Mettl Leadership Assessment - Arabic

Sample Report
Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
عنوان البريد الإلكتروني:
الاسم الأول: sample
الاسم الأخير: Not filled
تاريخ الميلاد: Not filled
البلد: Not filled
تجربة: Not filled
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test.

This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report:

1. Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’.
2. If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step.
3. Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment.
Response Style: Genuine

Explanation of response style:

Genuine: No concerns or red flags just based on response style of candidate.

Social Desirability: If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.

Extreme Responding: If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.

Central Tendency: If the middle response (‘neutral’) is selected more than 30% of the time.

Careless Responding: If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).

Recommendation for the Role

Cautiously Recommended

Dominant Leadership Style

Participative Leadership: Prefers to make decisions with the consensus of all sub-ordinates. Sees oneself as a member of the team and has the ability to facilitate discussions and idea generation.

Directive Leadership: Has a tendency to direct one's sub-ordinates with regard to their responsibilities and take full charge of planning and execution of tasks.

Key Motivators

Affiliation/Social Contact: Looks forward to interacting with other people at work.

Power, Achievement: Accepts a leadership role at work, taking responsibilities, making decisions and being in-charge of the tasks at hand.



Areas of Development

Problem Solving: Needs to learn to identify problems accurately and try out various solutions to achieve the best outcome.

Stress Tolerance: Needs to develop an optimistic and resilient attitude.

Decisiveness: Learn to make good decisions by being well informed and correctly analyzing the underlying assumptions of a situation and drawing conclusions from it.

Dominant Leadership Styles
Participative Leadership

Such a leader prefers to make decisions with the consensus of all sub-ordinates and sees oneself as a member of the team and has the ability to facilitate discussions and idea generation.


Likely to display high group commitment and team spirit, ensuring immense flow of information and ideas ; Prefers two- way communication and equal participation of the whole team.


May find it difficult in managing multiple perspectives. May take a lot of time to organize information and one's need for consensus may overpower organizational benefits.

Suitable Leading Style when

Team consensus is essential ; Quality is more important than the pace of work ; Decision making requires an involvement of experts.

Role in the Team

Recognizes the needs of the employees and encourages them to perform tasks by providing them with incentives.

Motivated by

Interacting with other people at work.

Directive Leadership

Such a leader has the tendency to direct sub-ordinates and maintain full responsibility for planning and execution of tasks, in line with own perception of priorities. One also specifies the standard of work required and deadlines to be met. Not very likely to encourage advice or suggestions.


Likely to be highly goal oriented, particularly concerned about results ; adheres to rules and schedules strictly and finds oneself involved in limited interpersonal conflicts.


Might witness high employee absenteeism and turnover. Because of one-way communication most of the time, employee creativity might not be explicitly fostered ; Team members may find themselves being overly dependent on the leader.

Suitable Leading Style when

Decisions need to be taken quickly , team consensus is not very necessary, the leader is an expert. Quite suitable in a stressful or emergency situation, to direct confused employees and dealing with new staff.

Role in the Team

Plans, instructs, implements, monitors and takes complete responsibility of tasks/ actions.

Motivated by

Accepting a leadership role, taking responsibilities, making decisions and being in-charge of the tasks at hand; striving for excellence at work and deriving self-satisfaction on accomplishment of goals.

Leading Change
Values shown in above chart are sten scores
Low Moderate High
Creativity: Moderate

Likely to be somewhat good at imagination and originality. May at times be willing to consider new and unconventional ideas and solutions. Somewhat likely to look at situations with a fresh and unconventional perspective. May sometimes be able to engage in brainstorming in order to come up with various ideas for a situation.

Innovation Management: Moderate

May have a moderate ability to design and implement new programs/processes by bringing in new insights to situations. May at times have a flexible approach to one’s work. May occasionally work towards deriving innovative solutions at the workplace. Moderately likely to challenge existing state of functioning in order to improve upon the same.

External Awareness: Moderate

Moderately likely to look for opportunities to gain more knowledge and keep oneself somewhat updated about company policies and trends that may impact the organization. Likely to be somewhat diligent and may occasionally keep attention focused on the external market to understand how it can affect the organization as well as the organization’s impact on the environment.

Openness to Change: Moderate

Moderately likely to be open to changes taking place in the organization and is likely to be somewhat comfortable working with and trying out new activities and experiences. May occasionally be able to effectively deal with change and can adapt reasonably well by being open minded and appreciative of new ideas which can contribute positively to work and working environment.

