Kenneth Burns Leadership Profile

ADVanced Insights Profile
WHAT WHY HOW
Kenneth Burns
November 20, 2013
This Innermetrix ADVanced Insights Profile combines the best of three world-class
profiles. The Attribute Index measures how you think and make decisions. The Values
Index measures your motivational style and drivers and the DISC Index measures your
preferred Behavioral style. Together they create WHAT, WHY and HOW (i.e., What
natural talents do you have, Why are you motivated to use them and How do you prefer
to use them.)
CADRE Management Consulting & Training

Dr. Cheryl West, President/COO
Bowie, MD 20721
301 466-5086
© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

Executive Summary
Natural and Adaptive Styles Comparison

Natural Style Natural Style: The natural style is how you
behave when you are being most natural. It
100
is your basic style and the one you adopt
90
when you are being authentic and true to
80 77 yourself. It is also the style that you revert to
70 67 when under stress or pressure. Behaving in
60
this style, however, reduces your stress and
49 tension and is comforting. When authentic to
50 46
this style you will maximize your true
40
potential more effectively.
30
20
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10
D I S C
Adaptive Style
Adaptive Style: The adaptive style is how you
behave when you feel you are being observed 100
or how you behave when you are aware of your 90
behavior. This style is less natural and less 80
authentic for you or your true tendencies and

70 67
preferences. When forced to adapt to this style
60
for too long you may become stressed and less 53
50
effective.
40
35
30
25
20
10
D I S C

Seven Dimensions of Value and Motivation
Executive Summary of Kenneth's Values

High You very much prefer form, harmony and balance. You are likely a strong
Aesthetic advocate for green initiatives and protecting personal time and space.
Very Low You may try to help meet customers' needs (internal and external) before your
Economic own.
Average You are not an extremist and able to balance the needs of both others and
Individualistic self.
Average You are flexible, able to take or leave the power or clout that comes with the
Political job title or assignment.
High
You have a high desire to help others learn, grow, and develop.
Altruist
Very High You are well disciplined, and follow standard operating protocol and traditional
Regulatory ways.
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High You have a high interest level in understanding all aspects of a situation or
Theoretical subject.
100
90
80
70 70
63 63
60
51 51
50 1 SD
40 norm
33
30 1 SD
20 19
10
Aesthetic Economic Individualistic Political Altruist Regulatory Theoretical

Dimensional Balance
0.96 / 0.83
External
Empathy
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3 =
Practical Thinking
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8 -
Systems Judgment
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8 +
Internal
Self Esteem/Self Belief
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.0 -
Role Awareness
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
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7.6 +
Self Direction
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.7 +

The DISC Index

Executive Summary
Natural and Adaptive Styles Comparison

Natural Style Natural Style: The natural style is how you
behave when you are being most natural. It
100
is your basic style and the one you adopt
90
when you are being authentic and true to
80 77 yourself. It is also the style that you revert to
70 67 when under stress or pressure. Behaving in
60
this style, however, reduces your stress and
49 tension and is comforting. When authentic to
50 46
this style you will maximize your true
40
potential more effectively.
30
20
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10
D I S C
Adaptive Style
Adaptive Style: The adaptive style is how you
behave when you feel you are being observed 100
or how you behave when you are aware of your 90
behavior. This style is less natural and less 80
authentic for you or your true tendencies and

70 67
preferences. When forced to adapt to this style
60
for too long you may become stressed and less 53
50
effective.
40
35
30
25
20
10
D I S C

Introduction
About This Report
Research conducted by Innermetrix shows that the most successful people share the common trait of
self-awareness. They recognize the situations that will make them successful, and this makes it easy
for them to find ways of achieving objectives that fit their behavioral style. They also understand their
limitations and where they are not effective and this helps them understand where not to go or how not
to be as well. Those who understand their natural behavioral preferences are far more likely to pursue
the right opportunities, in the right way, at the right time, and get the results they desire.
This report measures four dimensions of your behavioral style. They are:
• Decisive — your preference for problem solving and getting results
• Interactive — your preference for interacting with others and showing emotion
• Stability — your preference for pacing, persistence and steadiness
• Cautious — your preference for procedures, standards and protocols
This report includes:
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• The Elements of DISC — Educational background behind the profile, the science and the four
dimensions of behavior
• The DISC Dimensions — A closer look at each of your four behavioral dimensions
• Style Summary — A comparison of your natural and adaptive behavioral styles
• Behavioral Strengths — A detailed strengths-based description of your overall behavioral style
• Communication — Tips on how you like to communicate and be communicated with
• Ideal Job Climate — Your ideal work environment
• Effectiveness — Insights into how you can be more effective by understanding your behavior
• Behavioral Motivations — Ways to ensure your environment is motivational
• Continual Improvement — Areas where you can focus on improving
• Training & Learning Style — Your preferred means of sharing and receiving styles
• Relevance Section — Making the information real and pertinent to you
• Success Connection — Connecting your style to your own life

Four Components of Behavior
The Elements of the DISC-Index
This DISC-Index report is unique in the marketplace for a number of reasons. You just completed the
first ever click & drag DISC instrument on the market. This was constructed in a precise manner to allow
for ease of responses, even in the midst of many difficult decisions. This intuitive interface allows you
to focus on your answers, not the process.
Also, unlike other DISC instruments, this instrument allows you to rank all four items instead. As a result,
this instrument produces zero waste in responses. Some instruments ask you to choose two items out
of four, and leave two items blank. Those instruments have a 50% waste of terms, and do not provide
for an efficient response process. The DISC Index instrument eliminates that response problem.
Another unique aspect of this DISC-Index report is that we present the DISC aspects of your behavior
both as separate entities and as a dynamic combination of traits. This report presents the first time that
each of the DISC elements are separated and developed as pure entities of themselves. This can serve
as an important learning tool as you explore the deeper aspects of DISC. Your unique pattern of DISC
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traits is developed through the context of this report. Additionally, the following four pages will be
devoted to exploring your DISC scores as separate components within the unique combination of traits
that you exhibit.
A comment on contradictions: You may read some areas of this report that may contradict other text.
This is due to the fact that many of us show contradictory behaviors in the normal course of our daily
operations. Each of us are at times talkative and other times more reflective, depending on how we are
adapting our behavior. The expression of these contradictions is a demonstration of the sensitivity of
this instrument to determine these subtle differences in our natural and adaptive style.

A closer look at the four components of your behavioral style
Decisive Interactive Stabilizing Cautious
Problems: People: Pace: Procedures:
How you tend to How you tend to How you tend to pace Your preference for
approach problems and interact with others and things in your established protocol/
makes decisions share opinions environment standards
High D High I High S High C
Demanding Gregarious Patient Cautious
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Driving Persuasive Predictable Perfectionist
Forceful Inspiring Passive Systematic
Daring Enthusiastic Complacent Careful
Determined Sociable Stable Analytical
Competitive Poised Consistent Orderly
Responsible Charming Steady Neat
Inquisitive Convincing Outgoing Balanced
Conservative Reflective Restless Independent
Mild Matter-of-fact Active Rebellious
Agreeable Withdrawn Spontaneous Careless
Unobtrusive Aloof Impetuous Defiant
Low D Low I Low S Low C

