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 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: Low
Not likely to think critically and may not be able to deal with problems from a fresh point of view. Not likely to be comfortable dealing with ambiguity or 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: Low
Not likely to be curious or creative or like to experiment with new ideas and struggles to deal with change.
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
Accountability
Likely to be motivated and self disciplined in one's approach to work, focusing more on achieving high quality results.
Areas of Development
External Awareness
Need to make an effort to acquire knowledge about the policies and trends that may impact the organization.
Critical Thinking
Needs to be skilled at applying critical thinking effectively for decision making and analysis.
Strategic Orientation
Needs to develop skills for strategic thinking and decision making.
LEARNING AGILITY COMPETENCIES
Mental Agility:
Values shown in above chart are sten scores
2. Mental Agility:
Critical Thinking: Low
Not likely to be skilled at applying critical thinking for making an effective decision or analysis. May not be able to analyze some of the underlying assumptions of a situation while defining problems and their consequences. May not be able to pay attention to all available evidence while judging the relevance of an argument. Likely to struggle to draw logical conclusions from the information available or make decisions accordingly.
Strategic Orientation: Low
Not likely to be proficient at applying one's skills for strategic thinking or decision making. May not be a quick learner or be able to grasp new and complex concepts. May not be able to identify logical patterns and relationships among events, situations or ideas, hence, failing to 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: Low
Not likely to understand or appreciate individual differences among team members or adjust one's work style accordingly. May not be able to accurately assess and utilize the strengths of all the team members while completing a task. Not likely to effectively 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: 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: Low
Not likely to have the ability to design or implement new programs/processes at work, as one may not be creative or bring new insights to situations. May not have a flexible approach to one’s work or 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: Moderate
Moderately likely to be open to changes taking place in the organization and may be somewhat comfortable working with and trying out new activities and experiences. May at times be able to effectively deal with change. Fairly likely to adapt reasonably well, as one may 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: High
Likely to be methodical, systematic and organized when carrying out tasks. Likely to hold oneself accountable for high quality and cost-effective results. Likely to be self-disciplined and motivated in one’s approach to work; determine objectives, set priorities and follow through one’s plan to effectively complete tasks. May have a strong sense of duty and comply with established systems and rules.
Problem Solving: Low
Not likely to be skilled at solving problems. May not be able to identify or understand patterns and relationships amongst events, situations or 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: Low
Not likely to be capable or efficient, rarely having confidence in one’s own skills and abilities. May not come across as an independent and assertive individual. May not be able to take initiatives and guide others during challenging times. Not likely to be open or willing to work in situations involving uncertainty and risk.
Confidence in Others: Moderate
Moderately likely to genuinely regard people and form close associations with them. May at times believe that most people are honest and sincere and have a reasonable level of confidence in others. Likely to be somewhat comfortable working with people having different perspectives than one’s own and occasionally 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 Critical Thinking Test of the test
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Finished Critical Thinking Test and started Problem Solving of the test
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Finished Problem Solving 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