Results of The Sales Achiever

The Sales Achiever

Assessment On: John Henderson
Phone: 800-555-1212
Email: jondoe@no-one.com

Position: Sales

Company: Your Company Co.
Report Type: Outside Sales

Assessment Date: 6/29/99 -- 3:41:20 PM

*The Sales Achiever*
Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 1

----- Mental Aptitudes ----- Mental Acuity

‚ ƒ „ … † ‡ “ ‰Mr. Henderson is high in Mental Acuity, indicating he is a very fast thinker with a high degree of critical thinking ability. He has excellent problem solving capabilities; therefore, he can comprehend customer or prospect needs quickly, and present a product or service which will meet those needs effectively. He will not only enjoy, but will require, mentally challenging work for job satisfaction.

Business Terms

Œ ‚ ƒ „ … † ‡ ˆ ‰John has little knowledge of the specialized language of business, possibly due to a lack of interest in business matters or a lack of exposure. To communicate better with customers or prospects, he needs to study the language associated with his specific industry.

Memory Recall

Œ ‚ ƒ „ … † ‡ ˆ ‰Mr. Henderson does not keep up-to-date with things happening in the world around him and may be unaware of competitive trends or changes in industry which could directly affect his sales.

Vocabulary

Œ ‚ ƒ „ … † ‡ ˆ ‰Mr. Henderson's vocabulary skills are very limited and this may be a liability when communicating with prospects and customers. It is also possible that English is his second language.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 2

Numerical Perception

‚ ƒ „ … † ‡ ˆ ”John's superior Numerical Perception score indicates that he can process data quickly and correctly. John's decision-making skills are enhanced by his ability to identify critical features in his work, and he should be able to accurately write up orders, contracts and other detail-oriented paperwork.

Mechanical Interest

‚ ƒ „ … † ‡ ˆ ”John is extremely interested in machines and the inner workings of mechanical devices. He probably enjoys working with machines and because of this, would be willing to put forth effort to understand information regarding new technology, etc., which he could use to enhance his sales ability. This aptitude, however, measures only interest, not mechanical ability.

----- Personality Structure -----
Energy

‚ ƒ „ † ‡ ˆ ‰Mr. Henderson has a well-balanced tension and drive level. He will energetically prospect and pursue new business, but remains calm enough to maintain his level of concentration and focus when making sales presentations.

Flexibility

‚ ƒ „ † ‡ ˆ ‰John is an ethical sales rep with a good sense of integrity, but is also creative, adaptable to change and able to handle multiple demands and assignments. He will stick to the "tried and true" on certain occasions, but can also be inventive and generate new ways of utilizing current applications of products or services. He remains focused on his goals, committed to quality and interested in providing good service to customers, but is innovative enough to look for new techniques which could advance the company in the marketplace.

Name: John Henderson	Date: 7/20/99
Company: Your Company Co.	Page: 3

Organization

ƒ „ … † ‡ ˆ ‰Mr. Henderson may not always utilize the time or resources he has available to him to keep himself organized. He is able to easily adapt to schedule changes or interruptions, or other contingencies which might arise. Since he tends to react to situations as they arise, he may not always be as aware of priorities as he should be and this could lead to missed appointments, failure to follow-up thoroughly enough with prospects and other problems. A high score in Mental Acuity may compensate for a low score in this dimension.

Communication

‚ ƒ „ † ‡ ˆ ‰John has an interactive, sharing style of communicating and will be a good collaborator who can share his own thoughts and knowledge with customers, prospects and others. Even though he is open and interactive and feels comfortable interacting with people, he does not require constant contact with people to be content.

Emotional Dev

‚ ƒ „ … † ’ ˆ ‰Mr. Henderson is a self-assured individual with a healthy self-esteem. He believes in himself and is not easily frustrated with slow-moving events such as a customer or prospect taking time to make a buying decision. He is self-reliant, but may at times be overly tolerant.

Assertiveness

‚ ƒ „ † ‡ ˆ ‰John can take control, maintain order, and express his opinions to customers and prospects, but will not actively seek out conflict. He will attempt to influence and direct the buying decision and will ask for the sale, but not to the point of appearing unnecessarily demanding.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 4

Competitiveness

‚ ƒ „ † ‡ ˆ ‰Mr. Henderson is a team player with a sense of competitiveness, but he encourages synergism. He has a competitive spirit, but will encourage and work towards sales goals which are team-oriented. Although he wants to excel and increase sales, he may be reluctant to compete just to achieve his own goals and desires.

