PPI Management Sample

ProfileStrategies8 nelinsights.com.com 004060087jobfitnow@tcsn.netwww.
person
Copyright20012009ProfilesInternational,Inc.
Reportdesignedfor
Sally Sample
Profiles Performance Indicator 2.0
Management Report
SurveyTaken:2/4/09Printed:8/2/09
PPI
ABCCompany
123MainSt.
Anytown,USA12345

ProfilesPerformanceIndicator2.0 SallySample
ManagementReport

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ProfileStrategies8004060087
jobfitnow@tcsn.net,www.personnelinsights.com
ProfilesInternational,Inc.
ManagementReport
TheprimarypurposeofthisManagementReportistoprovideyouwithinformationconcerningthe
significantbehavioralindicatorsofMs.Sampleandherpreferredstyleofperformingherjob.You
willalsogetagoodpictureofherpotentialforgrowthanddevelopmentwithinyourorganization
andhowyoucanhelphermaximizeherpotential.
Thisreportmeasuresbehavioralindicatorsinfourdifferentaspects.
1. Behaviorsinthefollowingcritical,jobrelatedcomponentsalongwith
suggestionsforimprovingperformanceinthefollowingareas:
Productivity
Work Qualityof
Initiative
Teamwork
ProblemSolving
AdaptingtoChange
oJobRelatedStress,Frustrationand/orConflict 2. HowSallyRespondst
3. WhatMotivatesSally
4. MotivationalIntensityofMs.Sample

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SummaryofBehavioralIndicators
ThissectionofthereportsummarizesthetypicalbehavioralindicatorsofSallywithregardtosix
criticaljobrelatedcomponents.Thepurposeofthisinformationistohelpyouidentifyandmake
ulluseofherstrengthsandtohelphermanagethoseareasthatmightbelimitinghereffectiveness. f
1
Productivity
,sheemphasizesgettingthejobdone. Settinghighstandardsforproductivity
Selfmotivated,shestaysonthemove.
Shechallengesotherstodotheirverybest.
Sheplacesstrongemphasisonmotivationandmaintainingagreatdealofemotional
driveintheworksituation.
Excitedabouttasksinvolvinggroupmotivation,shewillestablishanetworkof
contactstoenhancethegroup'sproductivity.
Suggestionsforimprovinghereffectiveness:
Keepaneyeonlongtermprocessesinherattemptstogetimmediateresults.
Avoidatendencytosetinmanydirectionsatonce,withaconsequentdilutionof
energyandresources.
Recognizetheneedforsolidthinkingaboutimplementationwiththesupport
necessarytoreachchallenginggoals.
Beaccountableforseeingthatgoalsettingandfollowthrougharemaintained.
Accepttheimportanceofcompletingworktasksaccordingtoprioritycommitments
anddeadlines.

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QualityofWork
Sheiscapableofproducingtimelyresults;however,shetendstobemoreresults
orientedthanqualityoriented.
Althoughshemaybecommittedtoqualitywork,Sallyprefersactivitiesinwhich
exactnessandattentiontodetailarenotherprimarytask.
Sallycanbeconcernedwithquality;however,shetendstobecomeboredquicklywith
detailedwork.
Becomemoreconsistentinattendingtocriticaldetails.
ject. Takethetimetoworkoutthestepsinaprocessinwritingbeforebeginningapro
Focusattentiononobstaclestoachievingqualityresultsandonwaystoavoidor
eliminatethem.
Focusontheoverallobjective,butattendtothecriticaldetailsneededtoachievegreat
results.

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Initiative
Forwardlooking,Sallyiscomfortablewithchangeandrisk.
Sheiscapableofexpressingasenseofurgencyforotherstoactnow.
Withthelossorreductionoffreedomtodeterminehowtasksareaccomplished,she
mightexperiencefrustration.
Shecangenerateenthusiasmaboutapotentialgoal.
Resourceful,Sallywilldevisewaystoaccomplishgoals,unhinderedbytraditionalist
thinking.
Understandthatoftentheestablishedwayofdoingthingsisbasedonsolidreason;be
awarethatsanctionsmayexist.
Trynottoforceactionwhenthereisnoneedtodoso.
Alwayskeepfocusedontheendresultthatisrequired,aswellastheprocessinvolved.
Donotovercommit.Berealisticindeterminingwhatworkcanandcannotbecompleted.

