Profile:Match: by Psychological Consultancy Limited

PROFILE:MATCH®
by Psychological Consultancy Limited

ABC Limited: Sales Representative
Sophie Sample
[7-3] [Sample] [14/09/2005 14:48:02] [EG]
© Psychological Consultancy Limited

8 Mount Ephraim, Tunbridge Wells, TN4 8AS
Telephone: 01892 559 540
PROFILE:MATCH® Sophie Sample
Performance Focused Assessment

...........................................................................................................................................................................................................
This PROFILE:MATCH® report is based on the competencies identified as being important for high performance
in the role of Sales Representative at ABC Limited. The rating for each of these competencies is based on Sophie
Sample's responses to the PROFILE:MATCH® questionnaire. This is a psychometric questionnaire designed to
assess the personality characteristics underpinning the competencies addressed by this report.
The Roots of High Performance

PROFILE:MATCH® assesses a person's underlying temperament; whether, for example, they are outgoing or
shy, risk-taking or cautious, passionate or unemotional. Such characteristics explain the consistencies in a
person's behaviour and, ultimately, determine their suitability for particular kinds of employment. Of course, an
individual's competence in their current role is based on many factors, including training and experience, but this
assessment indicates to what extent an applicant's natural temperament matches the requirements of the job, and
to what extent they might need to moderate, control or develop their natural temperament in order to succeed.
PROFILE:MATCH® in Context
It is important to appreciate that there are just THREE sources of information on which to evaluate levels of
competence for 'people decisions' such as hiring, promotion or team building; these are observation,
documentation and formal assessment.
1. OBSERVATION
This includes any opportunity for direct observation of the candidate. Examples might be interviews,
assessment/development centres and, in respect of internal candidates, the accumulated experience of that
person in their present post.
2. DOCUMENTATION
This includes any written material about the candidate. Examples are CVs, application forms, job history,
references and proof of qualifications.
3. FORMAL ASSESSMENT
PROFILE:MATCH® falls into this category. This source of information would also include psychometric tests of
ability such as Critical Reasoning, other personality questionnaires, and skills tests to assess, for example,
keyboard skills or literacy.
All three of these categories of information about candidates are important and compliment one another to build a
robust picture of the individual under consideration, but none are 100% reliable. The best way to ensure that
people decisions are well informed is to take care to achieve the best available information from each of these
three types of enquiry.
PROFILE:MATCH® is an automated expert system based on state-of-the art personality assessment. The
interpretation of each candidate's questionnaire responses is based on accumulated research findings and the
expertise of personality psychologists. The content of this report will be consistent with that typically provided by
assessment professionals, and in some respects, it will be superior. This is because the process of profile
interpretation used in PROFILE:MATCH® is based on mathematical algorithms. These capture the complex
relationships between personality and competency, an approach that makes these ratings 100% consistent,
objective and precise. A PROFILE:MATCH® report will generally be true for most individuals but, given the
extraordinary variability of our species, there will always be occasional exceptions. For this reason it is important
to take all three of the available sources of information described above into consideration when making selection
decisions.
Page: 3
PROFILE:MATCH ® - Sophie Sample's profile

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very poor very good

poor match average match good match
match match
Analytic
Decision Making
Leadership Potential
Motivation
People Management
Persuasive Communication
Planning and Organising
Results Orientation
Self-confidence
Strategic Awareness
Validity of these results

Sophie Sample endorsed 10 items on the PROFILE:MATCH® Consistency scale. This score indicates that the
profile is valid and interpretable.
Page: 4
Competencies
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Analytic
Concerned with having a systematic and considered thinking style, this competency requires a rational and logical
approach. High scorers will value evidence over opinion, be wary of superficial conclusions and will base
decisions on a thorough examination of all relevant factors.
Decision Making
Having the strategies to capture the key information and a broad enough perspective to see the wider issues, high
scorers will also be rational, calm and composed. They should cope with the uncertainty of unresolved questions,
and be committed to decisions that advance the ambitions of the organisation.
We are concerned here with core qualities that can make a leadership contribution at any level within an
organisation. The emphasis is on effectiveness under pressure, determination to succeed, having the vision to
think strategically, and being independent but perceptive about others.
Motivation
Demonstrating the ability to self-motivate, a readiness to take responsibility for their work and a willingness to take
the initiative when necessary. Such people will seem optimistic and energetic and will work to the organisation's
goals.
People Management
Having the ability to manage and motivate others effectively. Striking a balance between being task oriented and
people oriented and judging where to draw the line in terms of formality and intimacy. Being prepared to deal with
issues of performance and discipline when appropriate.
To communicate effectively with all levels of the organisation and its clients. To be able to disseminate information
clearly and in a form appropriate to the recipient. To express ideas or facts in a persuasive and influential manner
and to be determined to convince others of one's point of view.

