Report Section
Mettl Learning Agility 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
HIGH POTENTIAL OR NOT?:
Values shown in above chart are sten scores
High Potential or Not?
High Potential
Levels of Agility :
Values shown in above chart are sten scores
1. Levels of Agility :
Mental Agility: High
Likely to think critically and deal with problems from a fresh point of view. Likely to be comfortable dealing with ambiguity and complexity.
People Agility: High
Likely to relate to and deal with a wide variety of people well. Likely to 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: High
Likely to be result driven and often demonstrate a sense of urgency, drive, passion and a strong commitment towards achieving individual and team goals.
Strengths
Critical Thinking
Likely to be skilled at applying critical thinking effectively for decision making and analysis.
Interpersonal Savvy
Likely to understand the dynamics of the organization; enjoy working and interacting with people. Likely to be sociable, accepting and trusting.
Managing Diversity
Likely to efficiently work with people from different backgrounds and treat everyone with respect.
Areas of Development
Innovation Management
Learn to have a more flexible and innovative approach to one's work and work towards deriving new and creative solutions at the workplace more often.
Dealing with Ambiguity
Needs to learn to convert abstract or unclear thoughts into more clear and concrete aspects.
Creativity
Learn to use more imaginative and innovative ways at work, rather than always following the traditional approaches.
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: High
Likely to be proficient at applying one's skills effectively for strategic thinking and decision making. Likely to be a quick learner and easily grasp new and complex concepts. Likely to often identify logical patterns and relationships among events, situations or ideas and apply this knowledge to strategically solve work-related problems, effectively.
Open to Learning: High
Likely to be secure in one’s abilities while being aware of and recognizing one’s own strengths and limitations. Not likely to be bothered about other’s judgments and may instead works towards personal growth and development. Likely to put in effort to learn, improve oneself and acquire more knowledge.
Dealing with Ambiguity: Moderate
Moderately likely to be comfortable in situations involving uncertainty and risks and may at times deal with ambiguous situations well by being methodical and patient. Somewhat likely to be deliberate and meticulous in one's approach to work, may at times analyzing all available information in a rational manner, thinking through one's actions somewhat carefully and cautiously. Likely to occasionally seek out opportunities to try out new activities and at times be able to actively cope with tough situations, rather than being passive.
Interpersonal Savvy: High
Likely to be capable of identifying and understanding the dynamics of the organization as may be highly amiable. May enjoy working or interacting with people. Likely to be sociable, sympathetic and honest, often willing to lend an ear to others or share one’s own ideas with others. May be able to work efficiently with others as one may be accepting or trusting of others.
LEARNING AGILITY COMPETENCIES
People Agility:
Values shown in above chart are sten scores
3. People Agility:
Developing People: High
Likely to contribute in encouraging and developing the abilities of team members by providing feedback and suggestions often. Likely to be able to lead and coordinate with team effectively. Likely to be comfortable during social interactions, providing team members with adequate opportunities to learn.
Managing Diversity: High
Likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. May be at ease working with people having different perspectives and may often foster an inclusive workplace where individual differences are respected and valued.
Team Building: High
Likely to understand and appreciate individual differences among team members and adjust one's work style accordingly. Likely to accurately assess and utilize the strengths of all the team members while completing a task. May have the ability to coordinate and cooperate with a team productively.
Conflict Management: High
Likely to be attuned to one's and others' emotions and is capable of understanding and listening to other people's problems. Likely to help out people with their conflicts by taking their views in consideration, understanding their problem and providing solutions.
Political Savvy: High
Likely to be concerned about having cordial and harmonious relations with others as is cooperative, accommodating and understanding. Likely to be modest about one’s own achievements and is aware of and openly admits to one’s own limitations. Likely to be attuned to others’ feelings and emotions and easily recognize the needs and problems of others.
LEARNING AGILITY COMPETENCIES
Change Agility:
Values shown in above chart are sten scores
4. Change Agility:
Creativity: Moderate
Moderately likely to be good at imagination and originality, occasionally adding new dimensions to one's work. May at times be willing to consider new and unconventional ideas and solutions to problems.
Innovation Management: Moderate
Moderately likely to have an ability to design and implement new programs/processes at work, by being somewhat creative and bringing in new insights to situations. May at times have a flexible approach to one’s work, and occasionally work towards deriving innovative solutions to problems.
External Awareness: Moderate
Moderately likely to look for opportunities to gain more knowledge and keep oneself updated about company policies and trends that may impact the organization. Likely to be somewhat diligent and occasionally 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: Moderate
Moderately likely to be capable of working with others and building a shared vision about the organization’s growth and progress. Likely to be somewhat flexible and positive, with an adequate ability to influence and 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: Moderate
Moderately likely to be skilled at solving problems. May at times 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: High
Likely to be responsible and active at work to ensure desired results and high quality of work. Likely to exhibit a sense of urgency, drive, passion and a strong commitment towards achieving individual and team goals. May be able to utilize available resources in the most profitable way. Likely to set challenging goals for oneself and for other team members. Likely to 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 Abstract Reasoning and started Problem Solving of the test
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Finished the test