Projector

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RESEARCH COMMUNICATION INTERNATIONAL RCI’S PEAKS PROFILE

THE PROJECTOR LEADERSHIP BENCHMARKING FOR EXCELLENCE

ESPECIALLY FOR:

Demo Person

RESEARCH COMMUNICATION INTERNATIONAL PTE. LTD. 20 Cecil Street, Equity Plaza, #15-01 Singapore 049705 Tel: (65) 62362760 Fax: (65) 62362762 HTTP://WWW.RESEARCHCOMMUNICATION.COM 232-2785-FLT


There is beauty and strength in every nature Dr. Shirley Lim


This Psychometric profile is a validated prediction of your natural disposition based on the well researched Five-Factor personality model and resilience studies. The PEAKS profile gives you reflections of your potential to peak perform, it is not an appraisal of your current performance. Ideally, contextual study is necessary to establish norms for specific groups, organisations or communities. However, very often, rough and ready patterns are required to give directions to development and planning. The predictions in these reports/profiles are therefore educated estimates and do not describe behavior. These predictions are accurate in identifying behaviors that are most natural for a person with certain personality traits and are best used as guided by a trained PEAKS certified consultant. Truly, there is beauty in every nature! Every personality disposition has its strengths and weaknesses. Through this profile, we hope you will gain a better understanding of yourself, and how you can peak perform in your personal and professional pursuits. We hope you will find this profile meaningful in your individual development and we wish you every success as you use this profile to climb towards personal, interpersonal and professional fulfillment. Dr Shirley Lim President Research Communication International Pte. Ltd.

Research Communication International Pte. Ltd. 20 Upper Circular Road #02-21 - The Riverwalk Singapore 058416 Tel. (65) 65570321 - Fax: (65) 65570189 http://www.ResearchCommunication.com email:support@researchcommunication.com

DISCLAIMER

The content of this report is provided “as is� without any warranties of any kind including warranties of merchantability, or fitness for a particular purpose. The information provided in this report is provided for guidance purpose and it is not an appraisal of current performance. It is recommended to consult a trained certified consultant regarding the usage of the information included in this report. Although Research Communication International Pte. Ltd. (RCI) uses reasonable efforts to maintain the accuracy and currency of the content of this report, RCI makes no warranties or representations as to its accuracy or currency. This report may contain typographical errors and technical inaccuracies. RCI Assumes no liability or responsibility for any errors or omissions in the content of this report. To the extent permitted by law, neither RCI nor any of its related bodies corporate or their respective officers or employees will be liable in any way (including for negligence) for any loss, damage, cost or expense suffered or incurred by you or claims made against you through your use of this report. RCI reserves the right to update and/or modify the information contained in this report at any time and without notice.

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(FLT) Demo Person 19/9/2002

PEAKS Secondary Reports: The Projector TABLE OF CONTENTS 1. Table of Contents 2. Scores 3. Popular Personality Instruments Used in Human Resource Development: 3.1. AVA (Activity Vector Analysis); The Predictive Index 3.2. Birkman Color Method 3.3. Conflict Management Surveys (Jay Hall/Thomas-Kilmann) 3.4. The DISC Profile 3.5. The Enneagram 3.6. The FIRO-B 3.7. The Hartman Color Code 3.8. The Herman Brain Dominance Indicator (HBDI) 3.9. The Holland Hexagon (Self-Directed Search, SVII, etc.) 3.10. The Insight Inventory 3.12. Keirsey Bates Leadership Style (See MBTI) 3.13. The Kirton Adaption/Innovation Inventory 3.14. Kolb Learning Styles 3.15. The Kolbe Conative Index 3.16. The Leadership Practices Inventory 3.17. LeadFirst Model 3.18. LIFO 3.19. The Myers-Briggs Type Indicator (MBTI); also I-SPEAK 3.20. Personality Self Portrait (Oldham & Morris) 3.21. Personalysis (Manatech) 3.22. Platinum Rule (Alessandra & O'Connor) 3.23. The Predictive Index (see AVA) 3.24. Psycho-Geometrics (Dellinger) 3.25. The SEA Leadership Model 3.26. The Situational Leadership Model (LEAD Instrument) 3.27. The Social Styles Inventory 3.28. The Stanton Honesty Scale 3.29. The Strong-Campbell (see Holland Hexagon) 3.30. SYMLOG

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Demo Person

Activity Vector Analysis/AVA, The Predictive Index

V1 (Dominance):

68 - Very High

V2 (Sociability):

68 - Very High

V3 (Emotional Stab.):

45 - Low

V4 (Conformity):

31 - Extremely Low

V5 (Social Adjustmt):

37 - Low

Birkman Color Method Blue:

47 - Medium

Green:

65 - High

Red:

46 - Medium

Yellow:

40 - Low

Conflict Management Survey (J.Hall; Thomas-Kilmann) Emphasis on Relationship:

32 - Extremely Low

Emphasis on Personal Goals:

37 - Low

Primary Style:

Avoider/Lose-Lose

Co-Primary Style:

None

Clarity of Primary Style:

Strong

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Demo Person

The DISC Profile

Analytical (vs. Emotional):

38 - Low

Assertive (vs. Non-Assertive):

60 - High

Primary Style:

Influencing

Co-Primary Style:

None

Clarity of Primary Style:

Strong

The FIRO-B Expressed Inclusion:

66 - Very High

Expressed Mean:

63 - High

Wanted Inclusion:

53 - Medium

Wanted Mean:

58 - High

Expressed Control:

60 - High

Inclusion Mean:

59 - High

Wanted Control:

44 - Low

Control Mean:

52 - Medium

Expressed Affection:

64 - High

Affection Mean:

71 - Very High

Wanted Affection:

78 - Very High

Overall Mean:

60 - High

The Enneagram 1: Perfection 2: Service 3: Efficiency 4: Elitism 5: Knowledge 6: Security 7: Idealism 8: Arrogance 9: Indecision

53 - Medium 51 - Medium 51 - Medium 56 - High 48 - Medium 38 - Low 67 - Very High 49 - Medium 31 - Extremely Low

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Demo Person

The Hartman Color Code

Red:

49 - Medium

Blue:

47 - Medium

White:

42 - Low

Yellow:

62 - High

The Hermann Brain Dominance Indicator (HBDI) Experimental Self (Yellow; Cortical Right):

67 - Very High

Feeling Self (Red; Limbic Right):

59 - High

Safekeeping Self (Green; Limbic Left):

33 - Extremely Low

Rational Self (Blue; Cortical Left):

41 - Low

The Holland Hexagon (Self-Directed Search, SVII, etc.)

Realistic:

31 - Extremely Low

Investigative:

61 - High

Artistic:

69 - Very High

Social:

68 - Very High

Enterprising:

49 - Medium

Conventional:

31 - Extremely Low

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Demo Person

Insight Inventory Authored by Patrick Handley; published by Insight Institute, Inc. 32 adjectives, one set for home, one for work.

Getting Your Way:

68 - Very High (High = Direct; Low = Indirect)

Responding to People:

68 - Very High (High = Outgoing: Low = Reserved)

Pacing Activity:

45 - Low (High = Steady; Low = Urgent)

Dealing with Details:

68 - Very High (High = Precise; Low = Unstructured)

Keirsey Bates Leadership Style Catalyst:

67 - Very High

Visionary:

52 - Medium

Traditionalist:

45 - Low

Troubleshooter/Negotiator:

48 - Medium

The Kirton Adaption/Innovation Inventory (KAI)

Formula is based on research completed by Salvatore Capobianco and Stacey Moore of Eckerd College.

Innovation (vs. Adaption) Score:

59 - Innovative

Below 45 = Adaption (applied, analytical, practical structured) Between 45 and 55 = Mid-Range (goal-oriented, facilitative, stable versatile) Over 55 = Innovation (flexible, impatient, ideas flow, starts projects, improvises)

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Demo Person

Kolb Learning Styles

Abstract (vs. Concrete):

69 - Very High

Active (vs. Passive):

68 - Very High

Primary Style:

Diverger

Co-Primary Style:

None

Clarity of Primary Style:

Strong

The Kolbe Conative Index Fact Finder:

56 - High

Follow Thru:

33 - Extremely Low

Implementor:

44 - Low

Quick Start:

68 - Very High

The Leadership Practices Inventory Challenging the Process:

68 - Very High

Inspire Shared Vision:

62 - High

Enabling Others:

50 - Medium

Modeling the Way:

38 - Low

Encouraging the Heart:

45 - Low

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Demo Person

The LeadFirst Model LeadFirst & Associates, LLC, of Charlotte, NC, has developed a widely used instrument for use with their leadership training program. The styles contained therein have clear links to the FFM. Dominant Active/Passive:

44 - Low

Active Neutral:

62 - High

Passive Positive:

57 - High

Active Positive:

50 - Medium

Active Negative:

37 - Low

LIFO (Life Orientation) Adapting/Dealing:

69 - Very High

Conserving/Holding:

31 - Extremely Low

Supporting/Giving:

32 - Extremely Low

Controlling/Taking:

68 - Very High

The Myers-Briggs Type Indicator (MBTI)

Also applies to I-SPEAK Your Language (Drake Beam Morin, Inc., 1993)

Extraversion (vs. Introversion):

68 - Very High E

Sensing (vs. Intuition):

31 - Extremely Low N

Thinking (vs. Feeling):

56.5 - High T

Judging (vs. Perceiving):

37 - Low P

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Demo Person

Personality Self-Portrait (Oldham & Morris)

Conscientious Style: "The Right Stuff" (OCPD)