Having a recognition of the need for procedures, careful planning and co-ordination in order to realise the
organisation's objectives. Those who meet the criteria for this competency will seem organised, thorough and
conscientious and mindful of the details of projects and plans.
Results Orientation
Being able to focus on organisational targets and to think independently about how best to achieve these goals.
Such people can motivate others through their 'can do' attitude, often displaying initiative, persistence and
optimism.
Self-confidence
Concerned with being sure of oneself and untroubled by doubts about one's abilities, one's viewpoint or one's
right to contribute. Such people will be composed, socially self-assured, readily express their opinions, and
confident about taking on responsibilities.
Strategic Awareness
Concerned with an awareness of the big picture and a reasoned appreciation of the essential elements involved
in organisational issues and problems. Such people will have a rational perspective and will appreciate the wider
implications of their recommendations or decisions.
Page: 5
PROFILE:MATCH® Analytic
COMPETENCY DEFINITION
Concerned with having a systematic and considered problem solving style, this competency requires a rational
and logical approach to organisational issues. Such people will be wary of superficial conclusions and will want to
base decisions on a thorough examination of all relevant information. The ideal candidate will be able to critically
evaluate information from various sources and to question the efficacy of different proposals or solutions. They
will have a critical and analytical approach coupled with a sound knowledge base and a big picture orientation.
COMPETENCY RATING very poor very good

match match
Analytic
SOPHIE'S PROFILE
Questioning: Seemingly bright and imaginative, Sophie is likely to be curious and have an enquiring mind. She
should be more speculative than most and prepared to challenge accepted traditions and assumptions in her
purposeful analytical approach.
Imaginative: Since she probably has wide interests and enjoys discussing and thinking about policies and
strategies Sophie should be a big-picture person who explores and evaluates the wider implications of problems
and solutions, enabling her to bring a higher level of analysis to the debate.
Rational: Sophie is likely to be a rational person who readily sees the weakness of unsubstantiated statements.
She will have a clear understanding of the extent to which ideas can be supported by reasoned argument. People
with this profile will prefer evidence over opinion and have a logical mindset. Whether or not she considers herself
to be insightful or intuitive, Sophie will usually put her faith in objective analysis when it matters.
Evidence Based: Sophie seems to be someone who would keep herself well informed and have an appreciation
of the value of good information. Whilst being influenced by personal experience and other people's opinions, she
should also see the benefit of researching issues. Being aware of the limitations of a more relaxed approach,
such people will understand the value of having a good factual knowledge base for their analysis when making
important decisions.
AREAS TO EXPLORE FURTHER

Sophie met each of the requirements for this competency to some degree and no particular concerns were
identified.
Sophie Sample Page: 6

PROFILE:MATCH® Decision Making
This competency is concerned with achieving the right balance between indecisiveness and taking unnecessary
risk. Decision makers need to be resourceful and confident in their own abilities so that they are able to deal
calmly with problems, choices and uncertainty. They need to ensure that they are adequately informed on all the
issues and to be rational in their judgements. In the case of strategic decisions, they will also need the vision and
big picture perspective to see the issues in the wider context.

match match
Decision Making
SOPHIE'S PROFILE
Questioning: Sophie is probably creative and innovative: someone with plenty of ideas. This big-picture
approach suggests an ability to view things in a variety of ways, making a novel contribution to debate. Her
curiosity and readiness to question things may at times delay decision making, but her decisions are probably
more considered and innovative as a result.
Informed: It seems that Sophie will be very aware of the importance of good information in relation to effective
decision making. She will be naturally disposed to validate her own views and experiences by checking and
researching the facts when making decisions, relying on a sound knowledge base rather than on intuition.
Self-confident: Sophie appears to be as confident in her abilities as most. When it comes to decision making she
is not likely to overstate her talents nor, on the other hand, to be especially self-doubting. Sophie should generally
have confidence in her judgement and in her opinions.
Compliant: Sophie seems to be an autonomous individual who may have strong personal views. People with
similar profiles are often individualistic, risk-taking and disinclined to be restrained by an organisation's values and
traditions. Their decisions will not be unduly influenced by custom or convention.
Rational: Sophie is likely to be a rational person who would give little credence to arguments that cannot be
logically demonstrated and should be alert to the weaknesses in any views or propositions. She will have a good
appreciation of the extent to which a proposal is logical and supported by reasoned argument. She should have a
preference for evidence and research over opinion and intuition as the basis for any analysis.

