Personal Assessment Tool - learn.state.fl.us...•Values getting the job done •Decisive risk taker •Good at delegating work to others •Not shy but private about personal matters;

PERSONAL

ASSESSMENT TOOL

RevenueU Professional Development

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Use these assessments to help you identify personal preferences or find ways to strengthen your skills.

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CONTENTS

Communication Style Inventory ……………………………………. 2

Stress Vulnerability Scale …………………………………………... 7

Conflict Management Style Survey ………………………………... 9

Are You Ready to Step into a Manager’s Shoes? ………………. 14


Communication Style Inventory

This is an informal survey, designed to find out how you usually act in these everyday situations. The idea is to get a clear picture of how you see yourself. On the answer sheet, circle "A" or "B" in each pair of statements below that shows the one that MOST describes you.

1. A) I’m usually open to getting to know people personally and establishing relationships with them.

B) I’m not usually open to getting to know people personally and establishingrelationships with them.

2. A) I usually react slowly and deliberately.

B) I usually react quickly and spontaneously.

3. A) I’m usually guarded about other people’s use of my time.

B) I’m usually open to other people's use of my time.

4. A) I usually introduce myself at social gatherings.

B) I usually wait for others to introduce themselves to me at socialgatherings.

5. A) I usually focus my conversations on the interests of the people involved, even if that means straying from the business or subject at hand.

B) I usually focus my conversations on the task, issue, business, or subjectat hand.

6. A) I’m usually not assertive, and I can be patient with a slow pace.

B) I’m usually assertive, and at times I can be impatient with a slow pace.

7. A) I usually make decisions based on facts or evidence.

B) I usually make decisions based on feelings, experiences, or relationships.

8. A) I often join in group conversations.

B) I don't often join in group conversations.


9. A) I usually like to work with and through others, providing support when possible. B) I usually like to work alone or dictate the conditions in terms of

how others are involved.

10. A) I usually ask questions or speak hesitantly and indirectly.

B) I usually make empathic statements or directly expressed opinions.

11. A) I usually focus mostly on ideas, concepts, or results.

B) I usually focus mostly on persons, interactions, and feelings.

12. A) I usually use gestures, facial expression, and voice tone to highlight points.B) I usually don't use gestures, facial expressions, and voice tone to highlight

points.

13. A) I usually accept others’ points of view (ideas, feelings, and concerns).B) I usually don't accept others' points of view (ideas, feelings, and concerns).

14. A) I usually respond to risk and change in a cautious or predictable manner.

B) I usually respond to risk and change in a lively or unpredictable manner.

15. A) I usually prefer to keep personal feelings and thoughts private, sharing only when I wish to do so.

B) I usually find it natural and easy to share and talk about my feelings withothers.

16. A) I usually look for new or different experiences and situations.

B) I usually choose known or similar situations and relationships.

17. A) I’m usually responsive to others’ agendas, interests, and concerns.

B) I’m usually directed toward my own agendas, interests, and concerns.

18. A) I usually respond to conflict slowly and indirectly.

B) I usually respond to conflict quickly and directly.

Survey taken from The Platinum Rule by Tony Alexandra, Ph.D. & Michael J. O'Connor Ph.D. New York, New York, Warner Brooks 1996


ANSWER SHEET

O G

1A 1B

3B 3A

5A 5B

7B 7A

9A 9B

11B 11A

13A 13B

15B 15A

17A 17B

______ ______

D I

2B 2A

4A 4B

6B 6A

8A 8B

10B 10A

12A 12B

14B 14A

16A 16B

18B 18A

______ _______ TOTALS

Total the numbers of items circled in each column and write it on the spaces above.

Now, compare the "O" column with the "G" column and circle the letter that has the highest total.

O or G

Then compare the "D" column with the "I" column and circle the letter that has the highest total.

D or I

If you circled the "G" and "D," you're most likely

a Controller/Director <GOLD>.

If you circled the "O" and "D," you show many

qualities of a Promoter/Socializer <ORANGE>.

If you circled the "O" and "I," you’re mainly a

Supporter/Relater <BLUE>.

If you circled the "G" and "I," you have lots of

Analyzer/Thinker <GREEN> characteristics.


Supporter/Relater <BLUE>

• Harmonizer

• Values acceptance and stability in circumstances

• Slow with big decisions; dislikes change

• Builds networks of friends to help do work

• Good listener; timid about voicing contrary opinions; concerned for others' feelings

• Easy-going; likes slow, steady pace

• Friendly and sensitive; no person is unlovable

• Relationship oriented

Analyzer/Thinker <GREEN>

• Assessor

• Values accuracy in details and being right

• Plans thoroughly before deciding to act

• Prefers to work alone

• Introverted; quick to think and slow to speak; closed about personal matters

• Highly organized; even plans spontaneity!

