Participants and managers reading a report · 2 min read
Make sense of your report
Start with one useful observation, check it against your experience and choose a practical adjustment to try.
Give your first read a purpose
Open a ready report.
In My assessments, choose View report. Managers can use View report for an authorized participant in their assigned group.
Start with Personal Style.
Note one description that fits and one you would question. Then choose a suggestion from Working With You that relates to a real situation.
Choose one experiment.
Use the 90-Day Growth Plan as a flexible starting point. Decide what you will try, when you will review it and what would show that it helped.
Read styles as preferences
Your profile combines four ways of approaching work. Driving (red) emphasizes action and decisions; Inspiring (yellow), possibilities and engagement; Supporting (green), continuity and cooperation; Calculating (blue), detail and analysis. Every approach can contribute, and any preference can be overused in a particular situation.
The strongest style within your responses is set to 100. Other scores are relative to it. They are not population percentiles, measures of ability or percentages that must add to 100. A lower score does not mean you cannot use that approach.
Explore the rest when it is useful
The report has 18 web sections, including Profile Snapshot. They cover working and communication preferences, strengths and cautions, collaboration, development and different work contexts. The PDF lists strengths and cautions separately, so its contents can have 19 headings without adding another assessment section.
You can download or print a ready report and open your own private coach from it. The client guide provides a complete section-by-section map and reflection exercises when you want to go deeper.
Question interpretations that do not fit
Compare a statement with a recent example and its context. You can disagree with an interpretation; generated wording can contain errors. Discuss what fits, what is missing and what you would change rather than treating the report as a fixed description.
This is an educational reflection tool, not a diagnosis, ability measure or employment suitability decision. Managers should ask about the person’s experience rather than use a color to decide their role. If information appears incorrect or the report has a technical problem, contact support with the section name and issue.