Is she so logical, rational and detached that she appears to lack an appreciation of less tangible, more intuitive
approaches and, for this reason, misses out on some potentially innovative developments?
Further reassurance on these points may be needed from other sources, such as interview, work history
or CV.

PROFILE:MATCH® Leadership Potential
Many different characteristics have been associated with iconic and illustrious leaders and the debate about
which of these are essential for leadership success continues. In this assessment we have focused on core
qualities about which there is general agreement and that support leadership behaviour at any level within an
organisation; effectiveness under pressure, determination to succeed, creating a vision, inspiring others and
offering leadership in an effective and motivating way.

match match
SOPHIE'S PROFILE
Composed and Stress Tolerant: Sophie seems generally even-tempered and likely to remain as calm and
steady as the next person. Like most people, she should be reasonably stress-tolerant and consistent in her
mood, so that her colleagues will generally know where they stand with her.
Determined to Succeed: This profile suggests that Sophie may be quite leisurely and easy-going, and that she is
not pushy or competitive. This rather relaxed approach may mean that Sophie would often be happy to let others
take charge rather than taking the lead herself.
Strategic and Visionary: It seems that Sophie is curious, bright and imaginative. Also questioning and
innovative, she probably has the broad perspective required to think strategically. Tuned in to the big picture, she
should welcome opportunities to take a lead in developing and realising her ideas.
Perceptive: Sophie should seem as warm and friendly as the next person. Although she may not be especially
sensitive to interpersonal issues, she should be concerned and approachable while remaining purposeful and
focused on outcomes.
Independent: Sophie doesn't appear very independently minded; so popularity and people's opinions of her will
be important. Whatever her convictions she may compromise her views rather than threaten harmony. Sophie
should avoid conflict and express herself amicably.
Leadership Style: Great leaders are not always charismatic - many have been modest or self-critical. These
factors have more to do with leadership style than with performance. Leaders with profiles like Sophie's do tend to
be quite high profile and to enjoy being the centre of attention. Also, not being especially anxious or over
confident, they should be fairly relaxed and reasonably consistent in their style of leadership.

Although seemingly uncompetitive, are there times when she has been able to engage in missions purposefully
and to influence and motivate others, or is this an area for development?
or CV.

PROFILE:MATCH® Motivation
Motivated people are self-starters who have the drive and aspiration to make the most of any opportunities to
showcase their talents. Being results orientated, they willingly accept personal responsibility, and are determined
to see things through to a successful conclusion. Their positive, optimistic, can-do attitude combined with their
energy and enthusiasm helps to get projects started and goals achieved. These people will readily take the
initiative and be motivated to succeed not just for themselves but for the team and for the organisation as a whole.

match match
Motivation
SOPHIE'S PROFILE
Ambitious: Sophie's profile suggests that, rather than having an urgent desire to get ahead in life, she may be
easy-going and relatively uncompetitive. She is likely to be less assertive than most people, and probably more
preoccupied by aspects of the job that are of personal interest than driven to demonstrate her initiative and talent.
Sophie may be very confident in her area of expertise, but relatively accepting of her position in life and her
current status.
Self-confident: Whatever social impression Sophie creates, she seems as optimistic and confident in her ability
as most other people. She will have a normal degree of self-belief, but will also recognise that things may go
wrong from time to time. Neither particularly optimistic nor pessimistic, Sophie will seem buoyant most of the time,
but realistic about her competence and her limitations.
Cooperative: Perhaps rather spontaneous and impulsive, Sophie is likely to value her individualism and to prefer
situations where there are fewer rules, constraints or pressures to comply with. In some work situations she may
find it onerous to conform, perhaps feeling that compliance could compromise her personal integrity. Her energy
and enthusiasm at work may not always be channelled within the established goals and values.
Independent: Being keen to fit in with others, any of her initiatives are likely to reflect the consensus of opinion.
Sophie is likely to be concerned about other people's opinions of her and to make an effort to ensure that any
initiatives she proposes should not interfere with harmonious colleague relationships.

Does her easy going nature translate into a lack of initiative and energy at work?
or CV.