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Decisive
Your approach to problem-solving and obtaining results
The D in DISC represents Decisiveness. Your score on this scale, represented below, shows
your location on the D spectrum based on the pattern of your responses. A high score doesn't
mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral
traits. For example:
Higher D —
Tend to solve new problems very quickly and assertively. They take an active and direct
approach to obtaining results. The key here is new problems such as those that are
unprecedented or haven't happened before. There may also be an element of risk in taking
the wrong approach or developing an incorrect solution, but those with a High D score are
willing to take those risks, even if they may be incorrect.
Lower D —
Tend to solve new problems in a more deliberate, controlled, and organized manner. Again,
the key here is new and unprecedented problems. The Lower D style will solve routine
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problems very quickly because the outcomes are already known. But, when the outcomes
are unknown and the problem is an uncertain one, the Lower D style will approach the new
problem in a calculated and deliberate manner by thinking things through very carefully before
acting.
100
Your score shows a low average score on the 'D' spectrum.
90 The comments below highlight some of the traits specific
to just your unique score.
80
70 • You are usually very supportive of decisions made by

60
others on the team.
• Sometimes you demand too much of yourself.
50 49 • You prefer a work environment that is not too pressured
40
or filled with constant change.
35 • You may be hesitant to share your opinion with others if
30 the topic is divisive or hotly contested.
20 • You can be very modest in dealing with others.
• You are quite self-critical of yourself and demand a lot
10
out of yourself.
Natural Adaptive

Interactive
Your approach to interacting with people and display of emotions.
The I in DISC represents Interactive. Your score on this scale represented below shows your
location on the I spectrum based on the pattern of your responses. A high score doesn't mean
good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral
Higher I —
Tend to meet new people in an outgoing, gregarious, and socially assertive manner. The key
here is new people whom one hasn't met before. Many other styles are talkative, but more
so with people that they've known for some time. The Higher I scores are talkative, interactive
and open even with people whom they have just initially met. People scoring in this range
may also be a bit impulsive. Generally speaking, those with the Higher I scores are generally
talkative and outgoing.
Lower I —
Tend to meet new people in a more controlled, quiet and reserved manner. Here's where the
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key word "new people" enters the equation. Those with Lower I scores are talkative with their
friends and close associates, but tend to be more reserved with people they've just recently
met. They tend to place a premium on the control of emotions, and approach new relationships
with a more reflective approach than an emotional one.
100
Your score shows a low average score on the 'I' spectrum.
90 The comments below highlight some of the traits specific
to just your unique score.
80
70 • You are able to persuade others in a convincing manner

60
when necessary.
• Make sure to encourage others in a more vocal or open
50 46 way.
40
• You tend to be a stabilizing force when emotional issues
hit the team.
30
25 • Your amicable approach means you may be hard to
20 really "read."
• You like a balance of working alone and working with a
10
team.
• Expressing more enthusiasm might help you connect
Natural Adaptive with others more.

Stabilizing
Your approach to the pace of the work environment
The S in DISC represents Stabilizing. Your score on this scale represented below shows your
location on the S spectrum based on the pattern of your responses. A high score doesn't mean
good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral
Higher S —
Tend to prefer a more controlled, deliberative and predictable environment. They place a
premium on security of a work situation and disciplined behavior. They also tend to show a
sense of loyalty to a team or organization, and as a result, may have a greater longevity or
tenure in a position than some other styles. They have an excellent listening style and are
very patient coaches and teachers for others on the team.
Lower S —
Tend to prefer a more flexible, dynamic, unstructured work environment. They value freedom
of expression and the ability to change quickly from one activity to another. They tend to
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become bored with the same routine that brings security to the Higher S traits. As a result,
they will seek opportunities and outlets for their high sense of urgency and high activity levels,
as they have a preference for spontaneity.
100
Your score shows a moderately high score on the 'S'
90 spectrum. The comments below highlight some of the traits
specific to just your unique score.
80 77
70 • You bring a high sense of loyalty to the rules and
60
regulations that govern projects, people, and processes.
53 • You blend well with others and get along with a wide
50 variety of others.
40
• You can be fairly resistant to change.
• Increasing your sense of urgency could benefit your
30 performance in many instances.
20 • You tend to resist confronting or rebelling against the
established norm.
10
• You are typically very cool, calm, and collected on the job.
Natural Adaptive

Cautious
Your approach to standards, procedures, and expectations.
The C in DISC represents Cautiousness. Your score on the scale represented below shows
your location on the C spectrum based on the pattern of your responses. A high score doesn't
mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral
Higher C —
Tend to adhere to rules, standards, procedures, and protocol set by those in authority whom
they respect. They like things to be done the right way according to the operating manual.
"Rules are made to be followed" is an appropriate motto for those with higher C scores. They
have some of the highest quality control interests of any of the styles and frequently wish
others would do the same.
Lower C —
Tend to operate more independently from the rules and standard operating procedures. They
tend to be bottom-line oriented. If they find an easier way to do something, they'll do it by
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developing a variety of strategies as situations demand. To the Lower C scores, rules are
only guidelines, and may be bent or broken as necessary to obtain results.
100
Your score shows a moderately high score on the 'C'
90 spectrum. The comments below highlight some of the traits
specific to just your unique score.
80
70 67 67 • You are somewhat restrained in expressing emotions.

60
• You prefer a neat and clean work environment.
• You desire a great deal of explanation before beginning
50 new tasks.
40
• When you disagree, you may express your resistance in
a passive-aggressive manner.
30 • You believe that if it's worth doing, it's worth doing
20 correctly the first time.
• You like to work in an environment that is very precise
10
and more structured.
Natural Adaptive

Natural Style Pattern Overview
Natural Style Pattern:
Your natural style is the way you tend to behave when you aren't thinking about it. This is where
you are most comfortable (natural). This is also the style you will revert back to when under
stress or moving too quickly to be consciously thinking about modifying your behavior. Finally,
this is the style you should seek to be true to in your daily roles. Being natural will return better
results with less effort and stress. The following statements are true to just your unique natural
style:
• You bring a very high level of conscientiousness and follow-through in working on detailed
projects and complex assignments.
• You set high performance standards for yourself and others, and expects all to meet those
standards.
• Scores like those who keep a careful eye on the organizational clock and maintain a keen
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awareness of time-lines for systems and projects.
• Has a high sense of 'neatness' in the organizational workspace and at home. Everything
in its place is preferred over clutter of some other style preferences.
• May tend to get bogged down in details during some decision-making processes. The
reason is that you may keep the data-gate open too long. There may be more information
forthcoming that might impact the direction of the decision.
• There is a right way and a wrong way to complete all projects. Let's complete it the right
way the first time.
• Evaluates others by their own use of procedures, standards, and quality action.
• Extremely high sense of quality control and detail orientation in all you do for the team or
organization.

Adaptive Style Pattern Overview
Adaptive Style Pattern:
This is the style of behavior you adapt to when you are conscious of your own behavior, when
you feel you are being observed or whenever you are trying to better fit a situation. This is not
a natural style for you, but still one of your two styles none-the-less. In other words, it is the
way you feel you "should" behave when thinking about it. The statements below are specific
to your individual Adaptive style:
• You bring a very high level of conscientiousness and follow-through in working on detailed
projects and complex assignments.
• You set high performance standards for yourself and others, and expect all to meet those
standards.
• Project decisions are made after careful consideration of all variables and inputs. This
process may take a bit more time in the view of some others on the team, but the decision
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will be a quality outcome.
• Has a high sense of 'neatness' in the organizational workspace and at home. Everything
in its place is preferred over clutter of some other style preferences.
• When taking risks, you score like those who take calculated, educated risks only after a
thoughtful analysis of the facts and data, and have analyzed options and potential outcomes.
• On the job, there is a right way and a wrong way to complete all projects. Let's complete
it the right way.
• Evaluates others on the job by their own use of procedures, standards, and quality action.
• You keep a careful eye on the organizational clock and maintain a keen awareness of time-
lines for systems and projects.

