participant name: michelle sample prepared for: client ... · 4. create a stimulating learning...

Participant Name: Michelle Sample

For the position of: Manager

Prepared for: Client Administrator

Client Name: Omnia - Illustrative Sample

Client #: 11-00-SAMPLES

Analyst: WendyS

QC: KLM

Profile #: MGR 2043

Date: October 20, 2008

Copyright © The Omnia Group, Inc. All Rights Reserved. 1-800-525-7117. www.OmniaGroup.com 2

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Client Name: Omnia - Illustrative SampleClient Number: 11-00-SAMPLES

Participant Name: Michelle SamplePosition: ManagerProfile Number: MGR 2043Report Date: October 20, 2008

1:Assertive, competitive 2:Cautious, helpful

3:Sociable, empathetic 4:Analytical, objective

5:Fast-paced, multi-tasking 6:Patient, methodical

7:Independent, decisive 8:Structured, detailed

ANALYST COMMENTS WRITTEN FOR: Michelle Sample

Michelle describes herself as authoritative, analytical, evenly paced and mindful of company protocol. She is likely an

ambitious, goal-focused individual who enjoys pursuing risks if she sees they are opportunities for professional

achievement. She is apt to set impressive objectives for herself and her staff and make proactive decisions regarding the

direction of her department. Michelle exhibits a straightforward, bottom-line demeanor that is often ideal for developing

strategies to achieve organizational goals. She likely uses reason even when dealing with emotional topics and should be

objective when conducting personnel reviews. However, she does not appear socially outgoing or highly motivational.

Remind Michelle to be visible to her team, talk to them, visit their offices and observe how business is handled. Encourage

her to use praise to produce results, as she may be much more focused on fixing problems than on recognizing staff

achievements.

She seems relatively adaptable to change and interruptions. Though she might not be as urgent as most leadership

personalities. Despite that, she seems comfortable juggling a few priorities simultaneously and reacting to emergencies

and tight deadlines with immediacy. Michelle also shows a measure of persistence for following through on commitments.

She likely sets reasonable timetables for her subordinates. She appears to be both independent and accommodating. She

likely follows the rules and expects her staff to do the same yet appreciates innovation and the need to take action in

unfamiliar situations. Michelle should give independent employees the latitude to self-manage but offer consistent

guidance to structured staff members. She shows some attention to detail, yet she should not be perfectionistic or

inefficiently meticulous.


Top Talent. Remarkable Results.



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ENERGY: Optimal

Individuals with "optimal" responsivity normally have good mental alertness. Accordingly, we see goodpotential in Michelle for productive behavior throughout your typical workweek for this position, without undueperformance fades or burnout. Michelle should be easily trainable.

DEVELOPMENT SUGGESTIONS:

1. The number of hours per week required by this position should be comfortable for this individual. If mutuallyconvenient, and unless something changes, we suggest staying within that general range.

2. Optimal Energy is one of many indicators of an employee's potential to be productive and focused on the job.However, please review the entire analysis for any additional issues that may affect, either positively ornegatively, this individual's productivity and focus.

3. Michelle shows good vitality and mental resourcefulness for learning new information. This could be a goodtime for her to complete additional training and develop new job knowledge.

4. Create a stimulating learning environment that stretches this employee's mind and creativity. Organizebrainstorming sessions for improving procedures.

5. Create an individual development plan and meet regularly to review status. Provide opportunities for mentoringand cross-training.





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PERSPECTIVE: Optimal

Michelle shows an optimal perspective, suggesting good quality and purposefulness to her behavior. Thismeans that she should not surprise you by behaving out of character. It also suggests that she has aconsidered reason for what she says or does and should typically give mature forethought to theconsequences of her words and actions.


1. Optimal Perspective is a positive indicator that the participant was comfortable with the assessment.Utilize this individual in ways that call upon the strengths she identified within the profile.

2. Optimal Perspective suggests the employee typically responds to situations in a consistent manner.Create an individual action plan that further develops this employee's comfort in situations wheremaintaining an even keel is important.