PROFILE:MATCH® People Management
This competency concerns the ability to manage others in an effective and motivating way. Such people are seen
as having integrity and being fair-minded and consistent in their dealings with others. Their effectiveness depends
on striking a balance between being task focused and being sufficiently people oriented to be aware of issues and
sensitivities. They need to draw the line between formality and informality of approach so that they can deal with
issues of performance and discipline, but still enlist the support required to get the job done.

match match
People Management
SOPHIE'S PROFILE
Assertive: Her profile suggests that she may be quite leisurely, easy-going and not particularly ambitious. In
relation to this competency, this rather relaxed management style may mean that Sophie does not always have
the determination needed to handle staff effectively, or the energy to pursue organisational goals with
commitment.
Composed and Consistent: Sophie is likely to remain as calm and steady as the next person. In relation to her
people-management skills, she is likely to be fairly even-tempered when dealing with her colleagues. However,
like most other people, on occasion Sophie will outwardly display her feelings and react strongly to events.
On Message: With regard to compliance and getting behind the company mission, her attitudes seem to be quite
individualistic. Whatever her management style, Sophie is quite impulsive and independently minded, and she
may be uncomfortable acting as a company agent and following guidelines and policies with regard to staff
performance and disciplinary issues.
Agreeable: Sophie will seem as warm, sympathetic and approachable as most other people. Her management
priorities should find a compromise between being business like and focused on the task in hand, and being
sensitive and attentive to the concerns of others. Such people are usually able to engage with others at a
personal level without becoming so involved that they compromise their focus on the end product.

Would her personal lack of competitiveness detract from the energy of her management style and her capacity to
influence and motivate?
Would she tend to manage in ways that please the employee at the expense of the organisation's aims and
goals?
or CV.

PROFILE:MATCH® Persuasive Communication
This competency is concerned with the ability to express oneself well, to influence others and to negotiate
effectively. Such people should be articulate and express ideas with clarity as well as having the insight to
appreciate the likely impact of different presentation styles on others. High scorers on this competency will be
determined to persuade and be able to articulate their viewpoint coherently and convincingly. They will also be
attuned to the reactions of an audience and be flexible in adapting to the needs of the moment.

match match
SOPHIE'S PROFILE
Determined: However sociable Sophie is, her profile suggests that she is quite unassertive. Sophie is likely to
have a modest estimation of her own views, and to be open and receptive to other people's ideas and opinions.
She is unlikely to enjoy tasks that require her to persuade others, even though she may be convinced about
something herself.
Sociable: Sophie is very sociable and should have a strong social presence. Such people are typically seen as
talkative and socially confident. She should enjoy the limelight and being the centre of attention and is likely to
see herself as socially skilled and entertaining. Sophie should relish the social dimension of this competency.
Original: Persuasiveness benefits from inventiveness and the ability to think flexibly in order to counter
unexpected challenges. Sophie will seem bright and interesting. She is capable of viewing issues from a number
of perspectives. Sophie has a natural disposition to challenge conventional wisdom and to consider alternative
strategies and solutions. She should enjoy discussing and debating issues, and should be pretty agile and
inventive in addressing unexpected points of view.
Engaging: Sophie should seem as warm, friendly and approachable as the next person. Although she may not
be especially sensitive to interpersonal issues, Sophie should recognise the importance of 'winning hearts and
minds', as well as of winning the argument. Nevertheless, Sophie remains in control of her sentiments, gives little
away and remains purposeful and focused on outcomes.

Does her limited drive and uncompetitiveness mean that she lacks the energy and determination to influence
others?
or CV.

PROFILE:MATCH® Planning and Organising
This competency is concerned with the ability to take the objectives of the organisation and its overall strategies,
and to devise and implement the processes by which these can be realised. High ratings for this competency will
reflect high standards and recognition of the need for procedures, careful planning and co-ordination. Those who
meet the criteria for this competency will seem organised, thorough and conscientious and mindful of the details
of projects and plans.