• Cautious, logical, thrifty approach

• Thoughtful; no problem is too big to ponder

• Idea oriented

Promoter/Socializer <ORANGE>

• Entertainer

• Values enjoyment and helping others with the same

• Full of ideas and impulsive in trying them

• Wants to work to be fun for everyone

• Talkative and open about self; asks others' opinions; loves to brainstorm

• Flexible; easily bored with routine

• Intuitive, creative, spontaneous, flamboyant approach

• Optimist; nothing is beyond hope

• Celebration oriented

Controller/Director <GOLD>

• Commander

• Values getting the job done

• Decisive risk taker

• Good at delegating work to others

• Not shy but private about personal matters; comes on strong in conversation

• Likes to be where the action is

• Take charge, enterprising, competitive, efficient approach

• Fearless; no obstacle is too big to tackle

• Results oriented


Communication Styles Exercise

Identify the communication style of each person described below. Simply use the

letter S (Supporter/Relator); C (Controller/Director); P (Promoter/Socializer); or A

(Analyzer/Thinker).

1. _____ George can quickly tell what’s going on in any situation and isn't afraid to speakout about what should be done. He doesn't follow the latest fad, but wears clothes that arepractical. When you first meet George, you notice he's friendly. Later you realize he hasn'ttold you much about his personal life. You go out to lunch with George and he orderssteak medium rare, but the meat is served nearly raw. George shouts for the waiter andcomplains loudly. The waiter apologizes and takes the steak back to be cooked longer,but George doesn’t want to wait. He demands to see the manager and tells her in thefuture he’ll eat elsewhere. You both grab a lunch at a drive-through and are back at theoffice in time for George’s next meeting.

2. _____ Dave is really a nice guy. He’s open and always willing to listen. On his deskare lots of photos with family and friends, many of them taken at Disneyland, the “happiestplace on earth.” Dave usually dresses in soft, warm colors, and hates to wear a coat andtie. You go out to lunch with Dave and he orders steak, well done. However, when he cutsinto it, it’s overcooked and tough. He doesn’t say a thing to you, and continues to eat. Thewaiter comes by and asks, “How is your steak?” Dave hesitantly replies he's sorry to sayhe likes his steak a little more tender. “Would you like me to take it back?” Dave answers,“Only if it's not too much trouble.”

3. _____ Jean is a rather complicated person. She cares a lot about what others think ofher, but she's sometimes uncaring about the feelings of others. So she’s both sensitiveand insensitive. It can be confusing! There's no confusion about one thing—Jean is anexcellent planner. She gathers all the data and can foresee potential problems. Sheresearches ways to avoid them at little cost to the company. At her desk, Jean displaysher college diploma, framed, and a list of company policies. You go out to lunch withJean, who orders steak medium well. It’s a shade too pink for her, so she requests thewaiter to have the chef cook it for exactly two and a half minutes more.

4. _____ Caroline is a popular person with a big ego. She gets into many circumstanceswhere she's the one to confront problems, because she knows how she thinks and feelsabout many issues. Caroline speaks her mind, but doesn’t like to alienate others in theprocess. So she tries to make them feel good, about themselves and her. Caroline has alarge closet full of clothes with lots of color, texture, and bold designs. At her desk is ablown-up photo of her and the company president having fun at last year’s Christmasparty. You go out to lunch with Caroline and the steak is not cooked to her liking at all.She calls the waiter over immediately and asks for another plate. She quickly decides totry something else. “Bring me the swordfish special instead!”


Stress Vulnerability Scale

The following scale has been designed to rate your vulnerability to stress. Rate each

item from 1 (Almost Always) to 5 (Never), according to how each particular statement

applies to you. Make sure to CIRCLE each item.

Item Score

1. I eat at least one hot, balanced meal a day. 1 2 3 4 5

2. I get seven to eight hours of sleep at least four nights a week. 1 2 3 4 5

3. I give and receive affection regularly. 1 2 3 4 5

4. I have at least one relative within fifty miles on whom I can rely. 1 2 3 4 5

5. I exercise to the point of perspiration at least twice a week. 1 2 3 4 5

6. I smoke less than half a pack of cigarettes a day. 1 2 3 4 5

7. I take fewer than five alcoholic drinks a week. 1 2 3 4 5

8. I am at the appropriate weight for my height. 1 2 3 4 5

9. I have an income adequate to meet basic expenses. 1 2 3 4 5

10. I get strength from my religious and/or spiritual beliefs. 1 2 3 4 5

11. I regularly attend club or social activities. 1 2 3 4 5

12. I have a network of friends and acquaintances. 1 2 3 4 5

13. I have one or more friends to confide in about personal matters. 1 2 3 4 5

14. I am in good health (including eyesight. hearing, teeth). 1 2 3 4 5

15. I am able to speak openly about my feelings when angry or worried. 1 2 3 4 5

16. I have regular conversations with the people I live with about domesticproblems - for example, chores and money. 1 2 3 4 5