3. While some personalities are more deliberate and objective than others, optimal Perspective suggests atendency to be sensible and not overreact. As the individual develops within your organization, provideopportunities to evaluate increasingly complex or sensitive situations and formulate appropriate responses.

4. While some personalities are more expressive and impulsive than others, optimal Perspective suggestsgood self-awareness when interacting with people. Provide opportunities for Michelle to further enhancecommunication skills and build collaborative relationships.

5. Create a genuine sense of purpose in this employee's professional life. Discuss how she contributes tothe organization's success and how she can grow professionally within your organization.





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INTENSITY: Optimal

Michelle shows an optimal intensity that is within the recommended range. This means that she depictedherself in definitive terms, giving us a clear, distinct picture of who she is, along with her probable hot and coldbuttons. Thus, we can make valid assessments about which behaviors you are likely to see. It also allows usto provide management tips and discern what motivators you can use most effectively with Michelle.


1. This employee identified with distinct behaviors and preferences, making it easier to know how tomotivate her. Review the motivators and demotivators in this report and think about how the employee hasresponded to these in the past.

2. Michelle described herself in a clear, discernible manner that helps us develop a full picture of herpersonality. There may be other factors that affect how clear a reading we get; review the analyst commentsin its entirety for any additional issues that may apply.

3. Optimal Intensity suggests the flexibility to adjust behavior somewhat in different types of situations. Haveyou seen a reasonably good ability to adapt to various job demands that may require a different sort of focusor skill set?

4. Optimal Intensity suggests few or no behavioral extremes. Clear traits are evident, yet there is at leastsome balance between the individual's dominant and less dominant qualities. Does your experience withthis employee show that she typically responds to people and situations in an appropriately moderate,measured manner?

5. Help her set goals that fulfill company objectives as well as appeal to individual strengths and interests.Customize your feedback style to hit this employee's motivators.





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When you complete an Omnia position description form, the questionnaire builds an 8-column personality graph for the job. When anOmnia analyst receives a completed profile assessment, the participant’s Omnia graph is compared to the job graph and cultural items.Points are deducted when dissimilarities exist between your needs and the participant’s preferred behaviors. We also take intoconsideration Energy, Perspective, and Intensity when scoring the profiles

COMPATIBILITY: No Score

This EPIC Profile has been scored based on the position title you selected, but you have opted not to display the compatibilityratings. We advise against displaying the compatibility rating because this participant is an existing employee of yourorganization and you are using the Profile for retention purposes, rather than selection. Retention uses of the Profile includeself-awareness,coaching and development, team building, and communication improvement. When the goal is retention, seeinga compatibility rating may not be as helpful to you as the management and motivation information within the Profile report. If youwould like to discuss the compatibility rating privately, please contact a client advisor at 800-525-7117.





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PRIMARY PERSONALITY TRAITS

1:Assertive, competitive 2:Cautious, helpful

Tall Column 1:

Michelle comes across as assertive and bold. The taller her column 1, the morethese qualities are apt to be evident. She seems able to deal proactively withpersonnel issues and hold her staff accountable (provided column 1 is taller thancolumns 3 and 8), and she can likely maintain her authority when challenged.

Since she might naturally have a competitive outlook, tie her performance goals andincentives to the success of her team, rather than just her individual achievements.This should encourage her to devote more time to serving as a mentor anddeveloping staff. If column 1 is extremely tall, you may need to make sure she doesnot push her team too hard to achieve the ambitious goals she likely sets.

3:Sociable, empathetic 4:Analytical, objective

Tall Column 4:

Analytical, practical and knowledge-driven, Michelle seems an objective thinker wholooks at problems from all angles and tries to find the most constructive solutions.She likely strives to be well-informed in her line of work and impartial in evaluatingher team.