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Teamwork
. Directanddemanding,Sallytellspeoplewhattodoinaforceful,confidentmanner
Concernedwiththeimportanceofeachperson'scontributiontotheattainmentof
overallobjectives,shebelievesthatifeveryonedoestheirjobindividually,theteam's
successisassured.
Sallycanbecomeimpatientwiththeneedtocoordinateherowneffortswiththeabilities
andobjectivesofothers.
Gregarious,open,talkative,andapproachable,shebuildsacasualteamofmotivated
peopleeasily.
Preferringtocommunicateinperson,shewillmixpersonaltalkwithbusiness.
Spendmoretimeexplainingherreasoningprocess,ratherthanjustannouncingher
conclusions.
Trytodevelopmoreinformalrelationshipsatworksothatshemaycooperatewiththe
participantsmoreeasily.
Avoidawin/loseapproachtopeopleandrelationships.
Bewillingtodelayherindividualworktoassistotherswithhighprioritygroup
projects.
Understandhowandwhentobemoreobjectivewhendealingwithlessfavorable
situations,suchasinterpersonalconflict.
Learnhowandwhentobemoredirectandstraightforward.

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ProblemSolving
Decisiveandselfassured,Sallyhasatendencytodevelopquicksolutions.
Whenimmediateactionisrequired,shecanbecountedontorespondquickly.
Sallytendstobeaquickanddecisiveproblemsolver;however,shemightfailtoconsider
s. longtermconsequences,ortoincludeallcriticalfactorsinmorecomplexsituation
Becausesheenjoystheopportunityforcreativebrainstorming,shecouldbecome
frustratedandimpatientwithamoremethodicalapproach.
Inclinedtoshowanemotionalapproachtoproblemsolving,Sallybasesdecisionsand
possiblesolutionsonintuition.
em. Taketimetoidentifytheunderlyingissuesofaprobl
ionmakingprocess. Involveothersmoreinthedecis
Avoidsharpcriticismofothers.
Developcarefulcontrolovertheuseofemotionsinproblemsolving.
Becarefulnottooverestimateherabilitytomotivateothersortochangetheirbehavior.

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AdaptingtoChange
Shewillfocusmoreonsuccessfullyachievingthegoalofchangethanonthedetailed
processofactuallyreachingit.
Herappreciationforthevalueofateamandwhattheycanaccomplishforherin
handlingthedetailsofthechangeprocessisoftengreat.
Ms.Samplerarelydoubtstheneedforchange,evenifothersareobviouslyconcernedor
anxiousaboutit.
Shewilltaketimetoengenderexcitementforanewproject,thenlaunchatafastpace
towardthefinaloutcomeofchange.
Ensurethatshehasthebackupneededfrommoredetailmindedteammatesandthatshe
utilizestheirstrengths.
Demonstrateafacilitativeleadershipstylethatexemplifiesteamwork,sothatSally
understandsitsvaluetothechangeprocess.
Helphertopaceherworkinalignmentwiththeneedsofchangeprocedures,atleast
untiltheinitialphasesoftheprocessarelaunched.
CautionSallyaboutanyfrustrationsshemayfeelaboutthosewhoacceptchangeless
openlythanshe.

