Report Section
Leadership test main 1002
Test Taker Details
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Email Address: xyz@mettl.com
Response Style
Response Style Genuine
Explanation of Response Style:
Genuine
If questions are answered in a sufficiently varied manner.
Social Desirability
If questions are answered in a socially desirable manner for more than 60% of the questions.
Central Tendency
If more than 60% of the questions are answered as ‘neither agree nor disagree’.
Acquiescence
If questions are answered in a ‘strongly agree’ or ‘agree’ manner for more than 60% of the questions.
EXECUTIVE SUMMARY
Recommendation for the Role
Moderately Recommended
Dominant Leadership Style
Delegative Leadership
Believes in delegation of tasks and responsibilities. Trusts the abilities of the team members and allows them to take their own course of action, once tasks have been assigned.
Negotiative Leadership
Has a political approach to work and takes decisions based on personal interests. Capable of identifying others’ needs and using them as a basis for negotiations.
Key Motivators
Affiliation/Social Contact, Power, Achievement
Interacting with other people at work; 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
Money/Incentives, Competition/Challenge, Power
Materialistic gains and rewards; opportunities to compete with others to prove oneself as the best among one's peers
Red Flags
None
Strengths
Decisiveness
Likely to be a very good decision maker.
Creativity
Highly imaginative and receptive to unconventional ideas at work.
Innovation Management
Is highly innovative and constantly works towards deriving new and creative solutions at the workplace.
Areas of Development
Strategic Thinking
Be efficient and organized in one's work, develop confidence to effectively formulate objectives and implement plans for organization's growth and development.
Accountability
Learn to be self motivated and disciplined in one's approach to work, focusing on achieving high quality results.
Conflict Management
Learn to recognize others' emotions and help others when needed.
Dominant Leadership Styles
1
Delegative Leadership
Believes in delegation of tasks and responsibilities. Trusts the abilities of the team members and allows them to take their own course of action, once tasks have been assigned. Is still responsible for the decisions that are made and is available for consultation and feedback.
Advantages
Disadvantages
Suitable Leading Style when
Role in the Team
Motivated by
Dominant Leadership Styles
2
Negotiative Leadership
Has a political approach to work and takes decisions based on personal interests. Capable of identifying others’ needs and using them as a basis for negotiations. Uses incentives to make deals with sub-ordinates in order to get the work done.
Advantages
Disadvantages
Suitable Leading Style when
Role in the Team
Motivated by
LEADERSHIP COMPETENCIES
Leading Change:
Values shown in above chart are percentiles
1. Leading Change:
Creativity: Very High
Likely to be very high on imagination and originality, adding new dimensions to one's work. Is very willing to consider new and unconventional ideas and solutions.
Innovation Management: Very High
Has a high ability to design and implement new programs/processes by being highly creative and bringing in new insights to situations. Is likely to have a very flexible approach to one’s work, constantly working towards deriving innovative solutions.
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. Is somewhat diligent and on occasion may 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: High
Likely to be open to changes taking place in the organization and is comfortable working with and trying out new activities and experiences. Knows how to effectively deal with change and can adapt by being open minded and appreciative of new ideas which can contribute positively to work and working environment.
Stress Tolerance: Very High
Likely to deal in a highly effective manner with pressure by being calm and poised & not getting discouraged by setbacks in adverse situations, working hard to ensure timely and efficient completion of tasks. Likely to always remain optimistic and never give up even if unsuccessful in some deals. Can efficiently and actively cope with workplace stress.
Strategic Thinking: Low
Not likely to be very systematic and meticulous in one's work, rarely engaging in scheduling of work activities, organization of tasks and formulation of objectives and priorities. Not likely to always have a methodical approach to one’s work, seldom thinking through one’s actions carefully or implementing plans for the organization’s growth with confidence.
Vision: Moderate
Moderately likely to be capable of working with others and build 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.
LEADERSHIP COMPETENCIES
Leading People:
Values shown in above chart are percentiles
2. Leading People:
Conflict Management: Low
Is not very likely to be attuned to one's and others' emotions and is not very capable of understanding and listening to other people's problems. May not always actively 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 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. Is somewhat able to lead and coordinate a team effectively. Is at times comfortable during social interactions, providing team members with adequate opportunities to learn.
Team Building: Moderate
Has a moderate ability to 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. Is moderately able to coordinate and cooperate with a team productively.
LEADERSHIP COMPETENCIES
Result Driven:
Values shown in above chart are percentiles
3. Result Driven:
Accountability: Low
Not very likely to be methodical, systematic and organized when carrying out tasks. Rarely holds self and others accountable for high quality and cost-effective results. Not highly self-disciplined and motivated in one’s approach to work; seldom determines objectives, sets priorities and follows through one’s plan to effectively complete tasks. May not always have a strong sense of duty and may not always comply with established systems and rules.
Decisiveness: Very High
Likely to be extremely skilled at making well informed, effective and timely decisions by clearly understanding and defining the problem/situation, analyzing the underlying assumptions of a situation, carefully evaluating the available evidence and drawing logical conclusions from it to reach an appropriate decision.
Problem Solving: Moderate
Likely to be moderately skilled at solving problems by being able to identify and understand patterns and relationships amongst events, situations and applying this knowledge to strategically solve work-related problems.
LEADERSHIP COMPETENCIES
Building Coalition:
Values shown in above chart are percentiles
4. Building Coalition:
Partnering: Moderate
Is likely to be moderately social, occasionally choosing to spend time interacting in social groups to develop professional networks and establish contacts. Is somewhat cooperative, accommodating and uninhibited with a moderate ability to collaborate with people from different backgrounds to achieve one’s goals.
Influencing/ Negotiating: Moderate
Can 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.
LEADERSHIP COMPETENCIES
Basic Competencies:
Values shown in above chart are percentiles
5. Basic Competencies:
Integrity/ Honesty: Moderate
Moderately likely to behave in an honest and ethical manner by strictly adhering to moral and ethical codes while working. Is somewhat sincere and can occasionally be relied upon to carry out assignments efficiently.
Open to Learning: High
Likely to be secure in one’s abilities while being aware of and recognizing one’s own strengths and limitations. Is not likely to be bothered about other’s judgments but instead works towards personal growth and development, 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 somewhat amiable and occasionally enjoys working and interacting with people. Is 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. Can occasionally work efficiently with others as is somewhat accepting and trusting.
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 of the test
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Finished Critical Thinking and started Abstract Reasoning of the test
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Finished the test