Stress Tolerance: Low

Likely to get frustrated in difficult situations and get discouraged by setbacks, not putting effort to ensure timely and efficient completion of tasks. Not likely to remain optimistic and may give up if unsuccessful in some tasks. May not be able to actively cope with workplace stress all the time and may sometimes become passive when faced with it.

Strategic Thinking: Moderate

Likely to be somewhat systematic and meticulous in one's work, occasionally scheduling work activities, organizing tasks and formulating objectives and priorities. May at times have a deliberate approach to one’s work, occasionally thinking through one’s actions and implementing plans for the organization’s growth with confidence.

Vision: Moderate

Moderately likely to be capable of working with others and building a shared vision about the organization’s growth and progress. Is somewhat flexible and positive, with an adequate ability to influence and direct others to perform appropriately in order to achieve the vision.

Leading People
Values shown in above chart are sten scores
Low Moderate High
Conflict Management: Moderate

Is moderately likely to be attuned to one's and others' emotions and may be somewhat capable of understanding and listening to other people's problems. May occasionally help out people with their conflicts by taking their views in consideration, understanding their problem and providing solutions.

Managing Diversity: Moderate

Moderately likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. Is likely to be somewhat comfortable working with people having different perspectives and may on occasion foster an inclusive workplace where individual differences are respected and valued.

Developing People: Moderate

Is moderately likely to contribute in encouraging and developing team members’ ability by providing occasional feedback and suggestions. May be somewhat able to lead and coordinate a team effectively. May at times be comfortable during social interactions, providing team members with adequate opportunities to learn.

Team Building: Moderate

Likely to sometimes understand and appreciate individual differences among team members and may occasionally adjust one's work style accordingly. Somewhat likely to accurately assess and utilize the strengths of all the team members while completing a task. May be moderately able to coordinate and cooperate with a team productively.

Result Driven
Values shown in above chart are sten scores
Low Moderate High
Accountability: Moderate

Moderately likely to be methodical, systematic and organized when carrying out tasks. May occasionally hold self and others accountable for high quality and cost-effective results. Is likely to be somewhat self-disciplined and motivated in one’s approach to work; occasionally determines objectives, sets priorities and follows through one’s plan to effectively complete tasks. Likely to have an adequate sense of duty and comply with established systems and rules.

Decisiveness: Low

Not likely to always be effective at making well informed, effective and timely decisions as may not always be able to clearly understand and define the problem/situation, analyze the underlying assumptions of a situation, evaluate the available evidence and draw logical conclusions from it to reach an appropriate decision.

Problem Solving: Low

Not likely to be skilled at always solving problems, as may not always be able to identify and understand patterns and relationships amongst events, situations and apply this knowledge to strategically solve work-related problems.

Building Coalition
Values shown in above chart are sten scores
Low Moderate High
Partnering: Moderate

Is likely to be somewhat social, occasionally choosing to spend time interacting in social groups to develop professional networks and establish contacts. Likely to be somewhat cooperative, accommodating and uninhibited with a moderate ability to collaborate with people from different backgrounds to achieve one’s goals.

Influencing/ Negotiating: Moderate

May occasionally persuade others to take desired action. May sometimes be able to identify and utilize the factors that might influence others to take a particular action. Somewhat likely to be able to convince others and has a moderate ability to be a tactful negotiator.

Basic Competencies
Values shown in above chart are sten scores
Low Moderate High
Integrity/ Honesty: Moderate

Moderately likely to behave in an honest and ethical manner by strictly adhering to moral and ethical codes while working. Is likely to be somewhat sincere and can occasionally be relied upon to carry out assignments efficiently.

Open to Learning: Moderate

Moderately likely to be secure in one’s abilities while being somewhat aware of and recognizing one’s own strengths and limitations. May not always be bothered about other’s judgments and may instead work towards personal growth and development occasionally putting in high degree of effort to improve oneself and learn and acquire more knowledge.

Interpersonal Skills: Moderate

Moderately likely to be capable of identifying and understanding the dynamics of the organization as is likely to be somewhat amiable and occasionally enjoy working and interacting with people. Not likely to be seen as being somewhat sociable, sympathetic and honest, willing to lend an ear to others as well as share one’s own ideas with others. May occasionally work efficiently with others as is likely to be somewhat accepting and trusting.

Test Log