Mental Toughness

ƒ „ … † ‡ ˆ ‰John is a very sensitive person who is concerned about the needs of his customers, prospects and others around him. Sales rejection can hurt his feelings and he may allow emotions to take over when making business decisions. He will need encouragement, especially after facing a series of negative events in his job.

Questioning /Probing

‚ ƒ „ … ‘ ‡ ˆ ‰John is trusting, but also cautious. He will ask reasonable, but direct, questions to determine customer's or prospect's needs or desires, and this in turn will enable him to better understand what product or service to present.

Motivation

‚ ƒ „ † ‡ ˆ ‰John needs some job security and will take risks only when he is convinced that he is unlikely to make a mistake or fail. He still requires some feeling of security in sales, such as having a draw against commission, but is also motivated by the opportunity to increase his income based on his personal efforts.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 5

----- Validity Scales -----
Distortion

‚ ƒ „ … † ’ ˆ ‰Mr. Henderson is not willing to reveal a number of his personality traits. Validity of the Personality Dimensions is questionable and a retest is recommended.

Equivocation

‚ ƒ … † ‡ ˆ ‰He has scored within our acceptable equivocation range.

This report is confidential and is an opinion based on test results and other available data. In the selection process it may count up to one third (1/3) of the decision process along with the interview, reference check, education and experience.

Name: John Henderson	Date: 7/20/99
Company: Your Company Co.	Page: 6

Mental Aptitudes - for Outside Sales position
		1 2 3 4 5 6 7 8 9
MENTAL ACUITY	Slow Learn	[.......] X	Fast Learn
BUSINESS TERMS	Uninformed	X	Knowledgeable
MEMORY RECALL	Unaware	X	Aware
VOCABULARY	Limited	X	Strong
NUMERICAL PERCEPTION	Imprecise	[......X]	Accurate
MECHANICAL INTEREST	Indifferent	X	Interested
Personality Dimensions - for Outside Sales position
		1 2 3 4 5 6 7 8 9
ENERGY	Restless	[......X]	Calm
FLEXIBILITY	Flexible	[X......]	Rigid
ORGANIZATION	Disorganized	X [.......]	Planful
COMMUNICATION	Reserved	[X......]	Interactive
EMOTIONAL DEV	Impatient	[.......] X	Tolerant
ASSERTIVENESS	Cooperative	[X......]	Authoritative
COMPETITIVENESS	Team Player	[X.........]	Individualist
MENTAL TOUGHNESS	Sensitive	X [.......]	Tough
QUESTIONING /PROBING	Trusting	[......X]	Skeptical
MOTIVATION	Security	X [..........]	Recognition

Name: John Henderson	Date: 7/20/99
Company: Your Company Co.	Page: 7

Validity Scales - for Outside Sales position
		1 2 3 4 5 6 7 8 9
DISTORTION	Frank Answer	[................] X	Exaggerates
EQUIVOCATION	Choose Alter.	[.........X......]	Choose Middle

STANINE: The STANINE is a system of measurements which divides the population into nine parts.

NOTE: Areas with dots and brackets ([........]) are of primary importance with the dots and brackets reflecting the most desirable range for an individual to score in to have those characteristics. Areas without dots and brackets are secondary areas that provide additional information regarding the individual.

AREAS OF CONCERN: Indicated by dashes, = = = = = =

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 8

Leadership/Sales Analysis Introduction

In reviewing the analysis produced by this report, the reader should bear in mind that the individual whose report is compiled may well be a top performer and/or one of the best people employed in that organization and that particular job area, as well as a top performer in that area where the development suggestions has occured.

When this occurs, one should keep in mind that the individual has been compared to top performers across the United States and consequently, the level of individuals the person has been compared to are highly advanced in their performance. The report, therefore, should be read in the light of "what could make the best better," with the knowledge and understanding that there is always room for improvement within any individual.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 9

Leadership PotentialSummary Reportfor: John Henderson

John has good leadership potential in the following area(s):

Facilitating

John's Training & Development Needs are:

Planning - learn how to better plan and organize required job functions, activities and requirements.
Organizing - learn how to organize and make better use of time and assets required to successfully perform the job or job requirements.
Staffing - learn how to make better staffing selections as well as how to train, motivate and lead others.
Coaching - learn how to better lead others to achieve what they are capable of as awell as fulfilling the requirements of the job or job functions.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 10

Sales PotentialSummary Reportfor: John Henderson

John's sales potential includes the following strength(s):

Learning speed and Efficiency

Developing Rapport

Identifying need or desire

Presenting Product/Service to fill prospect's needs

Dealing with objections

Closing the sale

Yet, further development in the following critical area(s) will be beneficial:

Persistence and Consistency

Ability to meet and communicate effectively with people

Ability to command respect

Setting goals to win, excel and achieve

Changing, growing and learning new concepts and ideas

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 11

Interview Questions Introduction

Following are the interview questions which an interviewer may choose to use in the candidate interview process.

