16PF® Fifth Edition Human Resource Development Report

Name: Thomas H. Pyle Date: October 4, 1996

The HRDR focuses on personality issues related to management selection and development. This report is intended to be used in conjunction with professional judgment. The information in this report is confidential and the statements it contains should be viewed as hypotheses to be validated against other sources of data in the overall assessment process.

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Human Resource Development Report NAME: Thomas H. Pyle DATE: October 4, 1996

LEADERSHIP

Leadership Style

Mr. Pyle's leadership style cannot be easily categorized as assertive, facilitative, or permissive. In general, though, his leadership methods are likely to be distinguished by the following behavior(s):

• He is usually socially bold and venturesome and probably prefers to be the focus of attention.

• Mr. Pyle tends to react to circumstances and may feel overwhelmed in some stressful situations. It may be difficult for him to feel satisfied with himself.

• He is usually accepting of other people. Mr. Pyle will tend to trust the behaviors and motives of subordinates.

• He tends to be serious and cautious in his dealings with others. • He tends to be independent and self-sufficient. Mr. Pyle probably prefers working

individually rather than as a member of a team. • He is prone to worry and may show a tendency to place too much blame on himself when

things go wrong. • He is likely to challenge the status quo and seek novel solutions to problems.

Based on Mr. Pyle's personality information, his overall leadership potential is predicted to be average. That is, should he find himself called upon to fill a position of leadership and authority, he will probably have the same chance of being successful in that role as most individuals.

Evaluating Others

Overall, Mr. Pyle's responses to the inventory suggest that he would be reasonably comfortable with the interpersonal nature of conducting face-to-face performance evaluations. In his appraisals, he tends to balance resoluteness with receptivity. There may be times when he adheres to his position, while at other times he may be open to another's perspective. A typical session is likely to be one of mutual exchange where both parties will have an opportunity to express their views.

INTERACTING WITH OTHERS

In general, Mr. Pyle shows about equal preference for activities involving social contact or those requiring individual effort. When it comes to revealing personal matters, Mr. Pyle describes himself as neither very private nor very forthright. Although he is probably quite at ease in group settings, he may need to guard against being too outspoken. Mr. Pyle would usually be accepting and trusting of most people. Mr. Pyle is not overly assertive, nor is he overly accommodating.

MAKING DECISIONS

Mr. Pyle's problem-solving ability is predicted to be above average. He is likely to assess and comprehend problems rapidly.

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Human Resource Development Report NAME: Thomas H. Pyle DATE: October 4, 1996

His level of creative initiative is predicted to be somewhat higher than average. He may have some of the venturesomeness, determination, or orientation toward ideas that are instrumental for pursuing creative interests. Because he is creative and bright, he is probably able to integrate and organize information from many sources. His solutions are likely to be unique and insightful. He can value many aspects of established methods while remaining open to change. It is likely that he will consider both the outcome or goals and the process or method for achieving them.

INITIATIVE

Independence

Mr. Pyle may sometimes prefer to shape events and work efforts, and at other times may seek input and advice. That is, he probably feels comfortable in work situations where guidance or counsel is at least accessible. Moreover, this outlook for receiving guidance and support is likely to be accompanied by the following personal qualities:

• In all likelihood, he would feel comfortable introducing his ideas in front of a group and may enjoy holding the group's attention.

• To a certain degree, he adjusts to changing conditions fairly well and would neither salute established standards and policies nor consciously disregard them.

Dependability

Mr. Pyle seems to set aside his own wishes and desires in order to meet responsibilities and goals. He probably favors a setting where guidelines and expectations are clear. It is likely that he prefers to be involved in projects that are well-structured or adequately planned. In such situations, he could be expected to give careful attention to details and organization. If given the opportunity, he follows directions and instructions well and can usually be depended upon to do a good job, once the work has been defined and it is clear what his responsibilities are.

PERSONAL ADJUSTMENT

At the present time, Mr. Pyle presents himself as more anxious than most people. This could either reflect a normal reaction to current circumstances or a characteristic style of being worried, reactive, or uneasy. It might be an appropriate topic for further exploration. If Mr. Pyle can channel this energy, however, it can serve as a motivator for self-improvement or change. He may lack confidence in his own abilities. At present, he may worry about mistakes and things that might have been, instead of working beyond past conflicts toward new goals. He tends to be emotionally changeable. That is, he may be more reactive than most people, more easily upset, or less able to handle very demanding situations.

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Human Resource Development Report NAME: Thomas H. Pyle Score Summary DATE: October 4, 1996

SCORE SUMMARY

This score summary is intended to be used by qualified professionals only. It should be interpreted in light of the specific needs and priorities identified within the organizational setting. These pages should be maintained in a secure file.

LEADERSHIP

INTERACTING WITH OTHERS

1 2 3 4 5 6 7 8 9 10

Extraversion 4.5 Warmth (A) 4.0 Liveliness (F) 4.0 Social Boldness (H) 8.0 Self-Reliance (Q2) 7.0 Privateness (N) 6.0

average

MAKING DECISIONS

1 2 3 4 5 6 7 8 9 10

Reasoning (B) 9.0 _______________ Creativity 7 4 _______ Tough-Mindedness 5.5 Sensitivity (I) 5. 0 Abstractedness (M) 5. 0

average

Human Resource Development Report NAME: Thomas H. Pyle Score Summary DATE: October 4, 1996

INITIATIVE

1 2 3 4 5 6 7 8 9 10

Independence 6. 1 Openness to Change (Qi) 7 0 Rule-Consciousness (G) 7 0 Perfectionism (Q3) 7 0 Self-Control 7.2

1 I I

average

PERSONAL ADJUSTMENT

1 2 3 4 5 6 7 8 9 10

RESPONSE STYLE INDICES Raw

Score Impression Management 12 within expected range Infrequency 0 within expected range Acquiescence 58 within expected range

All response style indices are within the normal range.

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