Hey bud, here is a little bit about my work style.
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360˚ Report - CheckPoint
The CheckPoint 360° System identifies leadership as viewed by certain groups of individuals who know and have had the opportunity to observe the manager in the work setting. This is accomplished with the collection of ratings from different sets of observers: Self (me), Superiors, Direct Reports, Collaborators, and Others. Each observer reports their experience with me by rating each of the 70 leadership behaviors. Learn more about CheckPoint 360. This analysis showed that on the CheckPoint 360°TM those managers who had been identified as "good managers" by their respective company typically achieved an average rating of 3.5 to 4.25 when rated by others who knew the manager's work behavior.
Executive Compentecy Overview
This is a competency overview comparing a self rating to the average rating of anonymized observers (Superiors, Peers, Direct Reports, Collaborators, and Others) during my time as President & CTO of Keycentrix. The 18 skills on the right (or below) are grouped into these 8 competencies.
Executive Skill Set Analysis
This is an overview of a self rating compared to the average ratings of anonymized observers (Superiors, Peers, Direct Reports, Collaborators, and Others) for each Skill Set. Sorted by highest to lowest observer rating. A total of 70 leadership behaviors are grouped into these 18 skills.
High Performance Report - PERSONAMETRICS
The High Performance Report is a composite of those Personametrics factors which have been statistically shown to play a vital role in position-specific accountabilities. Drawing on the twenty Personametrics Factors that have been statistically shown to have the most impact on roles like CEO, President, Managing Partner, Vice President, Director. The High Performance Report provides a clear initial view of an individual's most natural behaviors and values relative to that position's most important responsibilities. Learn more about Personametrics
Participative
Tendency | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | Tendency |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Low Information | X | Information Gathering | |||||||||
| Low Information Sharing | <span id="greenx">X</span> | Information Sharing | |||||||||
| Self-Initiative | X | Delegation Comfort | |||||||||
| Independent Decisions | <span id="greenx">X</span> | Consensus Building |
Yellow marks suggest objective collaboration in assuring information and defining specific outcomes.
Persuasive Strength
Tendency | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | Tendency |
|---|---|---|---|---|---|---|---|---|---|---|---|
Non-Persuasive Response | <span id="greenx">X</span> | Persuasive Response | |||||||||
Low Desire to Influence | <span id="greenx">X</span> | Strong Desire to Influence | |||||||||
Need for Harmony | X | Tenacious/Desire to Win | |||||||||
Withdrawn/Introvert | <span id="greenx">X</span> | Communication Comfort |
Yellow marks point to a strong level of determination to persuade and guide in a positive manner.
Sense of Urgency
Tendency | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | Tendency |
|---|---|---|---|---|---|---|---|---|---|---|---|
Persistent Achievement | <span id="greenx">X</span> | Defined Stability | |||||||||
Timely Decisions | X | Slow Decisions are Best | |||||||||
Passive/Humble | <span id="greenx">X</span> | High Drive/Competitive | |||||||||
Easy-Going | <span id="greenx">X</span> | High Sense of Urgency |
Yellow marks indicate a strong commitment to timely achievement.
Innovative Risk Mgt
Tendency | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | Tendency |
|---|---|---|---|---|---|---|---|---|---|---|---|
Risk Aversion | <span id="greenx">X</span> | Risk Comfort | |||||||||
Accountability Discipline | <span id="greenx">X</span> | Awaiting Outcomes | |||||||||
Implusive | X | Analytical/Compulsive | |||||||||
Resistant to Change | <span id="greenx">X</span> | Innovative/Enterprising |
Yellow marks are known for innovative but calculated and managed risk.
Performance Commitment
Tendency | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | Tendency |
|---|---|---|---|---|---|---|---|---|---|---|---|
Focus on Contribution | <span id="greenx">X</span> | Focus on Position Status | |||||||||
Commitment to being Invaluable | <span id="greenx">X</span> | Personal Interests First | |||||||||
Apathetic Career Sentiment | <span id="greenx">X</span> | Career Commitment | |||||||||
Expedient Standards | <span id="greenx">X</span> | High Performance Standards |
Yellow marks suggest job mastery and commitment to timely & quality outcomes.