Ideas for Being More Effective
Based on your behavioral style there are certain opportunities for becoming more effective by
being aware of how you prefer, and enjoy, to behave. The items below may assist you in your
professional development growth. By understanding these items you may find explanations for
why you may be stuck in some areas of your life and why other aspects give you no trouble at
all. You could be more effective by:
• Increased authority to delegate routine tasks and procedures to those you know and trust.
• Getting more comfortable meeting new groups of people, or business associations.
• Being more confident in your own decision-making ability.
• An environment with minimal sudden changes and crises.
• Complete explanations of the nature of a process, and the systems used for completion.
• An environment with high quality control systems and processes.
• Options for making your own changes to certain methods or procedures to increase
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efficiency.
• Greater participation in team efforts and activities.

Ideas for Staying More Motivated
Your behavioral style will cause you to be motivated by certain factors in your environment.
Having these present may make you feel more motivated, and productive. The following are
things that you may want in your surroundings to feel optimally motivated:
• Detailed examples and specific information about suggested changes to be made in
processes that may have an impact on quality.
• Identification with a high quality company and colleagues that one can be proud of.
• Complete explanations of systems and processes that impact your work environment.
• Appreciation for the competence and work ethic demonstrated over the long haul.
• To be included as a part of the work group in social functions.
• Projects and challenges of a specialized nature to demonstrate skills and competence.
• Sincerity from peers and colleagues.
• Sufficient time to consider all options before making a final decision.
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Strength-based Insights
Each behavioral style contains certain unique strengths as a result of how your four behavioral
dimensions relate to each other. Understanding your own unique behavioral strengths is an
important part of putting your new level of self-awareness to work for your success and
satisfaction. The following statements highlight specific strengths of your behavioral style:
• May be sought after by other members of the team because of your high knowledge-base
of processes and procedures.
• High degree of technical specialty and skill in your area of expertise.
• Patient in working with others on the team, and demonstrating appropriate methods for
completing a project with attention to details.
• Excellent, considerate, and analytic listening style.
• Not an extremist, and will be supportive of team efforts.
• Provides an objective reality-focused view of systems, procedures, and organizational
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operations.
• Provides a heavy mind-share on projects and ideas. Considers possible areas of trouble
that others on the team may have overlooked.
• You score like those who take their responsibilities seriously, and exercise their authority
in a sincere and conscientious manner.

Ideal Job/Climate
Your behavioral style plays a significant role in determining what aspects of an environment
you like. The items below will help you understand what will define an ideal working climate
for you. Based on how you prefer to behave, an ideal climate for you is one that provides you
with:
• Clear areas of responsibility with minimal ambiguities.
• A work group providing close relationships with a small group of associates, rather than
superficial relationships with a large group of people.
• Few sudden shocks or unexpected problems.
• Activities that can be monitored from beginning to end.
• Security in the work setting to maintain high quality control standards.
• A work environment with a predictable pattern of activity so as to monitor quality processes.
• Highly specialized assignments and technical areas of responsibility.
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• Specific lines of authority and reporting structure.

Areas for Continual Improvement
Along with strengths, all behavioral styles come with areas that could become weaknesses -
if depended upon or not acknowledged. The trick is not to manufacture a weakness in the first
place by depending on these things.
Here are a few items that could become problematic for you if not acknowledged or known.
Your awareness of the potentials below is your best step in making sure they remain only
potential problems. Due to your behavioral style, you may tend to:
• May sometimes be overly dependent on a very few people who share a similar quality
control focus, to the exclusion of others on the team who may also provide valuable input
and ideas.
• Could demonstrate more openness to new ideas and innovations.
• May be too tightly linked to established procedures and tradition, even when more efficient
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and effective methods become available.
• Could warm up a bit more when meeting new people or talking with those not intimately
involved in your immediate work.
• May be perceived by some as slow to make decisions, and tentative about making changes.
• Could demonstrate a bit more spontaneity, and take yourself a bit less seriously.
• Could use involvement and interaction with a wider variety of people, not just those like
yourself.
• May sometimes use facts, figures, and details as a 'security blanket' to avoid objections,
confrontation, or hostility.

Preferred Training and Learning Style
Based on how you tend to behave you have certain preferences for how you like to convey
information, teach, instruct or share knowledge with others. This is also true of how you like
to receive information and learn. Understanding your behavioral preferences here will help
increase your effectiveness in teaching or instructing others, and in being taught and learning.
How you prefer to share knowledge or teach:
• Wants to provide participants with the ability to understand principles and concepts.
• Leads the group by encouraging cooperation.
• Confident even in the midst of complex material, because you have done your homework
long before the session began.
• Shows authority by demonstrating trust and participation with the group.
• Presents detailed information in a logical and sequential manner.
• Brings imagination and ideas to the training event.
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• Prefers explicit instructions and measurement criteria to be established with the
participants.
How you prefer to receive knowledge or learn:
• Sincere participation with others. Wants to learn and help others learn as well.
• Collects data and analyzes information.
• Wants to know performance outcomes, objectives up front.
• Prefers traditional learning structure and activities.
• Can balance both individual work and group interaction.
• High perseverance in learning mode, and will re-analyze facts until clarity emerges.
• Learns by considering possibilities and thinking through ideas.

Communication Insights for Others
This page is unique in this report because it is the only one that doesn't speak directly to you,
rather to those who interact with you. The information below will help others communicate with
you more effectively by appealing to your natural behavioral style. The first items are things
others SHOULD do to be better understood by you (Do's) and the second list is of things others
SHOULD NOT do (Don'ts) if they want you to understand them well.
Things to do to effectively communicate with Kenneth:
• Ask 'how' oriented questions to explore opinions.
• Be accurate and realistic, don't over-inflate ideas or outcomes.
• Provide assurances about input and decisions.
• If you disagree with the direction, make an organized presentation of your position.
• Prepare your case in advance; don't 'wing-it' using charm alone.
• Provide logical and practical evidence to support your position.
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• Provide a specific, step-by-step timetable with names and responsibilities.
Things to avoid to effectively communicate with Kenneth:
• Don't leave things up in the air, or to work out by chance.
• Don't make decisions for others.
• Don't use unreliable evidence or testimonials.
• Don't offer assurances and guarantees you can't fulfill.
• Don't be unrealistic with deadlines.
• Don't leave the idea or plan without backup support.
• Don't be vague or ambiguous.

Relevance Section
In order to make the most out of the information in this report it is important that you connect
it to your life in a tangible way. To help you make this information your own, and pull out the
most relevant parts, fill in the blanks below.
Decisiveness:
How is your 'D' score relevant to your life?
_________________________________________________________________________
Interacting:
How is your 'I' score relevant to your life?
_________________________________________________________________________
Stabilizing:
How is your 'S' score relevant to your life?
_________________________________________________________________________
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Cautiousness:
How is your 'C' score relevant to your life?
_________________________________________________________________________
Overall Natural Style:

What is one way in which your natural style relates to your life?
_________________________________________________________________________
Overall Adaptive Style:

What is one way in which your adaptive style relates to your life?
_________________________________________________________________________
Strength-based insights:
What specific strengths do you think connect to your success more than any other?
_________________________________________________________________________

Relevance Section
Communication Dos and Don'ts:

What did you learn from understanding your preferred communication style?
_________________________________________________________________________
Ideal Job Climate:

How well does your current climate fit your behavioral style?
_________________________________________________________________________
Effectiveness:
What is one way in which you could become more effective?
_________________________________________________________________________
Motivation:
How can you stay more motivated?
_________________________________________________________________________
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Improvement:
What is something you learned that you can use to improve your performance?
_________________________________________________________________________
Training/Learning:
What did you learn that could help you instruct others better, or learn more effectively?
_________________________________________________________________________

Relevance Section
Your final step to making sure you really benefit from the information in this report is to
understand how your behavioral style contributes to, and perhaps hinders, your overall success.
Supporting Success:
Overall, how can your unique behavioral style support your success? (cite specific examples)
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
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Limiting Success:
Overall, how could your unique behavioral style get in the way of your success? (cite specific
examples)
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________

The Values Index

Introduction
About This Report
Research conducted by Innermetrix shows that the most successful people share the common
trait of self-awareness. They recognize the situations that will make them successful, and
this makes it easy for them to find ways of achieving objectives that resonate with their
motivations. They also understand their limitations and where they are not effective and this
helps them understand what does not inspire them or what will not motivate them to succeed.
Those who understand their natural motivators better are far more likely to pursue the right
opportunities, for the right reasons, and get the results they desire.
This report measures seven dimensions of motivation. They are:
• Aesthetic - a drive for balance, harmony and form.
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• Economic - a drive for economic or practical returns.
• Individualistic - a drive to stand out as independent and unique.
• Political - a drive to be in control or have influence.
• Altruist - a drive for humanitarian efforts or to help others altruistically.
• Regulatory - a drive to establish order, routine and structure.
• Theoretical - a drive for knowledge, learning and understanding.

