Report Section
Mettl Emotional Intelligence Assessment
Test Taker Details
S
Sample
Email Address: sample.report@mettl.com
How to Interpret the Report?
Response Style
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).
EXECUTIVE SUMMARY
Recommendation
Not Recommended
Strengths
None
Areas of Development
Flexibility
Should learn to be flexible and accepting of new experiences and changes in the organization, and make efforts to be resourceful during change.
Self-Awareness
Needs to make efforts to understand one's strengths and developmental needs.
Self-Confidence
Needs to have confidence in one's ability to accomplish goals successfully.
EXECUTIVE SUMMARY
Managing Others:
Values shown in above chart are sten scores
1. Managing Others:
Empathy: Moderate
Somewhat likely to recognize and understand others' needs and feelings. Moderately likely to be considerate of others’ feelings when making decisions and may occasionally assess people's motivations and passions accurately. Moderately likely to be understanding of the issues or problems that others are suffering from.
Conflict Management: Moderate
Somewhat likely to help out people resolve their conflicts. May at times be able to identify and manage potential disagreements to prevent conflicts. May sometimes be able to take appropriate and immediate action to resolve misunderstandings among employees. Moderately likely to be understanding and considerate towards others who might be different from oneself. Moderately likely to respect and express positive feelings towards people from diverse backgrounds in terms of age, gender, religion, political views etc.
Team Building: Low
Less likely to ensure team spirit and coordination among team members. Not very likely to recognize strengths and areas of development of each team member and may not always provide constructive feedback to them. May not always help team members realize their full potential and may rarely create opportunities for them to demonstrate their talent and improve their skills. Less likely to share one's knowledge and expertise openly, with a view to develop others.
Influencing/ Negotiating: Moderate
May occasionally be able to identify and utilize the factors that might influence others to take a particular action, and may at times be able to work towards a win-win solution for all parties involved while negotiating. Moderately likely to leverage one's position to make the outcomes favorable to oneself, one's team and the organization. May at times be able to convince others of one's thoughts and viewpoints by providing necessary arguments. Somewhat likely to come across as an assertive individual and may at times be able to stand strong and rooted about ones' viewpoints.
Partnering: Low
Less likely to be interested in socializing and building relationships to develop work opportunities. Less likely to effectively gather information and resources from internal and external sources to ensure that tasks are completed efficiently. Less likely to be approachable and may not maintain contact with immediate stakeholders on a regular basis.
Relationship Skills: Low
Less likely to be a good team player and may rarely be able to maintain harmonious and pleasant relationships with team members. Not very likely to work cooperatively and collaboratively with others, with a positive approach towards achieving common goals. Less likely to offer help to others without being asked to.
EXECUTIVE SUMMARY
Managing Self:
Values shown in above chart are sten scores
2. Managing Self:
Flexibility: Low
Less likely to respond to changes in the organization with a positive outlook. Not very likely to work on tasks with enthusiasm, even when situations and goals are dynamic in nature. Less likely to be resourceful during change, rarely contributing in making the change effective. May not always be appreciative of new ideas which can contribute positively to the working environment.
Self-Awareness: Low
Not very likely to regularly reflect on one's achievements and failures in order to understand the gaps in one's skill sets. Less likely to have the ability to understand one's strengths and areas of development. May rarely recognize various emotions that one feels, and may not always understand the reasons behind the same.
Self-Confidence: Low
Less likely to believe that one has the abilities to successfully accomplish tasks that one sets out to do. Not very likely to be confident of one's skills and capabilities and may face difficulties while working on tasks and assignments with no supervision. May rarely come across as an independent or self-assured individual.
Self-Actualization /Achievement Orientation: Moderate
Somewhat likely to set high standards for self and others and may at times be intrinsically motivated towards achieving challenging goals and targets. Moderately likely to project a responsible and persistent attitude when working towards goals. May occasionally demonstrate passion towards supporting the organization's strategic plan, by maintaining optimal performance standards for oneself and others.
EXECUTIVE SUMMARY
Managing Emotions:
Values shown in above chart are sten scores
3. Managing Emotions:
Stress Tolerance: Low
Less likely to display emotional resilience and may not always deal effectively with pressure by being calm and poised. Not very likely to maintain optimal performance during difficult situations. Less likely to use appropriate coping strategies to deal with workplace stress.
Positive Attitude: Low
Less likely to appear as a happy or cheerful person to others. May rarely feel positive or upbeat about one's situation. Less likely to be high spirited and may rarely act as a beacon of positivity to others. Less likely to take pride in one's job and may rarely derive good meaning and satisfaction from it.
