOW TO MANAGE MARY EFFECTIVELY
Mary is highly driven to achieve and so should be challenged to produce tangible results through other people. She will work best and most efficiently when she feels that you respect and understand her. You would do well to discuss your ideas with her and involve her in your decision making so that she feels she has some influence and direction over the course you propose to adopt.
Avoid giving her routine and bureaucratic duties. She will respond better to targets and the freedom to overcome obstacles. Mary’s need for independence can be troublesome so it will be necessary to clearly to identify boundaries and limits and insist that they are adhered to.
Mary needs to win and to be recognised for achievements therefore, judicious and appropriate public praise will motivate her to your cause as will the opportunity to earn advancement. It is advisable to agree performance criteria with her and to review these at regular intervals in a businesslike and friendly manner, commensurate with maintaining good order and discipline. You should encourage a positive and happy atmosphere.
It is also very important to identify to Mary what she can gain from co-operation with you because she will want to know what's in it for her. Mary seeks power and control over her own destiny and is herself excellent general management material.
Points for further consideration
POSSIBLE BEHAVIOUR AT WORK
Mary is likely to believe that to be successful or survive in her current work environment, she should modify her behaviour in one or more, or all, of the following ways:
She should make a major change to her normal behaviour and take care to work within guidelines and parameters and to take account of detail.
PROBABLE BEHAVIOUR UNDER PRESSURE
Mary is unlikely to change her behaviour when placed under pressure except as follows:
POTENTIAL ERRATIC BEHAVIOUR WHEN UNDER PRESSURE
Mary may occasionally exhibit erratic behaviour by becoming extremely demanding and aggressive followed by apparent submissiveness. This is a method of coping with pressure and often takes the form of a short explosive loss of temper. The behaviour is spontaneously triggered, usually by excessive pressure and she has no control over it. Such behaviour is short lived, minutes to hours, and she will normally be contrite after it.
STRESS MEASUREMENT
Mary does not currently appear to be experiencing stress.
Produced under licence from Adams & Associates (UK) Ltd
MARY'S BASIC CHARACTER SUMMARY
Mary is a very hard driving and forceful individual, a self starter who is competitive. Fearless in the face of challenge and always prepared to stand or fall by decisions she has made, such people often gravitate to positions of authority and command.
She is a director of people, an entrepreneur, and an opportunistic. One who prefers to take command and give orders rather than lead in an integrative fashion. However, she possesses some empathy and can, if necessary, persuade. An extremely quick and very mobile person, she is someone who dislikes routine, preferring much pace and variety in her work. She is not keen upon detail and paper work but will do it (and does it well) when necessary. Independent and wayward, nevertheless she will work within broad guidelines and parameters unless there are compelling reasons not to.
MOTIVATIONAL FACTORS
It can be said of people such as she that when the challenges run out, so will she because for Mary achievement is of paramount importance. The achievement of profitable (however she views profitability) results and winning is what drives her.
MARY'S POTENTIAL STRENGTHS
Generally, she is superb in a crisis and makes an excellent fire-fighter, since her natural response is to take command and DO something, very quickly. She is good at running and controlling things and organisations with the big picture very much in mind.
MARY'S POTENTIAL WEAKNESSES
Individuals such as she can often be harsh and blunt in their dealings with others. Mary displays a definite tendency toward arrogance and may suffer from tunnel vision for the target. Consequently, she may be capable of demotivating and damaging others who get between her and her goal.
Her competitive nature sometimes may cause her to enter a contest to win just for the sake of winning. This can cause her to be a poor manager of people and to waste talent in others.
HER LEARNING STYLE
Mary will learn whatever is necessary to achieve a chosen goal and, moreover, learn very rapidly. Generally, she will take a very broad view of a subject, but if sufficiently motivated to achieve in a specific area or discipline, can become an expert of a very high order, including disciplines requiring great attention to detail. It is important to remember though that this is basically a means to an end. When the requirement for detail ceases, so too will her adherence to it.
HER QUESTIONING METHOD
Blunt, direct and forceful, she will only be interested in asking questions the answers, to which will enhance her ability to achieve a goal or target and will demand instant answers.
HER CAPABILITY FOR ORGANISATION AND PLANNING
Mary is likely to be an excellent organisational planner in broad terms. Her planning and strategy will resemble that of a general in that she will use whatever resources are available to achieve an objective, including people, without qualm or conscience.
HER MANAGEMENT TECHNIQUE
Directive and to the point, he can be a hard task master but is usually evenhanded and just. He is not a natural leader but tends to drive herself and those around her to achieve objectives and will overturn precedents and conventions if the goal is sufficiently important.
HER DECISION MAKING STYLE
Mary will make decisions easily and very rapidly, based upon the needs of the objective.
ACCEPTANCE OF MANAGERIAL RESPONSIBILITY
People such as Mary do not accept responsibility; she takes it as a right and has the force of character to succeed. In a hierarchy, she is likely to be the woman always seeking to rise, with all possible speed, to the next level.
HER RESPONSE TO A TECHNICAL ENVIRONMENT
As a rule, she tends not to be good at detail and hates routine and therefore will avoid highly technical environments. It is important though to keep in mind that expertise in one or several disciplines is not uncommon and it is the need to win and achieve that drives her.
HER RESPONSE TO A SALES ENVIRONMENT
Very positive and aggressive, individuals such as she can often be a highly successful salesman particularly in direct selling environments and especially in anendeavour requiring a very fast pace and an entrepreneurial flair.
