Report Section
Mettl Learning Agility Assessment - Old
Test Taker Details
S
Sample
Email Address: sample-report@mettl.com
How to Interpret the Report?
Response Style
Response Style Extreme Responding
Explanation of Response Style:
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.
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’.
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
HIGH POTENTIAL OR NOT?:
Values shown in above chart are sten scores
High Potential or Not?
Moderate Potential
Levels of Agility :
Values shown in above chart are sten scores
1. Levels of Agility :
Mental Agility: Moderate
Moderately likely to think critically and deal with problems from a fresh point of view. Somewhat likely to be comfortable dealing with ambiguity and complexity.
People Agility: Moderate
Moderately likely to relate to and deal with a wide variety of people well. May occasionally treat and manage others constructively.
Change Agility: Moderate
Moderately likely to be curious and creative, occasionally experimenting with new ideas and being able to deal with change somewhat effectively.
Results Agility: Moderate
Moderately likely to be result driven and occasionally demonstrate a sense of urgency, drive, passion and commitment towards achieving individual and team goals.
Strengths
Critical Thinking
Likely to be skilled at applying critical thinking effectively for decision making and analysis.
Flexibility/ Openness to Change
Likely to be flexible and open to new experiences and changes in the organization.
Confidence in Others
Likely to easily form close relations with others. Likely to believe that people are honest and sincere. Likely to consider others' views and opinions when taking decisions.
Areas of Development
Open to Learning
Learn to be secure in one's own abilities and don't concern oneself much with others' judgments. Make an effort to continuously learn and grow by acquiring new knowledge and information.
External Awareness
Need to make an effort to acquire knowledge about the policies and trends that may impact the organization.
Dealing with Ambiguity
Needs to learn to convert abstract or unclear thoughts into clear and concrete aspects.
LEARNING AGILITY COMPETENCIES
Mental Agility:
Values shown in above chart are sten scores
2. Mental Agility:
Critical Thinking: High
Likely to be skilled at applying critical thinking for making an effective decision or analysis. May be able to analyze some of the underlying assumptions of a situation while defining problems and their consequences. Likely to pay attention to all available evidence while judging the relevance of an argument. Likely to draw logical conclusions from the information available or make decisions accordingly.
Strategic Orientation: Moderate
Moderately likely to be proficient at applying one's skills effectively for strategic thinking and decision making. Fairly likely to be a relatively quick learner and grasp new and complex concepts, reasonably well. May at times be able to identify logical patterns and relationships among events, situations or ideas and apply this knowledge to strategically solve work-related problems.
Open to Learning: Low
Not likely to be secure in one’s abilities, not always being completely aware of or recognizing one’s own strengths and limitations. Likely to get bothered about other’s judgments and may fail to pay significant attention to one's personal growth and development. May not put in the sufficient effort to learn, improve oneself and acquire more knowledge.
Dealing with Ambiguity: Low
Not likely to be comfortable in situations involving uncertainty and risks and may find a little difficult to deal with ambiguous situations. Not likely to be very deliberate or meticulous in one's approach to work, rarely analyzing all available information in a rational manner or thinking through one's actions carefully. May not really seek out opportunities to try out new activities or be able to actively cope with tough situations.
Interpersonal Savvy: Moderate
Moderately likely to be capable of identifying and understanding the dynamics of the organization as may be somewhat amiable. May at times enjoy working or interacting with people. Somewhat likely to be very sociable, sympathetic or honest, occasionally willing to lend an ear to others or share one’s own ideas with others. May at times be able to work efficiently with others as is somewhat accepting or trusting of others.
LEARNING AGILITY COMPETENCIES
People Agility:
Values shown in above chart are sten scores
3. People Agility:
Developing People: Low
Not likely to contribute in encouraging or developing the abilities of team members by not providing feedback and suggestions on time. May not be able to lead and coordinate with team effectively. May be uncomfortable during social interactions. May rarely provide team members with adequate opportunities to learn.
Managing Diversity: Moderate
Moderately likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. May be somewhat comfortable working with people having different perspectives and may at times foster an inclusive workplace where individual differences are respected and valued.
Team Building: Moderate
Moderately likely to understand and appreciate individual differences among team members and 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 at times be able to coordinate and cooperate with a team productively.
Conflict Management: Moderate
Moderately likely to be attuned to one's and others' emotions. May at times be 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.
Political Savvy: Moderate
Moderately likely to be concerned about having cordial and harmonious relations with others as is somewhat cooperative, accommodating and understanding. May occasional be modest about one’s own achievements and may at times be aware of and openly admits to one’s own limitations. Fairly likely to be attuned to others’ feelings and emotions and may at times recognize the needs and problems of others.
LEARNING AGILITY COMPETENCIES
Change Agility:
Values shown in above chart are sten scores
4. Change Agility:
Creativity: Low
Not likely to be good at imagination or originality, rarely adding new dimensions to one's work. May not be willing to consider new and unconventional ideas and solutions to problems.
Innovation Management: High
Likely to have a good ability to design and implement new programs/processes by being creative and bringing in new insights to situations. Likely to have a flexible approach to one’s work and constantly work towards deriving innovative solutions to problems.
External Awareness: Low
Not likely to look for opportunities to gain more knowledge or keep oneself updated about company policies and trends that may impact the organization. Not likely to be very diligent or keep attention focused on the external market to understand how it can affect the organization and vice-versa.
Flexibility/ Openness to Change: High
Likely to be open to changes taking place in the organization and is comfortable working with and trying out new activities and experiences. Likely to know how to effectively deal with change. Likely to effectively adapt as one is likely to be open minded and appreciative of new ideas which can contribute positively to work and working environment.
Vision: Low
Not likely to be effective at working with others or building a shared vision about the organization’s growth and progress. May not be flexible and positive, and may not be able to influence or direct others to perform appropriately in order to achieve the vision.
LEARNING AGILITY COMPETENCIES
Results Agility:
Values shown in above chart are sten scores
5. Results Agility:
Accountability: Moderate
Moderately likely to be methodical, systematic and organized when carrying out tasks. May occasionally hold oneself accountable for high quality and cost-effective results. Fairly likely to be self-disciplined and motivated in one’s approach to work; occasionally determines objectives, setting priorities and following through one’s plan to effectively complete tasks. Somewhat likely to have an adequate sense of duty and comply with established systems and rules.
Problem Solving: High
Likely to be skilled at solving problems. May be able to identify and understand patterns and relationships amongst events, situations and apply this knowledge to strategically solve work-related problems.
Drive for Results: Moderate
Moderately likely to be responsible and active at work to ensure desired results and high quality of work. Likely to exhibit a moderate sense of urgency, drive, passion and commitment towards achieving individual and team goals. May at times be able to utilize available resources in a profitable way. Moderately likely to set challenging goals for oneself and for other team members. May at times be able to control one's emotions and behavior and adapt to changing circumstances.
Self-confidence: Moderate
Moderately likely to be capable and efficient, having confidence in one’s own skills and abilities. May at times come across as an independent and assertive individual. May sometimes take initiatives and guide others during challenging times. May occasionally be open and willing to work in situations involving uncertainty and risk.
Confidence in Others: High
Likely to genuinely regard people and easily form close associations with them. Likely to believe that most people are honest and sincere and has confidence in others. Likely to be comfortable working with people having different perspectives than one’s own and takes into consideration others views and opinions when making decisions about work.
Test Log
Test Log
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Started the test with Personality Inventory
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Finished Personality Inventory and started Critical Thinking Test of the test
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Finished Critical Thinking Test and started Abstract Reasoning of the test
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Finished the test