The Elements of the Values Index
This Values Index is unique in the marketplace in that it examines seven independent and
unique aspects of value or motivation. Most other values instruments only examine six
dimensions of value by combining the Individualistic and Political into one dimension. The
Values Index remains true to the original works and models of two of the most significant
researchers in this field, thus delivering to you a profile that truly helps you understand your
own unique motivations and drivers.
Also, the Values Index is the first to use a click & drag approach to rank the various statements
in the instrument, which makes taking the instrument more intuitive, natural and in the end
you can actually create the order you see in your mind on the screen.
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Finally, the Values Index instrument contains the most contemporary list of statements to
make your choices more relevant to your life today, which helps ensure the most accurate
results possible.

A closer look at the seven dimensions
Values help influence behavior and action and can be considered

somewhat of a hidden motivation because they are not readily
observable. Understanding your values helps to tell you why you prefer
to do what you do.
It is vital for superior performance to ensure that your motivations are
satisfied by what you do. This drives your passion, reduces fatigue,
inspires you and increases drive.
Value The Drive For
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Aesthetic Form, Harmony, Beauty, Balance
Economic Money, Practical results, Return
Individualistic Independence, Uniqueness
Political Control, Power, Influence
Altruistic Altruism, Service, Helping others
Regulatory Structure, Order, Routine
Theoretical Knowledge, Understanding

Executive Summary of Kenneth's Values

High You very much prefer form, harmony and balance. You are likely a strong
Aesthetic advocate for green initiatives and protecting personal time and space.
Very Low You may try to help meet customers' needs (internal and external) before your
Economic own.
Average You are not an extremist and able to balance the needs of both others and
Individualistic self.
Average You are flexible, able to take or leave the power or clout that comes with the
Political job title or assignment.
High
You have a high desire to help others learn, grow, and develop.
Altruist
Very High You are well disciplined, and follow standard operating protocol and traditional
Regulatory ways.
Kenneth Burns
High You have a high interest level in understanding all aspects of a situation or
Theoretical subject.
100
90
80
70 70
63 63
60
51 51
50 1 SD
40 norm
33
30 1 SD
20 19
10
Aesthetic Economic Individualistic Political Altruist Regulatory Theoretical

Kenneth Burns

Your Aesthetic Drive
The Aesthetic Dimension: The main motivation in this

70 value is the drive to achieve balance, harmony and find
63 63
51 51
form or beauty. Environmental concerns or “green”
33 initiatives are also typically prized by this dimension.
19
AES ECO IND POL ALT REG THE
General Traits:
• You have a strong appreciation for nature, beauty and the environment.
• You will utilize creativity and artful expression to persuade or influence others.
• You may prefer some solitary time to allow personal "re-balancing" or reflection.
• You tend to appreciate the finer things in life (e.g., these may include design, clothes,
music, art, etc.), but for their aesthetic value rather than any status reasons.
• You work better in surroundings that are pleasant aesthetically or environmentally
responsible.
Kenneth Burns
Key Strengths:
• You tend to look for what is beautiful in any subject rather than what is ugly.
• You show the ability to see common things in new ways, and can bring creativity to the
team as a result.
• You enjoy bringing people together who share common interests.
• You tend to want more than just the typical job satisfaction. You may want more work/
life balance, more creativity and more aesthetically pleasing surroundings.
• You will be a creative problem solver.


63 63
51 51
19
Motivational Insights:
• Your open acceptance of ideas from others may also open situations that are less than
optimal, and you may get 'burned' in the process.
• You bring a lot of creativity to the table. Be certain that this is encouraged to its fullest
potential.
• You offer ample opportunity for adjustments in surroundings and approaches to getting
things done.
• You support willingness to bring form or harmony to haphazard systems or workspace
areas.
Kenneth Burns
• You show a genuine interest in the expressed thoughts or emotions of others.
Training/Learning Insights:
• You link new knowledge to new ways to be creative or achieve better harmony and
balance in work and life.
• You have the ability to connect training and development to other's needs and interests.
• As you learn new things in training or professional development, attempt to link those to
your ability to see new or creative solutions in the future.


63 63
51 51
19
Continual Improvement Insights:

• You may need to focus on the practical or economic side of an issue more frequently.
• Remember that it is OK that some don't appreciate artistry, balance or harmony as much
as you.
• You could benefit from being a little more pragmatic.
• You could use the creative mode as a safety blanket to avoid having to be overly practical.
• You might tend to get a little too creative or inventive sometimes, which can create
unnecessary risks.
Kenneth Burns

Your Economic Drive
The Economic Dimension: This dimension examines

70 the motivation for security from economic gain, and to
63 63
51 51
achieve practical returns. The preferred approach of
33 this dimension is a professional one with a focus on
19 bottom-line results.
General Traits:
• Since this values area may help to determine one's money-motivation, the results indicate
that you may be motivated more by things other than a high paycheck (although that may
still be important).
• You should check the full results and graph of the inventory to determine those values
that were ranked in a higher field than the Economic area.
• The lower Economic drive here may also indicate that you may not be solely motivated
by competitive financial incentives such as accelerated commissions in the compensation
plan.
Kenneth Burns
• For you, using money or materials as a yardstick to measure or impress others is not
important.
• The lower score here may also indicate that you may have already begun to reach your
own level of financial security, to the extent that things other than money may now become
motivating drives.
Key Strengths:
• You see a wider spectrum of the picture, not just the economic view.
• You are an excellent team player and team member.
• You rarely (if ever) look at a project with a "what's in it for me?" perspective.
• You have an attitude of "We're all in this together, so let's work together."
• You are less concerned with monetary compensation, and find higher rewards in other
(higher) value dimensions in this report.

Your Economic Drive

63 63
51 51
• You prefer sincere recognition for contributions.
• You need options for taking on tough challenges.
• You prefer that the strengths of the "total person" are considered with regard to rewards
and incentives. Perhaps preferring non-tangible or environmental rewards.
• You should remember that 'helping hands' behind the scenes are as important as the
highly visible ends of a work project.
• Avoid measuring your performance by an economic incentive only.
Kenneth Burns
• You score like those who appreciate additional training functions and are supportive of
the trainer and activities.
• You score like those who enjoy a more cooperative learning style.
• You may prefer less competition between learning groups.
• You may prefer team-oriented activities, to work and share ideas with others.
• You come to a training or development function typically without a 'What's in it for me?'
attitude.

