si workplacebehaviors sample

8/2/2019 SI WorkplaceBehaviors Sample

1/11

TTI Success Insights

Workplace Behaviors Version

Salesman SandersSales

11-15-2011

800-555-5555Springfield, USA

789 StreetABC Co. Ltd.

Bringing Awareness

Copyright 2006-2010. Target Training International, Ltd.


2/11

INTRODUCTION

Sales

Jobs today are forever changing and people have to adapt to these changes at a faster

rate than ever before. The changes may be the job skills needed, the working

environment, the technical skills needed or simply the way in which the job needs to be

done. Jobs are also becoming more complex. One job description today may

encompass the duties of three or four jobs ten years ago. Therefore people in the

positions need to be able to perform a variety of functions that call for different ways of

getting things done.

The TTI Success Insights Workplace Behaviors report is designed to give an overview

of how the job needs to be done. This will allow an organization to determine the type

of individual that would be most successful in a given position. Some jobs require the

incumbent to be all things to all people. This can cause extreme stress for an

individual. Often times, an organization can reevaluate the position in order to make it

more realistic for one person to perform successfully. Doing so will lead to increased

retention, productivity and job satisfaction.

As you read through this report, remember to think of the job, not the person!

Copyright 2006-2010. Target Training International, Ltd.1



3/11

JOB CHARACTERISTICSDominanceProblemsChallenges

Our changing work environments require the need to clearly focus on the different behavioral demands of thejob. The Job Characteristics section of this report describes the behavioral demands of the position. The reportbreaks down the job into four behavioral groups for the ease of matching people to the job.

Sales

This job calls for an individual

Who is able to calculate the use of power and authority.

Who is able to respond to problems and challenges.

With a drive to succeed.

Who can work within given authority and parameters.

Who can work through challenging assignments.

Who is an independent thinker.

Who can succeed in an environment with freedom from a lot ofdetail work.

Who is flexible.

With the ability to solve problems and meet challenges.

Who can take an idea and move with it, but not beyond the scopeof authority.

Who is supportive of change.

Who can participate in decision making.




4/11

JOB CHARACTERISTICSInfluencePeopleContact


Sales


Who enjoys social interactions.

With a high trust level.

With an optimistic outlook.

With good verbal skills.

With the ability to get people emotionally involved.

Who desires to work with people.

Who has openness to new ideas.

With the ability to move from one activity to another quickly.

Who desires participatory management.

Who desires an environment with flexible use of time.

With an outgoing personality.

Who demonstrates a creative approach to problem solving.

Who can develop democratic relationships with others.

Who enjoys working with people more than working with things.

Who desires a team approach.

With the ability to initiate contact with others.

With the ability to get things done through people.




5/11

JOB CHARACTERISTICSSteadinessPaceConsistency


Sales


Who works best when juggling several balls at the same time.

Who desires openness in communication.

Who demonstrates alertness and sensitivity to problems.

Who has the ability to work on more than one project.

Who is flexible.

Who can adapt to change.

Who works best with a support system to help with detail.

Who works best with questioning procedures in place.




6/11

JOB CHARACTERISTICSComplianceProceduresConstraints


Sales


Who desires rules and procedures.

Who works best under quality controls.

Who desires a systematic approach to work.

Who thinks before acting.

Who analyzes facts and data.

Who desires clarification of responsibilities and authority.

Who works best with a clean work station.

Who demonstrates a disciplined use of time.

Who demonstrates balanced judgment.

Who clarifies the use of data.




7/11

CONFLICTING JOB REQUIREMENTS

The TTI Success Insights Workplace Behaviors assessment is designed to analyze the job by letting the job talk.This section describes the potential conflicts or concerns for people in this position. In some cases anorganization may choose to re-evaluate the position or its key accountabilities.

Sales

This position is requiring the incumbent to have a behavioral stylewith the potential for me-me conflicts. This is quite common inpositions and normal for individuals to possess such behavioralstyles. Based on the incumbents behavioral style, the organizationmay need to make modifications to the communication flow andactivity levels of the position. Please review the incumbentsbehavioral report for ideas that may help decrease the risk ofbehavioral job stress.