47 - Medium

Self-Confident Style: "Star Quality" (NPD)

62 - High

Devoted Style: "The Good Mate" (DPD)

47 - Medium

Dramatic Style: "The Life of the Party" (HPD)

60 - High

Vigilant Style: "The Survivor" (PPD)

51 - Medium

Sensitive Style: "The Homebody" (AvPD)

44 - Low

Leisurely Style: "California Dreaming" (PAPD)

66 - Very High

Adventurous Style: "The Challenger" (ASPD)

60 - High

Idiosyncratic Style: "The Different Drummer" (STPD)

49 - Medium

Solitary Style: "The Loner" (SZPD)

37 - Low

Mercurial Style: "Fire and Ice" (BPD)

61 - High

Self-Sacrificing Style: "The Altruist" (SDPD)

59 - High

Aggressive Style: "Top Dog" (SaPD)

61 - High

Personalysis Personalysis is an ipsative, four-factor personality assessment based on Transactional Analysis and traditional personality traits. The report uses four colors on a two-by-two matrix. The matrix is defined by two dimensions: Convergent vs. Divergent, and Short Term vs. Long Term. More information is available from Management Technologies, Inc., in Houston, Texas. The actual instrument is 94 forced-choice questions. Scores are reported on the following four "colors": Red. Short-term and Convergent; pragmatic, independent, authoritative, take charge. Green. Long-term and Convergent; reserved, analyzing, structured, controlled, bureaucratic. Blue. Long-term and Divergent; contemplative, self-directed, consultative, planning, assessing. Yellow. Short-term and Divergent; people-oriented, service-oriented, negotiator, creative, information gatherer.

Red:

51 - Medium

Green:

42 - Low

Blue:

48 - Medium

Yellow:

57 - High

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Demo Person

The Platinum Rule Tony Alessandra and Michael J. O'Connor in their book The Platinum Rule (1996; Warner Books) identify the Platinum Rule as "Do unto others as they'd like done unto them". In order to identify just how persons would like done unto them, they identify four styles, for which definitions and estimates are provided below. Each style is defined according to its location on a two-by-two "platinum grid." The two dimensions are direct-indirect and open-guarded. Direct is defined by outgoing risk-takers who are impatient and make fast decisions, while indirect are the opposite. Open is defined by spontaneous relationship-oriented persons who are warm and prefer opinions and feelings over facts, while guarded are the opposite. Definitions: Director. Direct and guarded; strong at administration, likes winning & control, impatient with indecision. Thinker. Indirect and guarded; strong at planning, likes progress & perfection, impatient with unpredictability. Relater. Indirect and open; strong at service, likes involvement & stability, impatient with insensitivity. Socializer. Direct and open; strong at persuasion, likes recognition and popularity, impatient with routine. Score on Direct/Indirect: Score on Open/Guarded: Primary Style: Co-Primary Style: Flexibility:

63 - Direct 58 - Open Socializer None Less Flexible than Most

Psyco-Geometrics System In her 1989 (Prentice-Hall) Communicating Beyond Our Differences, Susan Dellinger describes the five shapes as clues to basic personality traits. The shapes and their definitions, along with prediction formulas, are presented below. Box. Organized, analytical, patient, perfectionistic, and detail-oriented. Triangle. Leader, focused, ambitious, competitive, results-oriented, athletic, and decisive. Rectangle. Searching, inquisitive, impulsive, open to new ideas, in transition, easiliy bored, and growing. Circle. Loving, communicator, friendly, nurturing, generous, reflective, and stabilizing. Squiggle. Creative, conceptual, sensuous, witty, expressive, futuristic, and motivating.

Box:

41 - Low

Triangle:

68 - Very High

Rectangle:

59 - High

Circle:

50 - Medium

Squiggle:

68 - Very High

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Demo Person

The SEA Leadership Model (Theory W)

Scanning

66 - Very High

Evaluating

44 - Low

Acting

52 - Medium

The Situational Leadership Model (LEAD Instrument) Task Emphasis

47 - Medium

Relational Emphasis

51 - Medium

Primary Style

Depends on the Situation

Co-Primary Style

None

Flexibility:

More Flexible than Most

The Social Styles Inventory Responsiveness:

58 - High (Low = Task-Directed; High = People-Directed)

Assertiveness:

50 - Medium (Low = Ask-Directed; High = Tell-Directed

Primary Style:

None

Co-Primary Style:

Amiable and Expressive

Flexibility:

More Versatile than Most

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Demo Person

The Stanton (and Other Ingetrity Measures)

Integrity/Honesty:

37 - Low

SYMLOG (Systematic Multi-Level Observation of Groups) Dominance (vs. Submission):

68 - Very High

Friendly (vs. Unfriendly):

32 - Extremely Low

Accept Authority (vs. Oppose Authority):

34 - Extremely Low

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