Your Economic Drive

63 63
51 51

• You may tend to over commit both on and off the job, such as with community
organizations, etc.
• You may need to learn to say "no" more often.
• You may avoid making tough decisions that may negatively impact others on the team.
• You may need coaching to increase revenue awareness or profit motivation.
• You should avoid spreading yourself too thin by taking on responsibilities that could be
delegated to others.
Kenneth Burns

Your Individualistic Drive
The Individualistic Dimension: The Individualistic

70 dimension deals with one's need to be seen as unique,
63 63
51 51
independent, and to stand apart from the crowd. This
33 is the drive to be socially independent and have
19 opportunity for freedom of personal expression.
General Traits:
• You are generally not considered an extremist on ideas, methods, or issues in the
workplace.
• Those who score like you would probably not be considered controversial in their
workplace ideas or transactions.
• You have the ability to take a stand on an issue when necessary, to yield position when
necessary, and to do both with equal sincerity.
• You show the ability to take a leadership role when asked and also to be supportive team
member when asked.
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• You show moderate social flexibility in that you would be considered as one who is socially
appropriate and supportive of others on the team.
Key Strengths:
• You may be considered flexible and versatile without being an extremist.
• You are able to follow or lead as asked.
• You are able to see both sides of the positions from those with higher and lower
Individualistic scores.
• You are able to take a stand with emphasis, or to be a more quiet member supporting a
position.
• You may be seen as a stabilizing force in organizational operations and transactions.


63 63
51 51
• Remember that you score like those with a high social flexibility, that is, you can assume
an appropriate leadership role for a team, or be a supportive team member as the situation
requires.
• Remember that you show the ability to get along with a wide variety of others, without
alienating those with opinions in extreme positions on the spectrum.
• You act as a balancing or stabilizing agent in a variety of team environments.
• You bring an Individualistic drive typical of many professionals, i.e., near the national
mean.
Kenneth Burns
• You can provide input to gain a center-lane perspective on an organizational issue related
to this Values scale.
• You are able to be a flexible participant in training and development programs.
• You tend to enjoy both team-oriented and individual or independent learning activities.
• You will be a supportive member of the training experience from the viewpoint of this
Values dimension.
• Because this score is near the national mean, please check other higher and lower Values
areas to obtain additional insight into learning preferences.


63 63
51 51

• Without necessarily picking sides, you may need to take a stand on some issues related
to individual agendas.
• To gain additional insight, you should examine other values drives to determine the
importance of this Individualistic drive factor.
• You should allow space for those with higher Individualistic drives to express themselves
in appropriate ways.
• You should avoid criticizing those with higher or lower Individualistic drives, since all
Values positions are positions deserving respect.
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Your Political Drive
The Political Dimension: This drive is to be seen as

70 a leader and to have influence and control over one's
63 63
51 51
environment or success. Competitiveness is often
33 associated with those scoring high in this motivation.
19
General Traits:
• A score near the mean indicates that the Political (power seeking) drive is not your primary
motivational factor.
• You may be seen as a stabilizing force in day-to-day team operations.
• You are able to understand the needs of those on the team who are highly competitive,
as well as those who tend to be more cooperative.
• You have the ability to take or leave the control-factors of group leadership roles.
• You bring a sense of balance to some power-issues that may emerge occasionally.
Kenneth Burns
Key Strengths:
• You bring flexibility to the team. Able to lead when asked, but able to support when asked
as well.
• You are a stabilizing force on the team.
• You are able to appreciate the needs of both the higher and lower Political individuals
on the team.
• You are perceived by others on the team as neither dictatorial nor dependent with regard
to team projects and goals.
• You show appropriate respect to leaders of a project, as well as ability to offer suggestions
for change.


63 63
51 51
19
• Don't forget that you have the ability to be a stabilizing agent between high-control and
high-support on special team functions and initiatives.
• You bring a power seeking drive typical of many business professionals, since your score
is very near the national mean on this scale.
• Give your input to the team in order to gain a middle-of-the-road insight and understanding
of work related issues.
• Review other Values drives that might be higher or lower than the Political score in this
report in order to gain a greater understanding of specific keys to managing and
Kenneth Burns
motivating.
• You score like those who are supportive in a variety of work activities and development.
• You will respond with flexibility to either cooperative or competitive team activities.
• You score like those who participate openly in training activities without trying to dominate
the event.
• You show ability to lead a training event as well as support and participate.


63 63
51 51
19

• You may need to shift gears into either a more supportive role or a greater leadership
role at times.
• When issues of team leadership emerge, you may need to take a more visible stand on
some problem-solving situations.
• Examine other Values drives in this report in order to gain increased understanding of
areas for continuous improvement.
Kenneth Burns

Your Altruist Drive
The Altruistic Dimension: This drive is an expression

70 of the need or drive to benefit others in a humanitarian
63 63
51 51
sense. There is a genuine sincerity in this dimension to
33 help others, give of one's time, resources and energy,
19 in aid of others.
General Traits:
• You show a high sincerity-factor and helping attitude is demonstrated in the things you do.
• You care about the feelings of others on the team.
• You freely give time, talent and energy without being asked.
• You enjoy connecting with others on a personal level rather than just a professional one.
• Your philosophy is "Better to give than receive," sometimes even in an organizational
environment.
Key Strengths:
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• You are enthusiastic and enjoy working in team environments or social settings.
• You are a proactive volunteer who steps in to aid others without being asked to.
• You have an empathetic attitude towards others.
• You are always willing to share time, talent, and energy to help the organization or the
cause.
• You are a very good team player.

Your Altruist Drive

63 63
51 51
• You should remember that you tend to be a very 'giving' person, and enjoy helping others.
• You keep sincerity as a primary focus in communication.
• You should provide flexibility to allow for helping others on the team.
• You allow ample personal time for whatever giving activities exist outside of work.
• You should treat yourself with the same level of sincere concern and interest that you
give others.
Kenneth Burns
• Your learning and development should be linked to the potential to help others.
• You should link courses and training to the knowledge gained that may potentially be
shared with others on the team, or externally.
• Your training and professional development will assist in personal growth and
development and in being better at any job role.

Your Altruist Drive

63 63
51 51

• You may need to say "no" more often.
• You need to watch to ensure that your giving nature is not abused or taken advantage of.
• You can lose focus on personal work in favor of helping others with theirs.
• You could benefit from resisting the urge to go into teaching mode unless clearly desired
by others.
• You can give away too much time, talent and energy.
Kenneth Burns

Your Regulatory Drive
The Regulatory Dimension: The Regulatory drive

70 indicates one's drive to establish order, routine and
63 63
51 51
structure. This motivation is to promote rules and
33 policies, a traditional approach and security through
19 standards and protocols.
General Traits:
• You are very loyal to established rules and policies.
• You believe in sticking to what works.
• You have a great respect for tradition.
• You subscribes to a "Rules are made to be followed" mentality.
• You are always accurate, detailed and follow procedures
Key Strengths:
• You are very reliable and dependable.
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• You are very supportive of groups, national entities, honor and tradition.
• You are extremely effective at organizing.
• You take great accomplishment in completing duties accurately and with high quality.
• You are very helpful in creating order out of chaos.


63 63
51 51
• You prefer to be provided the "why" behind the "what", including all the supporting reasons
behind instructions or assignments.
• You need ample time to adapt to changes and lots of supporting reasons for that change.
• You prefer to maintain lots of routine and certainty.
• You prefer that all criticism be in private, detailed and justified.
• You prefer a complete set of tools and resources and detailed instructions on how to use
them.
Kenneth Burns
• You will prefer learning activities that are very structured and detailed.
• You are a very disciplined learner.
• You very much like to understand the "why" behind the "what" when learning new things.