match match
SOPHIE'S PROFILE
Evidence Based: Because Sophie recognises the value of good information, she will usually be inclined to check
her assumptions and try to resolve uncertainties. She appears to appreciate the importance of researching her
decisions, so her planning and organising processes are likely to be careful and considered.
Concerned about Quality: Sophie is probably as thorough and as organised as most people, and is likely to be
concerned about the quality and the detail of her work without being a perfectionist. Sophie will strike a balance
between the broad and flexible approach on the one hand and seeming rigid or inflexible on the other.
Conventional: Perhaps rather non-conformist, Sophie is likely to consider herself an individualist; someone who
prefers relaxed situations where there are few restraints on her behaviour. Quite single-minded and attached to
her own points of view and her own way of doing things, Sophie may be difficult to win over, perhaps feeling
concerned about compromising her independence.
Reliable: Within most organisations, planning and organising are considered to be cautious and measured
processes. However, Sophie is likely to be quite impulsive and spontaneous. Similar people will sometimes push
the limits and take risks so Sophie may be wary of aligning herself with established rules and procedures.
Committed: Regardless of whether Sophie has a particular talent for organisation, compliance with established
values is unlikely to be a priority and she is more likely to aspire to make changes than to become a dutiful
employee. Whilst some people may become more organised in response to company values or policy, it is
doubtful whether this would be the case for Sophie.

Is she able to appreciate the need for working arrangements and routines to be planned and well organised?
Is she so unrestrained and reluctant to work with established values and procedures that she would prove difficult
to supervise?
or CV.

PROFILE:MATCH® Results Orientation
This competency is concerned with performance targets and efficiency and highlights four contributing
characteristics. Firstly, the ideal candidates should be task oriented and single minded in their focus on getting the
job done. Secondly, they should be independently minded and able to make unpopular decisions when
necessary. Thirdly, they need to be assertive, competitive, and persistent in their drive to deliver whatever is
required for the business to succeed. And finally, they should be self-confident and have a positive and optimistic
'can do' disposition.

match match
Results Orientation
SOPHIE'S PROFILE
Driven: Sophie's profile suggests that she may be understated or unobtrusive rather than assertive or
competitive. She may be very confident in areas of personal expertise, but may show little urgency about
improving her position in life or her current status. She is possibly more focused on aspects of the job that are of
personal interest than on wider organisational goals. People with this profile may strive towards their personal
objectives, but may not feel driven to out-perform others.
'Can-do' conviction: Sophie should have reasonable belief in her ability and effectiveness and she should feel
as confident as most other people. Her feelings are likely to range between apprehensiveness and confidence
depending whether or not she is operating within her comfort zone. Such people will seem buoyant most of the
time and reasonably optimistic about their capacity to deal with setbacks and to succeed.
Independent minded: Sophie seems to be quite concerned about popularity and to have a strong desire to
maintain harmonious relationships. As a result of these concerns, her priorities may sometimes be more
interpersonally focused than results-oriented. Whatever her drive and desire for achievement, these
characteristics may challenge her capacity for tough personnel decisions.
Task Focused: Sophie should come across as quite friendly and approachable, without being especially
sensitive on interpersonal matters. People with this profile tend to remain in control of their sentiments, to give
little away and to remain purposeful and task focused. She probably considers that good results depend on
motivating others and winning them over, as well as on addressing disciplinary issues effectively.

Does she have the drive to ensure that work goals are attained and results achieved?
Does her lack of assertiveness mean that she has talents that go unappreciated and under-utilised?
Would her concerns about unpopularity interfere with her focus on results and 'getting the job done'?
or CV.

PROFILE:MATCH® Self-confidence
This competency concerns being sure of oneself and having few doubts about one's abilities, one's viewpoint or
one's entitlement to make a contribution. Such people are typically optimistic and up beat in their outlook. They
should be composed and self-assured, readily express their ideas and opinions and do so in a manner that will
inspire confidence in others. They are likely to be calm, unselfconscious and assertive, without being overbearing,
and generally ready to take on responsibilities.

match match
Self-confidence
SOPHIE'S PROFILE
Status-seeking: Whatever Sophie's self-esteem, she is not a dominating person. Being unpresumptuous and not
very competitive, success in life is likely to be due to factors other than unbridled ambition. She may not generally
presume to take charge of situations and will often be happy for someone else to take the initiative. The content of
a job, the tasks she is involved in and the nature of the business are probably more important to her than the
status of the role.
Commanding: Her profile suggests that she is quite modest and reserved, rather than assertive. Not someone
who relishes being the centre of attention, her confidence in addressing groups or making presentations will
depend on familiarity and preparation. Sophie may sometimes find it difficult to make a contribution that does her
justice and gets her viewpoint across, especially in an unfamiliar setting.
Self-assured: Sophie seems unlikely to overstate her talents, but has a reasonable level of self-esteem and
should feel as confident as most people. Her feelings are likely to range between apprehensiveness and
confidence, depending on whether she is within her comfort zone or not.
Trusting: Sophie should generally have the expectation that others will receive her well and she should not be
particularly wary or mistrustful.
Optimistic: Sophie seems to be as positive and upbeat as the next person. Like most other people, her outlook
will vary between hopefulness and gloom according to mood and circumstance.
Composed: Sophie should normally be calm, even-tempered and consistent in mood. Such individuals tend to be
steady and coolheaded, but as emotional as most other people when circumstances become challenging or
critical. Except in these extreme situations, because she is not particularly anxious, Sophie's self-confidence
should not be unduly threatened by pressure.