These interview questions are generated to establish basic traits critical for all employees.

The interview questions that follow are for a candidate who has prior work experience. In the event the candidate does not have priorwork experience, the questions may need to be modified by the interviewer to fit the situation.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 12

Interview Questions for Mental Acuity Mental Acuity - Measurement of how quickly an individual comprehends information and is able to reason through and solve problems. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Describe your most challenging job. What made the job so challenging?	Did the candidate describe circumstances which are likely to occur in this position? Does the candidate appear to accept responsibility and find ways to keep him/herself motivated?
Give me an example of a time you were faced with a problem for which there appeared to be no solution. What steps did you take to resolve the issue?	Does the candidate appear to have good reasoning skills and the ability to resolve problems? Does it appear the candidate takes calculated risks in order to resolve crises? Is the candidate willing to admit limitations and ask for the input of others?
All jobs, over time, can become monotonous and routine. Tell me how you keep yourself challenged, motivated and enthusiastic about a job once you've learned and become proficient at it.	Does the candidate have a way to deal with boredom and keep him or herself challenged? Are there other activities the candidate enters into in order to obtain mental challenge? Is the candidate willing to take the initiative to learn new things without being directed to do so by management?
What was the last major skill or course of study you accomplished? Did you learn this skill or gain this knowledge on the job, or on your own?	Is the candidate willing to keep skills and knowledge honed? Does it appear the candidate functions below his or her level of capability? Does it appear the candidate realizes his or her high mental ability and uses it to full advantage?

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 13

Interview Questions for Organization Organization - Measurement of the individual's desire to organize assignments and projects to better utilize time and resources. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Tell me about a time you missed a deadline, were late for a meeting or experienced other problems because you did not plan well enough in advance.	Was the candidate on time for this interview? If not, was the excuse justifiable? Does it appear the candidate learned from the experience he or she described in this first question?
Describe how you typically kept yourself organized, and prioritized tasks in your former position. Did you use any planning tools to help keep yourself organized and if so, what were they?	Does the candidate have specific steps he or she takes to stay organized? Does the candidate appear to understand how to prioritize tasks? Does the candidate use planning tools to help stay organized, i.e., a daily planner, computerized schedule, etc?
Tell me about a time, in a previous job, when your ability to "wing it" saved a project from failure. What would the outcome have been had you not been able to improvise?	Has the candidate been able to capitalize on his or her ability to improvise? Does the candidate appear to understand the importance of planning, yet also have the ability to be flexible and change plans, when necessary? Does it appear the candidate takes pride in his or her ability to "change horses in mid-stream?" Is the candidate sharp enough to keep priorities in his or her head without losing sight of them?
Describe your office or work area in your former job. Was everything neatly put in place, or did you tend to function better in chaotic surroundings?	Is the candidate fairly tidy, or does the candidate thrive on chaos and disarray? How important is tidiness in this position? Will others come into or see the candidate's office or work area, or is it secluded?

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 14

Interview Questions for Emotional Development Emotional Development - Measurement of the individual's level of patience, self-esteem and confidence. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Describe three of your greatest strengths in your previous position. Describe your three greatest weaknesses in that job.	Did the candidate experience difficulty thinking of his or her strengths? Weaknesses? Was the candidate quicker to relate strengths than weaknesses? Were the weaknesses the candidate stated actually traits which could be considered strengths, as well?
Tell me about a time, in your previous job, when you were too tolerant with yourself and failed to meet a deadline because of it.	Did the candidate deny ever having failed to reach a deadline? Does it appear the candidate understands the reasons behind his or her having failed to meet the deadline? Does it appear the candidate learned from the experience?
We all procrastinate from time to time. Tell me what steps you took, in your previous job, to avoid procrastinating. What specific types of tasks did you find yourself more likely to procrastinate on?	What type of tasks is the candidate the most likely to put off handling? Will it be important, in this position, that the candidate complete similar tasks in a timely manner? Does it appear the candidate has developed steps to take to help him or herself avoid procrastinating?
How would you rate yourself, in overall performance, compared to other people you worked with in your previous job who were in the same or similar type jobs?	Does the candidate have high self-esteem? Does the candidate rate him or herself to be considerably better than others? When discussing this particular question, did the candidate become more animated and boastful? Does the candidate come across overly confident or egotistical?

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 15

Development Suggestions Introduction

The following Personal Development Suggestions have been developed to be given to an individual after hiring, should the appropriate supervisor and/or the individual orienting the individual choose to do so.