63 63
51 51

• You prefer to establish your "own way" of doing anything new asked of you.
• When in a high change environment, try to be as flexible as you can comfortably be.
• You should appreciate that others may have their own "right way" too, and you both might
actually be right.
• You may be perceived by others to be too structured or rigid on certain issues.
• You know that change is inevitable and can actually be very good.
Kenneth Burns

Your Theoretical Drive
The Theoretical Dimension: The drive to understand,

70 gain knowledge, or discover the “truth”. This motivation
63 63
51 51
can often be to gain knowledge for knowledge sake.
33 Rational thinking, reasoning and problem solving are
19 important to this dimension.
General Traits:
• Others on the team may seek you to help answer questions about projects or procedures.
• You have many interests outside the workplace.
• You may prefer learning-based events or conferences over a small economic incentive.
• You are willing to take risks to learn something new.
• You have a strong personal belief in life-long learning.
Key Strengths:
• You will work long, hard hours on the complex solution to a problem.
Kenneth Burns
• You provide an open-minded approach that comes from broad-based research.
• You have a stable, knowledge-driven ethic.
• You have a strong ability to read, study, and learn independently.
• You gather the maximum amount of information on an issue because you ask the
necessary questions.


63 63
51 51
• You prefer to be included in future development projects and draw on your expertise.
• Seek opportunities to teach as well as to learn.
• If there is a learning-based event to be planned, be certain you are involved. If there is
an external learning-based event on the calendar, be certain you have the opportunity
to attend.
• Identify your interests and seek related information. Topical mail, brochures, and info-
sheets… don't throw them into the recycle bin.
• You will provide technical credibility when dealing with customers or internal stakeholders
Kenneth Burns
who need detailed information for decision-making.
• You score like those who may have their own on-going personal development program
already in progress.
• You enjoy learning even for its own sake and will be supportive of most training and
development endeavors.
• You can be depended upon to do your homework… thoroughly and accurately.
• You are actively engaged in learning both on and off the job.


63 63
51 51

• You may be somewhat selfish at times in sharing ideas with others, until others have
established their own technical credibility.
• You don't rush from one learning experience to another. You make certain there are
some practical applications.
• Your sense of urgency may vacillate, depending on the intellectual importance you assign
to the issue.
• You score like some who need coaching on time management.
• You have a tendency to demonstrate a bit of aloofness, especially to those not as
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intellectually driven.

Relevance Section
Use this sheet to help you track which motivators are well aligned and which are not and
what you can do about it.
Action Step: Looking at your Values Index report, find which motivators are the most powerful
for you (i.e., which ones are highest and farthest above the norm). Write down the top two in
the space below, and record how well your current roles align with these motivators (i.e., how
well what you do satisfies what you are passionate about).
Alignment
Poorly Highly
Motivator #1: ______________________ 1 2 3 4 5
Motivator #2: ______________________ 1 2 3 4 5
Legend: Tally your score here:
Kenneth Burns
• 2-4 = Poor • 8-9 = Excellent
• 4-5 = Below Average • 10 = Genius
• 6-7 = Average
To reach Genius levels of passion, you must increase alignment of your environment with
your passions.
Motivator #1: What aspects of your company or role can you get involved in that would satisfy
this motivator?
_________________________________________________________________________
_________________________________________________________________________
Motivator #2: What aspects of your company or role can you get involved in that would satisfy
this motivator?
_________________________________________________________________________
_________________________________________________________________________

Success Connection
Your final step to making sure you really benefit from the information in this report is to
understand how your values style contributes to, and perhaps hinders, your overall success.
Supporting Success: Overall, how well do your motivators and drivers help support your
success? (cite specific examples):
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
Kenneth Burns
Limiting Success: Overall, how do your natural drivers or motivators not support your
success? (cite specific examples):
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________

Attribute Index

Patterns Overview
Over fifty years of scientific research has revealed that there are three distinct styles of decision-making.
Each of us can make decisions in these three ways, but we tend to develop a preference for one more
than the other two. This preference becomes a subconscious force, affecting the decisions we make
on a daily basis and shaping how we perceive the world around us and ourselves.
The three decisional styles are the personal, the practical, and the analytical. These dimensions can
be examined in the form of patterns based on two distinct factors unique to axiology.
The Personal Style: People with a preference for this style of making decisions tend to see the world
from a personal point of view, or with concern for the individuals involved. They see people in a unique,
individual light and are more concerned about others than the results and theory. This involves a
personal involvement with, concentration on, or investment in people. To this style, the world is filled
with people needing to be understood.
The Practical Style: People with a preference for this style of making decisions tend to see things in
very practical, no nonsense, real-world, task oriented manner. They are more concerned with results
than others and theory. They see people in comparative ways as they relate to others. To this style,
the world is an objective waiting to be achieved.
The Analytical Style: People with a preference for this style of making decisions tend to see the world
from a theoretical perspective, more in an abstract way than a concrete one. They see people as part
of a system and tend to think in very black and white terms. They are more concerned with thinking
Kenneth Burns
about things, and analysis than actual results or personal concerns of others. To this style, the world
is a problem to be explored and solved.
To some extent we are all capable of making all three kinds of decisions, but our preference tends to
be for one more than the other two. Here's a simple example of the three in contrast to each other.
One of each style are sitting around a table trying to figure out what to do. While the Personal style is
focused on the needs of the workers involved and how best to utilize their talents, the Practical doesn't
really care as much about the personal needs, or if it is done right, he just wants to get it done. Finally
there is the Analytical who sees no reason to worry about the people involved or even getting it done
if it isn't going to be done correctly.
We all have different balances of these three styles; that's what makes our decisions and actions different
from each other's. These ways of making decisions, and how we use them, are at the core of who we
are. They are behind our preferences, our strengths, and our weaknesses. In the following pages you
will find a list of capacities which are the result of your unique combination of these three decisional
styles. It is this understanding of your individual strengths and weaknesses that will enable you to affect
change in your life and achieve greater personal success. It is only by first understanding something
that we are then able to change it.

Balanced I=E=S (H)
External Decision Making Pattern Summary

You are very well developed in all three dimensions of thought (People, Tasks and Systems) and with
equal proportion. You can be very competent in all three dimensions of value from schematic thinking,
to practicality to valuing others. You appreciate and possess equal strengths in: systems, rules, structure,
concrete organization, detailed planning, and people skills.
You are a versatile, quick learner in all of these areas. This can also lead to your becoming easily bored
or anxious in positions that require excessive over or under focus on any one dimension of thought by
itself, to the exclusion of the others (e.g., door to door sales actually requires less than excellent empathy).
Overall development levels in all three dimensions are equal and all are highly developed. Level of
development speaks to your ability to "see" a specific dimension. The more clearly we see a dimension
of thought, the more able we are to use it; therefore the better we are at it.
Maximizers
Versatility in dealing with people, performance or systems equally
Quick learning ability in a wide variety of business areas
Stability, dependability
Over-all very good to excellent business and people management potential
Understanding and communicating with others
Planning and organizing
Schematic thinking
Minimizers
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Gets easily bored with limited tasks and responsibilities
May become anxious if all three areas (people, performance and Systems) aren't utilized.
May have too much ability for certain jobs that don't require all three areas of thought.
Can get easily bored or feel unchallenged if all three areas are not capitalized
Motivators
Decision-making freedom
Multi-faceted challenges
Independence
Personal relationships
Status and recognition
Sense of belonging
Needs for Growth

Personal identification with personal needs, desires and systems. Understanding how balanced high
scores may impact roles, duties and objective success of a given position.
Targets for Reinforcement (R) and Development (D)

Empathetic Outlook (R)
Practical Thinking (R)
Systems Judgment (R)
Preferred Environment
An atmosphere where there is an open exchange of ideas with readily available feedback; the sharing
of responsibilities and decisions. A role which allows the most complete usage of all three external
dimensions of thought.