Does her modesty make her reluctant to take the initiative or to take the lead?
Is she reticent about showing off her skills and talents even though she may have much to offer?
or CV.

PROFILE:MATCH® Strategic Awareness
This competency is concerned with the benefits of a rational appraisal of events within their wider context. High
ratings on this competency also suggest an ability to appreciate an organisation's strategic advantages and
disadvantages as well as recognising what has to be dealt with in order to achieve objectives. Such people will be
rational and have a preference for evidence over opinion. They will appreciate the wider implications of their
decisions, both within and beyond the organisation as well as anticipating future developments.

match match
Strategic Awareness
SOPHIE'S PROFILE
Critical and Challenging: Strategic awareness requires a disposition that questions, challenges and critically
evaluates within a big picture context. Sophie seems instinctively to evaluate procedures and policies critically
and is motivated to question the status quo. She appears forward-looking, and should be interested in speculative
questions and alternative scenarios. Imaginative and original in her outlook, she probably enjoys
thought-provoking topics, and her big-picture approach should offer a strategic perspective that makes a
constructive contribution to debate.
Rational: Sophie is likely to be a rational person who would give little credence to views that cannot be logically
demonstrated and should be alert to the weaknesses in any argument or proposition. She will have a good
appreciation of the extent to which a proposal is logical and supported by reasoned argument. She should have a
preference for evidence and research over opinion and intuition as the basis for any analysis.
Prudent: Sophie is likely to be quite spontaneous, prepared to take risks and probably sees herself as
individualistic. Happy to challenge convention, she will have no great respect for things simply because they have
been long established.
Compliant: Whether or not Sophie is imaginative, she has the capacity to think outside the received wisdom and
strategic rationale of the organisation, and will not be inhibited in her thinking.

Sophie met each of the requirements for this competency to some degree and no particular concerns were
identified.

Interview Guide
...........................................................................................................................................................................................................
The following questions were raised by this PROFILE:MATCH® assessment, although some may not be
particularly relevant for the specific job you have in mind. Where they are, however, you are encouraged to take
any other available information into account and to use this summary as a prompt for competency based interview
questions.
Decision Making
Is she so logical, rational and detached that she appears to lack an appreciation of less tangible, more intuitive
approaches and, for this reason, misses out on some potentially innovative developments?
Although seemingly uncompetitive, are there times when she has been able to engage in missions purposefully
and to influence and motivate others, or is this an area for development?
Motivation
Does her easy going nature translate into a lack of initiative and energy at work?
Page: 16
Interview Guide
...........................................................................................................................................................................................................
People Management
Would her personal lack of competitiveness detract from the energy of her management style and her capacity to
influence and motivate?
Would she tend to manage in ways that please the employee at the expense of the organisation's aims and
goals?
Does her limited drive and uncompetitiveness mean that she lacks the energy and determination to influence
others?

Is she able to appreciate the need for working arrangements and routines to be planned and well organised?
Is she so unrestrained and reluctant to work with established values and procedures that she would prove difficult
to supervise?
Page: 17
Results Orientation
Does she have the drive to ensure that work goals are attained and results achieved?
Does her lack of assertiveness mean that she has talents that go unappreciated and under-utilised?
Would her concerns about unpopularity interfere with her focus on results and 'getting the job done'?
Self-confidence
Does her modesty make her reluctant to take the initiative or to take the lead?
Is she reticent about showing off her skills and talents even though she may have much to offer?
Page: 18

Profile:Match: by Psychological Consultancy Limited

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PROFILE:MATCH®

by Psychological Consultancy Limited

© Psychological Consultancy Limited

Performance Focused Assessment

The Roots of High Performance

PROFILE:MATCH ® - Sophie Sample's profile

very poor very good

Planning and Organising

Validity of these results

Planning and Organising

COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

Planning and Organising

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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COMPETENCY RATING very poor very good

AREAS TO EXPLORE FURTHER

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Planning and Organising

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