The development pages are directed specifically to the individual. The pages can be either removed from the report, or copied, and given to the individual.

The individual who is supervising, leading, directing or coaching new employees may want to review, as part of the employee's orientation process, the job description and the requirements of the job, and at that same time provide the individual this information to assist them in beginning the job on the most effective and efficient basis.

These development suggestions provide guidelines for the individual, recommending actions that can be taken on a daily and weekly basis to become more productive.

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 16

Personal Development Suggestions
Organization - measures a person's attitude about organization, planning, how tasks are performed and how one's life is lived.
Planning your time and activities in advance does not come naturally to you. Since your plans are not always thorough, you may not take full advantage of the time and resources you have available to you to reach goals and objectives. A high score in Mental Acuity may help you compensate for a low score in this dimension.

Your self-affirmation sentence:
"I am organized in my life so I achieve more."

Steps to Effect Change

Good time and space management calls for a specific activity plan to identify priorities by the day or week. For sixty days, list daily plans on paper, then mentally list the six most important things to be done the following day, ranking them by priority, and the time allotted to each item. You will then have a good grasp of what must be done, prior to beginning each day.
To avoid losing track of important details you might need for certain tasks, such as filing your income tax, good recordkeeping is mandatory. Select a certain place to keep important records and discipline yourself to always put important papers in that one location.
Daily, weekly and monthly planning - even yearly planning - will help keep you on an organized and productive basis. Set goals and reach them.
Avoid any distractions which take you off track. If necessary, tell people around you what you are attempting to accomplish, so you will be less likely to be interrupted.

Development Materials Recommended

Development Book Suggestions:
"Goal Management at Work" by R. Hans Hilgerman
"Getting & Staying Organized" by Corinne R. Livesay
Online Learning Courseware Suggestions:
Taking Control of Your Workday

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 17

Personal Development Suggestions
Emotional Development - measures ego, self-esteem and emotional maturity compared to chronological age (age from date of birth).
You are a self-assured individual with healthy self-esteem. You believe in yourself and are not easily frustrated when things do not happen as quickly as you desire. You are self-reliant, but may at times be overly tolerant and fail to take action as quickly as you should, believing everything will "work out okay."

Your self-affirmation sentence:
"I am an action-oriented person."

Steps to Effect Change

Your biggest problem lies in your tolerance level and possible procrastination when action is called for. You must learn what you can achieve if you try harder and reach for greater achievement through established goals and objectives.
You need to mentally stress the daily and weekly process of planning time and activities to make the right things take place for timely accomplishment. Avoid becoming complacent over any unmet goals.
You can seek regular counseling with others to make sure that you are not being slack about reaching your goals; ask "significant others" in your life to apply pressure, when necessary, to help you meet set goals.
Goal setting is highly important - write goals down and evaluate your progress daily. Tell someone close to you that you are working toward a goal; let that person urge you on!

Development Materials Recommended

Development Book Suggestions:
"Time Management" by Marc Mancini
"Not Just for CEO's" by John Zenger
Online Learning Courseware Suggestions:
Taking Control of Your Workday

Name: John Henderson	Date: 7/20/99
Company:Your Company Co.	Page: 18

Personal Development Suggestions
Mental Toughness - evaluates emotional strength.
You are a very sensitive person who is concerned about the needs of others. You prefer working in an aesthetic, comfortable environment free from criticism, rejection, etc. Criticism may hurt your feelings and you can allow emotions to take over when making good decisions.

Your self-affirmation sentence:
"I 'hang tough' when life gets me down."

Steps to Effect Change

It is important that you have "significant others" in your life who can provide reinforcement when you are down, especially after a series of negative events in your life.
The weather, noise, unpleasant conditions, etc., really discourage you. As much as possible, learn to block unpleasantries such as these out of your mind, especially if you have little or no control over them.
Physical illness and stress can cause lower stamina levels, so a balanced exercise program, proper diet, and regular check-ups are encouraged. If you are currently experiencing an unusual degree of stress, look at matters very objectively if you start to get your feelings hurt or take offense with something someone has said. It is common to take things too personally when you are feeling ill or under stress.
Developing coping skills to control stress is important for the more sensitive individual. Using your sense of humor or writing in a journal are two examples of positive coping skills.

Development Materials Recommended

Development Book Suggestions:
"Overcoming Anxiety At Work" by Vincent & Jane Miskell
"Managing Stress: Keeping Calm Under Fire" by Barbara Braham
Online Learning Courseware Suggestions:
Achieving Balance In Your Professional and Personal Life