17. I do something for fun at least once a week. 1 2 3 4 5

18. I am able to organize my time effectively. 1 2 3 4 5

19. I drink fewer than three cups of coffee (or other caffeine-rich drinks) 1 2 3 4 5 a day.

20. I take some quiet time for myself during the day. 1 2 3 4 5

To get your final score, add up all your circled numbers and subtract 20.

Total Score: _____ – 20 = _____ Points

Stress Vulnerability Rating

0 - 10 Points Excellent - Excellent resistance to stress 11 - 30 Points Good - Very little vulnerability to stress 31 - 50 Points Fair - Some vulnerability to stress 51 - 80 Points Poor - Seriously vulnerable to stress


Conflict Management Style Survey

This survey is designed to find out how you deal with conflict in different situations. The results of your answers will show what type of management style you will most likely use when faced with conflict. Read and follow the instructions carefully to make sure you get the most accurate picture of your conflict-management style.

Instructions: Choose a single frame of reference for answering all 15 items (for example, work-related conflicts, family conflicts, or social conflicts) and keep that frame of reference in mind when answering the items. Assign a total of 10 points between the four different answers for each of the 15 items. See example below:

Example: When the people I supervise get involved in a personal conflict, I usually:

I get involved to settle the dispute.

___3___

Call a meeting to talk over the

problem.

___6___

Offer to help if I can.

___1___

Ignore the problem.

___0 __

Be sure your answers add up to a total of 10 points.

1. When someone I care about is actively hostile toward me, like yelling,threatening, or being abusive, I tend to:

Respond in a hostile manner.

______

Try to persuade the person to give up his/her actively hostile behavior.

______

Stay and listen as long as possible.

______

Walk away.

______

2. When someone who is relatively unimportant to me is actively hostiletoward me, like yelling, threatening, or being abusive, I tend to:

Respond in a hostile manner.

______

Try to persuade the person to give up his/her actively hostile behavior.

______

Stay and listen as long as possible.

______

Walk away.

___


3. When I see people in conflicts in which anger, threats, hostility, andstrong opinions are present, I tend to:

Get involved and take a position.

______

Try to mediate.

______

Watch to see what happens.

______

Leave as quickly as possible.

______

4. When I believe another person is meeting his or her needs at my expense,I'm likely to:

Work to do anything I can to

change that person.

______

Rely on persuasion and

“facts” when trying to have that

person change.

______

Work hard at changing how I

relate to that person.

______

Accept the situation as it is.

_____

5. When involved in an interpersonal dispute, my general pattern is to:

Draw the other person into seeing the problem as I

do.

______

Examine the issues between us

as logically as possible.

______

Look hard for a workable

compromise.

______

Let time take its course and let the problem work itself

out.

______

6. The quality I value the most in dealing with conflict would be:

Emotional strength and security.

______

Intelligence.

______

Love and openness.

______

Patience.

______

7. Following a serious argument with someone I care for deeply, I:

Strongly desire to go back and settle

things my way.

______

Want to go back and work it out,

whatever give and take is necessary.

______

Worry about it a lot but not plan to initiate further

contact.

______

Let it lie and not plan to initiate further contact.

______


8. When I see a serious conflict developing between two people I care about,I tend to:

Express my disappointment that this had to

happen.

______

Attempt to persuade them to

resolve their differences.

______

Watch to see what develops.

_____

Leave the scene.

_____

9. When I see a serious conflict developing between two people who arerelatively unimportant to me, I tend to:

Express my disappointment that this had to

happen.

______

Attempt to persuade them to

resolve their differences.

______

Watch to see what develops.

_______

Leave the scene.

______

10. The feedback that I receive from most people about how I behave whenfaced with conflict and opposition shows that I:

Try hard to get my way.

______

Try to work out differences

cooperatively.

_____

Am easygoing and take a soft position.

______

Usually avoid the conflict.

______

11. When communicating with someone with whom I'm having a seriousconflict, I:

Try to overpower the other person with my speech.

______

Talk a little bit more than I listen.

______

Am an active listener (feeding back words and

feelings).

______

Am a passive listener (agreeing and apologizing).

______

12. When involved in an unpleasant conflict, I:

Try to overpower the other person with my speech.