Her communication style is probably direct and factual, so she may not always takeenough time to praise and encourage her team. Remind her to commend theirefforts frequently and encourage her to offer feedback verbally, not just throughimpersonal e-mail. When communicating with her, be discreet and offer constructive,specific commentary. Focus her on measurable goals.





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PRIMARY PERSONALITY TRAITS

5:Fast-paced, multi-tasking 6:Patient, methodical

Moderately Tall Column 5:

Michelle appears to operate with a moderate sense of urgency yet does not seemunduly rushed. Though timely and fairly comfortable with change, she also displaysa modicum of patience which should help her provide a measure of stability to herteam.

She seems comfortable pursuing a few different goals at once yet not inclined totake on more than she can realistically handle. Though she might like being able towork toward short-term goals that allow for a quick sense of accomplishment, sheshows enough persistence for long-term goals as well.

7:Independent, decisive 8:Structured, detailed

Moderately Tall Column 8:

She seems moderately detail oriented but still capable of keeping the big picture inperspective. Though she likely stays aware of her team's progress and providesspecific guidelines, she does not seem to micromanage. With new or unproven staff,she might be selective about delegating assignments, since ensuring quality seemsimportant to her.

Once subordinates have proven worthy and gained her trust, she likely delegatesmore confidently. She probably follows company guidelines and expects her team todo the same. However, she might feel more comfortable discussing very ambiguoussituations with her superior before making decisions. Keep lines of communicationopen, but be diplomatic when offering feedback, as she appears somewhatsensitive.





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BEHAVIORAL DYNAMICS

Combination of Tall Columns 1 and 4:Michelle seems a proactive, pragmatic leader with a direct, specific communication style. She is likely aforward-thinking strategist who is willing to try new initiatives, yet who weighs all their pros and cons beforeimplementing them. Though probably not a cheerleader type of manager, she seems fair and able to gain respectfor her knowledge.

Since she probably likes to get straight to business, she might unintentionally seem blunt. Also, she might not seethe need to vocally praise her team's work or interact with them. Make sure she commends their efforts and offersface-to-face feedback on a regular basis. She seems to need specific, measurable goals to work toward.





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BEHAVIORAL DYNAMICS

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TALENT MANAGEMENT & COACHING

MOTIVATED BY:

Challenge and opportunity; chances to win; beingable to make a real difference; having authority toget things done; performance-basedrewards/financial incentives; growth-oriented goals.

Analytical problems to solve; a professional andpractical workplace; praise that is objective andspecific to the relevant accomplishment; factualcommunications; measurable goals; a strongsense of fairness in the workplace.

DEMOTIVATED BY:

Not having much room to advance, or having to wait along time for a promotion; across-the-board raises, asopposed to raises based on individualaccomplishments; no opportunity to earn bonuses orother financial incentives; being a manager in title only,without actually having much authority; having littleopportunity to compete and win.

Working with people who gossip or do not respectconfidentiality; subjective or preferential treatment;dealing with topics on an emotional versus logical level;vague praise; frequent social networking; a lack ofmental challenge.

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Management Development

NATURAL COMMUNICATION STYLE: BEST COMMUNICATION PRACTICES:





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ABOUT THE OMNIA PROFILE

The Omnia Profile report is based on responses to the Omnia Profile, an instrument that measurespreferred behavioral characteristics. While an individual’s behavior can fluctuate depending on thesituation, the Omnia Profile captures an individual’s most comfortable pattern of behavior and istherefore a good indicator of how they will respond to most business situations and tasks. The OmniaProfile should account for only 20 to 25 percent of the overall hire, promotion and career developmentdecisions.

As with any assessment, the Omnia Profile does not measure all factors that contribute to individualsuccess and productivity. Outside of the behavioral characteristics, we recommend you fully evaluate aparticipant’s skills, education, intelligence, personal work ethic and integrity. For selection, carefullyconfirm as much as possible from references, work history and the interview responses.

Your People. Discover Them. Understand Them. Evolve Them.


participant name: michelle sample prepared for: client ... · 4. create a stimulating learning...

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