HOW MARY RELATES TO PEOPLE
When it is necessary, Mary can relate quite well but may rapidly lose patience with those unable to respond instantly. It is often said that such a person gives orders and may remember to say please. She is not concerned with being popular but does demand that you respect her for her abilities. As a result she often tends to be successful but this can be at the price of being a loner.
HER RESPONSE TO AUTHORITY
An independent person but she will usually work within the rules, especially if the hierarchy is tough on rule breakers. However, if a result depends upon it, she can act outside the rules.
FACTORS THAT THREATEN HER SELF-ESTEEM
Her self esteem is based upon winning. Therefore, losing will affect her self esteem dramatically and losing "face" is the most serious. She will not persist if failure seems certain to her but will withdraw to find another challenge.
MARY'S TIMESCALE
For Mary now really is now; there is an innate need to achieve results as quickly as possible.
FACTORS WHICH MAY DEMOTIVATE MARY
To be forced to work in an environment that denies the use of personal initiative, requires routine, is detail oriented, devoid of challenge or forces her to submit to the authority of those she considers inferior.
MARY'S POTENTIAL AS A CONSULTANT
Assuming that Mary possesses all the necessary skills and knowledge and wants to work in this field, she has a relatively high potential to be successful. She will be able easily to present unpalatable or unpopular results and recommendations to clients and has sufficient natural empathy to be able to do this fairly sensitively. However, she may at times, be somewhat direct and blunt, which could upset some clients. People such as Mary often gravitate towards being consultants relatively late in their careers, after gaining experience and knowledge, as they put it - 'in the real world'.
Mary's ability to focus on 'the big picture' is a decided advantage for her as a consultant, but she will need good administrative back-up and or effective systems that transcend memory to deal with minutiae, routine and detail. Good selling skills will be an essential aid to her success as a consultant. Her ultimate success as a consultant will depend as much upon her level of emotional intelligence (EQ) and assertiveness skills as his experience.
MARY'S POTENTIAL AS A TEAM LEADER
A team leader here refers to those qualities that are necessary in welding together a disparate group of people who develop true synergy. This is not the same as managing an individual or group.
Mary has some potential as a team leader but this will only be realised if she can actively use and increase her level of empathy and employ genuine emotional intelligence to generate true synergy in a team. Her natural stance is that of an inspirational commander given to controlling by force of character. If she is to succeed in truly leading a team - as opposed to driving it - and generate synergy among its members she will need to improve upon her level of natural empathy and develop her ability to use emotional intelligence effectively. She has some natural empathy and an innate drive to learn whatever is necessary to be successful. Therefore, her success as a team leader will be dependant upon her ability to build upon her natural resources and learn to use emotional intelligence and learn assertiveness effectively.
MARY'S POTENTIAL AS A TEAM MEMBER
A team member is an individual who shares the same aims and objectives as the team and is prepared to put aside their own needs and requirements in favour of those of the group when necessary.
Mary is not likely to be comfortable or very effective as part of a team. She will need clearly to see that benefits are in it for her. The team and its leader must clearly understand that despite Mary's persuasive ability, her tendency to take risks and control her environment and to feel she is in control of her own destiny will be hard to give up. However, if Mary can willingly subordinate her intense need to win to the aims of the team, then she can make a useful contribution. By doing so she would also make great strides in increasing her personal effectiveness and ability to use empathy and emotional intelligence to good effect. If Mary does not respect other team members, it is not unlikely that she could be disruptive.
HOW TO MANAGE MARY EFFECTIVELY
Mary is highly driven to achieve and so should be challenged to produce tangible results through other people. She will work best and most efficiently when she feels that you respect and understand her. You would do well to discuss your ideas with her and involve her in your decision making so that she feels she has some influence and direction over the course you propose to adopt.
Avoid giving her routine and bureaucratic duties. She will respond better to targets and the freedom to overcome obstacles. Mary’s need for independence can be troublesome so it will be necessary to clearly to identify boundaries and limits and insist that they are adhered to.
Mary needs to win and to be recognised for achievements therefore, judicious and appropriate public praise will motivate her to your cause as will the opportunity to earn advancement. It is advisable to agree performance criteria with her and to review these at regular intervals in a businesslike and friendly manner, commensurate with maintaining good order and discipline. You should encourage a positive and happy atmosphere.
It is also very important to identify to Mary what she can gain from co-operation with you because she will want to know what's in it for her. Mary seeks power and control over her own destiny and is herself excellent general management material.
Points for further consideration
POSSIBLE BEHAVIOUR AT WORK
Mary is likely to believe that to be successful or survive in her current work environment, she should modify her behaviour in one or more, or all, of the following ways:
She should make a major change to her normal behaviour and take care to work within guidelines and parameters and to take account of detail.
PROBABLE BEHAVIOUR UNDER PRESSURE
Mary is unlikely to change her behaviour when placed under pressure except as follows:
POTENTIAL ERRATIC BEHAVIOUR WHEN UNDER PRESSURE
Mary may occasionally exhibit erratic behaviour by becoming extremely demanding and aggressive followed by apparent submissiveness. This is a method of coping with pressure and often takes the form of a short explosive loss of temper. The behaviour is spontaneously triggered, usually by excessive pressure and she has no control over it. Such behaviour is short lived, minutes to hours, and she will normally be contrite after it.
STRESS MEASUREMENT
Mary does not currently appear to be experiencing stress.
Produced under licence from Adams & Associates (UK) Ltd