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HowSallyRespondstoJobRelatedStress,Frustrationan
Whenexpe allymay:
d/orConflict
riencingstress,frustrationand/orconflictinajobsetting,S
Risetotheoccasionandtakechargeofuncertainsituations.
ngthsandcapabilities. Becomeselfreliant;relyonherownstre
red,andbold. Becomedecisive,selfassu
Betrustingandaccepting.
Beoptimistic,reassuring.
If,however,thelevelofstress,frustrationand/orconflictbecomesintenseand/orcontinuesover
anextende : dperiodoftime,theremaybeatendencyto
Becomeimpatient,critical,andfaultfinding.
Oversteppolicies;respondwithoutcheckingwithproperauthority.
ntroutinetasks. Actrecklessly;becomeinattentivetocriticaldetailsandimporta
g. Appearambivalentandinconsistent,notstandingforanythin
Makeoverlyoptimisticassessmentsofothersandoutcomes.

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WhatMotivatesSally
Thissectionofthereportdescribesthedifferenttypesofincentives,rewardsandconditionsthat
aremostcompatiblewithherbehavioraltendenciesandmotivationalstyle.WhenmotivatingSally,
considerproviding:
eleader. Theopportunitytobeincharge,tobeassertive,tobeth
t. Theopportunitytobefirst,numberone;tobethebes
Ahighsenseofurgency,pressures,criticaldeadlines.
Newchallengesinareasofinterestthatarearealtestofabilities.
Groupactivitiesoutsideofthejob,participatinginthecommunity,identifyingwith
varioussocialgroups.
Assignmentswithahighdegreeofpeoplecontacts,theopportunitytobewithpeople.

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MotivationalIntensity
MotivationalIntensity(MI)reflectstheintensitythatis
shownasapersonapproachesmostsituations.
HerMEindicatesthatshewillapproachmostsituationswitharatherhighintensityandsuggests
thatshemightbeinclinedtoshowoneormoreofthefollowingbehaviors:
Occasionally,shemaydominateagroupandcutofftheexpressionofimportantdataby
others.
Occasionally,sheactsrecklesslyorbecomesinattentivetocriticaldetailsandimportant
routinetasks.
Asshetendstopushherownviewpoints,shesometimeshasdifficultyconsideringthe
ideasofothers.
Whenacknowledgingandrecommendingemployees,shemayemphasizeindividual
accomplishmentsovergroupcontributions.Asaresult,unproductivecompetitionamong
teammembersmightincreasewhileteameffortssuffer.
Sallycanoveruseapositionofpowerandauthoritywithoutcarefulregardforothers.
Motivatedbythechallengeofdifficultanddemandingsituations,shemightbeinclined
totakeonchallengewhenitisnotproductiveorprofitable.
Becausesheiscapableofstatingherpositionfirmlyandwithconviction,shemightbe
perceivedbyothersasarrogantandoverlydemanding.
Preferringaquickpace,variety,newchallenges,andopportunities,shemightnotpay
enoughattentiontothecontinuedsuccessofmorelongterm,ongoingprojects.

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OverviewofSally
ThechartbelowshowsthescoresattainedforthefivescalesbyMs.Sample.Whenweobserveher
scores,wemaypredictwhatismostlikelytobenoticedinherdailyactivitiesthehigherthescore
themoreintensethebehavior.Thesescoressuggestthefollowing:
Shetendstotakeresponsibilityforresultsandacceptstherewardsofhersuccess.
Shehasaneedtocontrolthecourseofwhatishappeningandguidethedirectionof
events.
Sheisaselfstarterwhowilltakeindependentaction.
rtfromherassociates. Sherecognizesselfdoubtquicklyandusuallyralliessuppo
solvingprocess. Shelikestoinvolveothersintheproblem
Strongwilledconcerningherownideas.
akeaction. Sheisselfmotivatedtomakeherowndecisionsandthent
Forceful,shewilloftenseektobeinchargeandincontrol.
Thechartshowstherelativerelationshipofherscoresonallfivescales.
40
60
80
100
43
ScaleI
Directness,
Forcefulness,and
ActionOrientation
ScaleV
Motivational
Intensity
ScaleIV
Focused,Careful,
andThorough
ScaleIII
Sincerity,
Understanding,and
Stability
ScaleII
Enthusiasm,
Persuasiveness,and
Optimism
20
78
68
40
70

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