Achiever S=E>I (L)
Internal Decision Making Pattern Summary

You define yourself through your work, but you also identify yourself with a system of rules that you
have in your head that guide your actions and life. You have some internal sense of direction for where
you are going and how you want to get there, but there is some uncertainty there. You have a good
understanding for your job or roles in life, but there is also some slight uncertainty as to how that role
fits you, or vice versa. You do not value yourself enough for just who you are rather than what you do
or how well you do it. Your overall level of development of the systems and tasks dimension is highest
of the three, but only moderately developed at this time. The People dimension is the least developed
dimension for you and is less developed than the others. Level of development speaks to your ability
to "see" a specific dimension. The more clearly we see a dimension of thought, the more able we are
to use it; therefore the better we are at it.
Maximizers
Good work ethic
Problem management
Personal drive
Minimizers
Self-depreciation
Overly hard on yourself
Self management
Stress levels
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Motivators
Opportunity to develop more of your potential
Sense of mission
Material possessions
Needs for Growth

To digest and better appreciate past achievements: self-appreciation through taking more time for self-
reflection or assessment.
Targets for Reinforcement (R) and Development (D)

Self esteem (D)
Internal self control (D)
Project scheduling (D)

Report Summary
This graph summarizes the 8 Categories that comprise this Innermetrix Talent Profile. A description
and mean score for each category is on the following page.
There exists a mathematical axiom which states that the whole is equal to the sum of its parts. Similarly,
your growth as a person and your success in your profession depends greatly on your ability to examine
all parts of your life to see if they add up to the total person you want to be. The RAC Leadership
Development profile is designed to measure capacities which are vital to leading others in a leadership
role. This report may provide valuable insight into your specific aptitudes and abilities in a multitude of
leadership areas.
Report Component Graphs
A - Mental Development
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.4
B - Social Development
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
C - Physical Development
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0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.8
D - Financial-Career Development
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.6
E - Family Life Development

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3
F - Ethics & Beliefs Development

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.4
Time Management
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.9
Production Management
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.6

Category Overviews
A - Mental Development (8.4)

This category takes a comprehensive look at the skills you possess that affect your mental development
so you can gain a deeper understanding of what skills and attributes you possess to further define and
develop mentally.
B - Social Development (8.8)

This category takes a comprehensive look at the skills you possess that affect your social development
develop socially.
C - Physical Development (6.8)

This category takes a comprehensive look at the skills you possess that affect your physical development
develop physically.
D - Financial-Career Development (7.6)

This category takes a comprehensive look at the skills you possess that affect your financial development
develop financially.
E - Family Life Development (9.3)

This category takes a comprehensive look at the skills you possess that affect your family development
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and relationships so you can gain a deeper understanding of what skills and attributes you possess to
further develop your family relationships.
F - Ethics & Beliefs Development (7.4)

This category takes a comprehensive look at the skills you possess that affect your ethics and beliefs
develop you ethics and beliefs.
Time Management (7.9)

How you can better manage time
Production Management (8.6)

Designed to help develop production goals by looking at an individual's definition of production
management, working through a questionnaire dealing with areas like quality, production, cost
effectiveness, turnover, safety, waste, new product development, manpower planning

A - Mental Development
Category Description
This category takes a comprehensive look at the skills you possess that affect your mental development
develop mentally.
Category Component Graphs

Attention To Detail
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Conceptual Thinking
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Creativity
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.6
Flexibility
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.6
Kenneth Burns
Problem Solving
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.2
Category Component Descriptions

Attention To Detail (8.8)
evaluates Kenneth's ability to see and to pay attention to details.
Conceptual Thinking (8.8)

evaluates Kenneth's ability to see the big picture and then to determine which direction to take, and how resources
should be used to attain future goals.
Creativity (7.6)
evaluates Kenneth as an innovative thinker whose views of himself and the world allow him to think outside the box.
Flexibility (7.6)
evaluates Kenneth's ability to readily integrate, modify, and respond to changes with minimal personal resistance.
Problem Solving (9.2)

evaluates Kenneth's ability to identify alternative solutions to a problem and to select the best option.

B - Social Development
This category takes a comprehensive look at the skills you possess that affect your social development
develop socially.

Empathetic Outlook
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3
Evaluating What Is Said

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.0
Human Awareness
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3
Persuading Others
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.9
Kenneth Burns
Relating To Others
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3

Empathetic Outlook (9.3)
evaluates Kenneth's capacity to perceive and understand the feelings and attitudes of others or to place himself
in the shoes of another.
Evaluating What Is Said (8.0)

evaluates Kenneth's openness toward other people and his willingness to hear what others are saying, rather
than what he thinks they should say or they are going to say.
Human Awareness (9.3)

evaluates Kenneth's ability to be conscious of the feelings and opinions of others; and to value others as people
instead of just as their organizational role or value.
Persuading Others (7.9)

evaluates Kenneth's ability to present his viewpoint in such a way that it is accepted by others.
Relating To Others (9.3)

evaluates Kenneth's ability to coordinate personal insights and knowledge of others into effective interactions.

C - Physical Development
This category takes a comprehensive look at the skills you possess that affect your physical development
develop physically.

Handling Stress
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.0
Persistence
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.9
Realistic Personal Goal Setting

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.3
Self Improvement
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.0
Kenneth Burns
Self Starting Ability
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.0

Handling Stress (6.0)
evaluates Kenneth's ability to balance and to defuse inner tensions and stresses, which if allowed to build up,
might interfere with his ability to perform up to his potential.
Persistence (7.9)
evaluates Kenneth's ability to stay on course in times of difficulty.
Realistic Personal Goal Setting (6.3)

evaluates Kenneth's ability to set goals for himself that can be achieved using available resources and operating
within a projected timeframe.
Self Improvement (6.0)

evaluates Kenneth's motivation to improve himself.
Self Starting Ability (8.0)

evaluates Kenneth's ability to find his own motivation for accomplishing a task and the degree to which he will
maintain that course in the face of adversity.

D - Financial-Career Development
This category takes a comprehensive look at the skills you possess that affect your financial development
develop financially.

Long Range Planning
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.3
Material Possessions
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.6
Role Awareness
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.6
Self Direction
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.7
Kenneth Burns
Status and Recognition
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8

Long Range Planning (7.3)
evaluates Kenneth's ability to identify and to evaluate resources and to plan for their utilization throughout the
execution of comprehensive, long-range projects.
Material Possessions (7.6)

evaluates the importance of money or material possessions in Kenneth's motivation.
Role Awareness (7.6)

evaluates Kenneth's ability to be aware of his role in the world or within a given environment as well as understanding
expectations and how those expectations are to be met.
Self Direction (6.7)

evaluates Kenneth's internal drive to excel in and believe in his chosen career path.
Status and Recognition (8.8)

evaluates the importance for Kenneth of social status and recognition.

E - Family Life Development
This category takes a comprehensive look at the skills you possess that affect your family development
and relationships so you can gain a deeper understanding of what skills and attributes you possess to
further develop your family relationships.

Attitude Toward Others
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3
Personal Relationships
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3
Sense of Belonging
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Understanding Motivational Needs

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.6
Kenneth Burns
Attitude Toward Others (9.3)
evaluates Kenneth's ability to maintain a positive, open and objective attitude towards others.
Personal Relationships (9.3)

evaluates how motivated Kenneth is in forming personal relationships with the people with whom he works.
Sense of Belonging (8.8)

evaluates the importance of feeling like part of a team or a member of a group for Kenneth's motivation.
Understanding Motivational Needs (9.6)

evaluates Kenneth's ability to understand the needs and desires of employees and to use this knowledge to
motivate them to succeed.