8/11

BEHAVIORAL HIERARCHY

This section is designed to give a visual understanding of the behavioral traits demanded of the position. Thegraphs below are in descending order from the highest rated behavioral traits required by the job to the lowest.This means the higher the score the more important that behavioral trait is to stress reduction and superior jobperformance.

Sales

1. FREQUENT INTERACTION WITH OTHERS0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10

8.0

2. URGENCY0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10

7.5

3. VERSATILITY

0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .107.5

4. COMPETITIVENESS0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10

7.0

5. CUSTOMER ORIENTED0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10

7.0

6. FREQUENT CHANGE0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .107.0

7. ORGANIZED WORKPLACE0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10

4.0

8. ANALYSIS OF DATA0 . . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10

4.0

WB: 64-76-38-52 (45)




9/11

INTERVIEW QUESTIONS

Read the following suggested interview questions as they relate to the most desired behavioral traits to performthe job. Modify the questions to be more job-specific and assure that all candidates are asked the samequestions.

Sales

1. FREQUENT INTERACTION WITH OTHERSHow do you handle frequent interruptions by other people? Howabout your response to people who ask you question afterquestion?Are you more comfortable with details or people with the bigpicture or with bits of data?

2. URGENCYWhen faced with a deadline, how do you respond?How important is it to you to have all the facts beforeproceeding? Give me an example of a time when you didn'thave all the facts and you proceeded anyway. How did youfeel? How did the it work out?

3. VERSATILITYAre you patient or impatient? Give me an example of how youhandle slower-moving people. Would you consider yourself tobe opinionated? Strong-willed? Explain.How important is it for you to be systematic? Describe a systemyou have set up, used and been successful with in any previous

job you have had.




10/11

WORKPLACE BEHAVIORS

Sales

Salesman Sanders

11-15-2011

100

90

80

70

60

50

40

30

20

10

0

D

64

I

76

S

38

C

52%




11/11

THE SUCCESS INSIGHTS WHEEL

Sales

Salesman Sanders11-15-2011

CONDUCTOR

PER

SUAD

ER

PROM

OTER

RELATER

SUPPORTER

COO

RDINATOR

ANALY

ZER

IMPLEMENTOR

1

2

3

45

6

7

8

910

11

12

13

14

15

1617

18

19

20

21

22

23

24

2526

27

28

29

30

31

323334

35

36

37

38

39

40

4142

43

44

45

46

474849

50

51

52

53

54

5556

57

5859

60

Bold,aggressiveaction

s.

Challengingassignm

ents.

Expeditesaction.

responsibilities.

Authoritytocarryout

Firm,quickdecisionmaking.

Results-oriented.

Cha

ngeagent.

Ent

hu siasm

.

Persuasiv

e

communicator.

Resultsth

ro ughpeo

ple.

Testin

gofnew

i

deas.

Com

petitio

n with

others.

People

cont

act.

Solut

ionst

ope

ople

probl

em

s

.

Optim

istic

outlo

ok.

Verba

lizestho

ught

san

did

eas

.

Vari

edactiviti

es.

M

obilit

y.

Teamwork.Coachingandcounseling

.

Servicetoothers.Harmoniousworkenvironment.

Security.Assistancetocustomers

.

Logicalthinking.

System

aticroutine.

Closure.

Rela

xedpace.

Teamparticipati

on.

Security

.

Taskorie

ntati

on

.

Adhere

ncet

o

stand

ard

s.

R

outine

work

.

Guidelines

t o

fo

llow

.

Factsand

dat

a

to

ana

lyze

.

Diplomacy

and

c ooperation

.

High

qualitysta

ndard

s.

Pro

cedu

resto

follo

w.

Cle

an,tid

ywo

rkstat

ion.

Safet

yan

dsecu

rity.

Accuracy.

Analy

sisof

facts

andd

ata.

thinking.Creativ

eandoriginal

Logicaldecisions.Studyin

gandsolvingproblems.

Efficientmethodology.

Effectivetimemanagement.

Fact-basedsolutions.

s

Workplace Behaviors: s (45) PROMOTING PERSUADER (ACROSS)

10


si workplacebehaviors sample

Documents