What am I expected to do?
The specifics for what is expected of you are determined by your organization, so you should contact your HR to discuss this further. In general, you will complete all the recommended content first to assess your skill confidence. After that, you will complete additional content from the available topics until you start feeling more confident in your leadership skills.
Why does the assessment focus on skill confidence (instead of skill competence)?
Measuring your skill competence accurately requires an objective measurement approach, like a test or assessment. However, those can take a lot of time and effort to complete and we figured you’d want to start with something simpler! After all, you probably know where you struggle and lack confidence and that can be a good starting point. Still, you might have hidden development needs that you aren’t aware of, so at some point you could take a more formal test of your skills.
How many times can I take the skills assessment?
You can only take the skills assessment one time. While your confidence might change over time, this assessment is only meant to narrow down the options and get you started on your learning journey. You are free to choose as many learning activities as you want once you have started your journey.
I don't agree with the competencies you recommended. How did you choose them?
The competencies we recommend for development are based on your ratings of confidence. The competencies with the highest and lowest confidence ratings were highlighted in your report. If you don’t agree with your ratings, that’s ok because it’s just a starting point to help narrow down your learning options. You are free to choose any learning activity you want, even if it’s not linked to the competencies we identified.
Can I take the personality assessment more than once?
The personality measure cannot be taken more than one time. Generally, personality changes very little over time and it’s unlikely that your results would need to be updated.
Why do I have more than one personality style?
In general, personality types are like tendencies or preferences for how you think or behave. Some people have very distinct personalities and are very consistent from one situation to the next. Other people might show traits from different personality types according to the situation. People are complex and it can be hard to define everything about them under only one type. However, there’s nothing good or bad about having one type or multiple types. Types just describe who you are.
Where did the research on personality styles come from?
In the development of our eight personality styles, we followed a new, person-oriented approach which is gaining popularity in personality psychology. In it, people are clustered around combinations of personality scale scores. These combinations are stable and reproduce across large data sets. We have used our data and expertise in leadership assessment to create styles that are applicable to basic leadership competencies. For example, the Marketer style combines enabling personality scales for networking and partnering, whereas the Adventurer style combines enabling personality scales for taking-risks and remaining open-minded in less structured situations.
How does the recommendation algorithm work?
The results of your skill confidence assessment drive the recommended learning content. We take the competencies where you show less confidence and search for learning opportunities that directly address those competencies. Sometimes, we provide learning experiences that are not a “direct hit” to the competency in question, but address skills that are closely related. Just like with other online recommendations, we look at what you need and provide the solutions that are the best match.
Are the recommendations personalized to me?
No: these recommendations represent the full list of options you have to choose from. This section is meant to provide learners with total freedom and agency to explore topics of interest to them.
Why the learn-grow-do framework?
Some learning programs focus only on awareness – building your understanding of a skill. But we all know that knowledge doesn’t always translate into action. There’s no substitute for actually trying out a skills and learning from your mistakes. In our model, you first learn about the skill, grow your understanding, and practice doing the skill in a real situation. All of these steps together make you more likely put the skills into action as a leader.
Did my company's HR select these competencies?
The competencies measured in the assessment represent some of the most common competencies used by leaders. They were identified through thousands of job analyses where we identified the most common types of things leaders are asked to do. Your HR department might identify other competencies that are important at your organizations. However, this product takes a more generalized approach to identifying what leaders need to do to be effective.
What are the benefits of completing additional content?
Developing good leadership skills takes time and constant effort. Completing the recommended content allows you to improve your least confident skills identified through your leadership assessment report. We also understand that you might want to build onto your strengths or explore other leadership areas. The "Add More" section allows you to choose leadership topics according to your interests. Additionally, by periodically adding more content and completing it, you not only build onto your leadership skills but also maintain them by learning new tactics to improve your leadership techniques.