F - Ethics & Beliefs Development
This category takes a comprehensive look at the skills you possess that affect your ethics and beliefs
develop you ethics and beliefs.

Balanced Decision Making
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.1
Personal Commitment
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.1
Respect For Policies

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Sense of Mission
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.7
Kenneth Burns
Balanced Decision Making (7.1)
evaluates Kenneth's ability to be objective and to evaluate fairly the different aspects (people and other) of a
situation; and his ability to make an ethical decision that takes into account all aspects and components.
Personal Commitment (7.1)

evaluates Kenneth's ability to focus and to stay committed to a task: a measure of his internal, personal commitment.
Respect For Policies (8.8)

evaluates Kenneth's appreciation for the value of conducting business affairs according to the intent of company
policies and standards.
Sense of Mission (6.7)

evaluates the importance and commitment Kenneth gives to his ideals and goals.

Time Management
How you can better manage time

Concrete Organization
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Consistency and Reliability

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.2
Project Scheduling
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.6
Attention To Detail
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Realistic Personal Goal Setting

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
Kenneth Burns
6.3

Concrete Organization (8.8)
evaluates Kenneth's understanding of the immediate, concrete needs of a situation and to establish an effective
plan of action for meeting those needs.
Consistency and Reliability (8.2)

evaluates Kenneth's internal need to be conscientious in his personal or professional efforts, to be both consistent
and reliable in his life roles.
Project Scheduling (7.6)

evaluates Kenneth's ability to understand the proper allocation of resources for the purpose of getting things done
within a defined timeframe.
Attention To Detail (8.8)

evaluates Kenneth's ability to see and to pay attention to details.
Realistic Personal Goal Setting (6.3)

evaluates Kenneth's ability to set goals for himself that can be achieved using available resources and operating
within a projected timeframe.

Production Management
Designed to help develop production goals by looking at an individual's definition of production
management, working through a questionnaire dealing with areas like quality, production, cost
effectiveness, turnover, safety, waste, new product development, manpower planning

Long Range Planning
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.3
Project and Goal Focus

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
7.7
Quality Orientation
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8
Realistic Goal Setting For Others

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
10.0
Kenneth Burns
Seeing Potential Problems
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.2

Long Range Planning (7.3)
evaluates Kenneth's ability to identify and to evaluate resources and to plan for their utilization throughout the
execution of comprehensive, long-range projects.
Project and Goal Focus (7.7)

evaluates Kenneth's ability to stay on target regardless of circumstances.
Quality Orientation (8.8)

evaluates Kenneth's affinity for seeing details, grading them against a preset standard (either his own or externally
assigned), and identifying flaws.
Realistic Goal Setting For Others (10.0)

evaluates Kenneth's ability to set goals for others that can be achieved by using the available resources and
operating within a projected timeframe.
Seeing Potential Problems (9.2)

evaluates Kenneth's ability to structure current situations in an ongoing scenario and be able to identify
developments that could cause problems in the future.

Dimensional Balance
External
Empathy
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
9.3 =
Practical Thinking
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8 -
Systems Judgment
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
8.8 +
Internal
Self Esteem/Self Belief
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.0 -
Role Awareness
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
Kenneth Burns
7.6 +
Self Direction
0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0
6.7 +

Core Attribute List
Realistic Goal Setting For Others (10.0) Proactive Thinking (7.9)

Correcting Others (9.8) Personal Accountability (7.9)
Developing Others (9.6) Persistence (7.9)
Evaluating Others (9.6) Problem Management (7.8)
Freedom From Prejudices (9.6) Project and Goal Focus (7.7)
Realistic Expectations (9.6) Initiative (7.7)
Sensitivity To Others (9.6) Personal Drive (7.7)
Understanding Motivational Needs (9.6) Attitude Toward Honesty (7.7)
Using Common Sense (9.3) Job Ethic (7.7)
Attitude Toward Others (9.3) Flexibility (7.6)
Empathetic Outlook (9.3) Creativity (7.6)
Human Awareness (9.3) Intuitive Decision Making (7.6)
Monitoring Others (9.3) Material Possessions (7.6)
Personal Relationships (9.3) Project Scheduling (7.6)
Relating To Others (9.3) Role Awareness (7.6)
Understanding Attitude (9.3) Surrendering Control (7.6)
Problem Solving (9.2) Diplomacy (7.6)
Seeing Potential Problems (9.2) Emotional Control (7.5)
Leading Others (9.0) Long Range Planning (7.3)
Problem and Situation Analysis (8.9) Gaining Commitment (7.1)
Attention To Detail (8.8) Meeting Standards (7.1)
Conceptual Thinking (8.8) Personal Commitment (7.1)
Kenneth Burns
Concrete Organization (8.8) Balanced Decision Making (7.1)
Practical Thinking (8.8) Conveying Role Value (6.8)
Quality Orientation (8.8) Enjoyment Of The Job (6.8)
Respect For Policies (8.8) Role Confidence (6.8)
Respect For Property (8.8) Self Direction (6.7)
Results Orientation (8.8) Self Discipline and Sense of Duty (6.7)
Sense of Belonging (8.8) Sense of Mission (6.7)
Status and Recognition (8.8) Handling Rejection (6.6)
Systems Judgment (8.8) Self Management (6.5)
Sense of Timing (8.4) Realistic Personal Goal Setting (6.3)
Following Directions (8.3) Accountability For Others (6.2)
Consistency and Reliability (8.2) Self Confidence (6.1)
Integrative Ability (8.2) Handling Stress (6.0)
Theoretical Problem Solving (8.2) Self Esteem (6.0)
Evaluating What Is Said (8.0) Self Improvement (6.0)
Self Starting Ability (8.0) Self Control (5.8)
Persuading Others (7.9) Self Assessment (5.1)

Kenneth Burns Leadership Profile

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ADVanced Insights Profile

WHAT WHY HOW

CADRE Management Consulting & Training

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

Natural and Adaptive Styles Comparison

behavior. This style is less natural and less 80

authentic for you or your true tendencies and

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Executive Summary of Kenneth's Values

Aesthetic Economic Individualistic Political Altruist Regulatory Theoretical

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

Natural and Adaptive Styles Comparison

behavior. This style is less natural and less 80

authentic for you or your true tendencies and

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

About This Report

This report includes:

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

The Elements of the DISC-Index

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A closer look at the four components of your behavioral style

Decisive Interactive Stabilizing Cautious

Problems: People: Pace: Procedures:

High D High I High S High C

Demanding Gregarious Patient Cautious

Low D Low I Low S Low C

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© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

Your approach to problem-solving and obtaining results

70 • You are usually very supportive of decisions made by

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Your approach to interacting with people and display of emotions.

70 • You are able to persuade others in a convincing manner

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Your approach to the pace of the work environment

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Your approach to standards, procedures, and expectations.

70 67 67 • You are somewhat restrained in expressing emotions.

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Natural Style Pattern:

projects and complex assignments.

in its place is preferred over clutter of some other style preferences.

forthcoming that might impact the direction of the decision.

way the first time.

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Adaptive Style Pattern:

to your individual Adaptive style:

projects and complex assignments.

in its place is preferred over clutter of some other style preferences.

it the right way.

lines for systems and projects.

© 2010-2012 Copyright Innermetrix UK US South Africa Australia Asia Middle-East Mexico

all. You could be more effective by:

• Getting more comfortable meeting new groups of people, or business associations.

• Being more confident in your own decision-making ability.

• An environment with minimal sudden changes and crises.

• An environment with high quality control systems and processes.

• Greater participation in team efforts and activities.

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• Detailed examples and specific information about suggested changes to be made in

processes that may have an impact on quality.

• To be included as a part of the work group in social functions.