______

Make an occasional

wisecrack or joke about the situation or the relationship.

______

Relate humor only to myself.

______

Hold back all attempts at humor.

______


13. When someone does something that irritates me (smokes in a non-smoking area or crowds in line in front of me), my tendency incommunicating with the offending person is to:

Insist that the person look me in

the eye.

______

Look the person directly in the eye and maintain eye

contact.

______

Maintain irregular eye contact.

______

Avoid looking directly at the

person.

______


Stand close and make physical

contact.

______

Use my hands and body to illustrate

my points.

______

Stand close to the person without touching him or

her.

______

Stand back and keep my hands to

myself.

______


Use strong, direct language and tell

the person to stop.

______

Try to persuade the person to stop.

______

Talk gently and tell the person what my feelings are.

______

Say and do nothing.

______

(Please see next page for scoring and interpretation.)


Conflict-Management Style Survey Scoring and Interpretation Sheet

Instructions: When you have completed all 15 items, add your scores vertically, resulting in four column totals. Put these on the blanks below:

Totals: Column 1

______

Column 2

______

Column 3

______

Column 4

______

Using your total scores in each column, fill in the bar graph below:

Total Points

1 2 3 4

150

125

100

75

50

25

0

Column 1: Aggressive / Confrontive. High scores show a tendency toward “taking the bull by the horns” and a strong need to control situations or people. Those who use this style are often directive and judgmental.

Column 2: Assertive / Persuasive. High scores show a tendency to stand up for oneself without being pushy, a proactive approach to conflict, and a willingness to collaborate. People who use this style depend heavily on their verbal skills.

Column 3: Observant / Introspective. High scores show a tendency to observe others and examine one's self analytically in response to conflict situations as well as a need to adopt counseling and listening modes of behavior. Those who use this style are likely more cooperative, even easygoing.

Column 4: Avoiding / Reactive. High scores show a tendency toward passivity or withdrawal in conflict situations and a need to avoid confrontation. Those who use this style are usually accepting and patient, often suppressing their strong feelings.

Total your scores for Columns 1 and 2 and Columns 3 and 4.

Column 1 + Column 2 = ______ Score

A Column 3 + Column 4 = ______ Score

B

If Score A is significantly higher than Score B (25 points or more), it may mean you have a tendency toward aggressive / assertive conflict management. A significantly higher B score shows a more easygoing approach.


Are You Ready to Step into a Manager’s Shoes?

Circle your response to each Assessment Statement and total the number of responses.

Assessment Statement Agree Disagree

1. I can accept criticism without becoming defensive. A B

2. If I want something done right, I do it myself. B A

3. I tell employees the truth, not what they want to hear. A B

4. I expect employees to do what I say. B A

5. I do what I think is right instead of parroting others. A B

6. It’s difficult to anticipate and satisfy clients’ needs. B A

7. I listen to employees and value their opinions even though Idisagree.

A B

8. I keep certain operating principles to myself. B A

9. If necessary, I’ll reverse course, even though it may beembarrassing.

A B

10. I like well-established procedures. B A

11. People may not perform well because they don’t know what’sexpected.

A B

12. I don’t volunteer for risky projects. B A

13. I encourage staff to stretch. A B

14. Asking employees for input suggests lack of knowledge. B A

15. I’ll allow staff to make mistakes. A B

16. Personally thanking employees for a good job wastes time. B A

17. Being a supervisor is not all about bringing me more respect andprestige.

A B

18. The best thing about being a supervisor is the chance to makemore money.

B A

19. I know the best way to do the job and want to make sure others doit correctly.

B A


20. I am able to do what is necessary for the team, even though it maycause a hardship for other poor performing individuals.

A B

Totals:

How many A’s__________, How many B’s__________.

Results

If the total number of “A’s” is between (0 – 7): You may be rigid, resist change, and rarely upgrade knowledge and skills. You may be overly cautious and fear rejection. You probably don’t delegate, encourage, or reward employees. Your communication may need improvement. Identify strengths and weaknesses.

If the total number of “A’s” is between (8 – 14): You have some effective management skills, but are weak in others. Perhaps you don’t delegate, inspire, or coach staff. You may respect and reward staff, but fail to communicate. You may give appropriate performance feedback, but resist change. Identify skills that would most improve your management ability. Strengthen one each month.

If the total number of “A’s” is between (14 – 20): You like managing and are probably a good leader. You’re confident, flexible, and willing to take risks. You energize, empower, coach, and support others. You have integrity, effective communications skills, and continue to learn.

Documents

Personal Assessment Tool - learn.state.fl.us...•Values getting the job done •Decisive risk taker •Good at delegating work to others •Not shy but private about personal matters;