Competency Report for Selection

Sales - Account Development Model

Eugene Morris
For Account Manager

With ABC Company, LLC.

November 2, 2018

ABOUT THIS REPORT

To find out more about how to interpret, understand, and apply the information in this report, we invite you to visit the Caliper Essentials Competency Report landing page.

If you have additional questions about this report or how to apply these results, please feel free to reach out directly to your Caliper Account Team or call (609) 524-1200.

FIT: SALES - ACCOUNT DEVELOPMENT

66
Overall, Eugene Morris shows good potential in your role but could experience some challenges to successful performance that you may want to consider when making a
final decision.

COMPETENCY OVERVIEW

CRITICAL COMPETENCIES

Relationship Building 55

Active Listening 61

Information Seeking 76

IMPORTANT COMPETENCIES

Influence and Persuasion 93

Negotiating 81
 Composure and Resiliency 22

SUPPORTING COMPETENCIES

Organizational Savvy 71

Time Management 61

KEY FINDINGS
These Key Findings outline the behaviors most likely to impact Eugene Morris' success in the Sales - Account Development context, whether they serve as a strength or pose a challenge. Caliper suggests further
exploring these areas to gain insight into this individual's potential for success in your role.

Most Natural Behaviors Behaviors to Investigate

90 Uncovers relevant information to make accurate judgments and sound decisions

(Information Seeking)
17 Responds constructively to unexpected complications (Composure and
Resiliency)

85 Confidently expresses ideas and opinions (Influence and Persuasion) 23 Stays composed in challenging interpersonal situations (Composure and
Resiliency)

83 Works to convince others to support an idea (Influence and Persuasion) 35 Develops new contacts and initiates relationships (Relationship Building)

76 Gathers all information needed to make informed recommendations (Information

Seeking)
44 Encourages the speaker to elaborate based on verbal and non-verbal cues
(Active Listening)

BEHAVIORAL INTERVIEW QUESTIONS

As a next step, Caliper suggests investigating possible challenges using these Behavioral Interview
Questions. These questions were generated specifically for Eugene Morris, based on the Caliper Profile
results.

Responds constructively to unexpected complications (Composure and Resiliency)

Tell me about a time when you encountered unexpected complications when working on a high-impact project. What did you do to ensure your response was constructive? How did you have to alter your plans,
and what impact did that have on the overall project?

Stays composed in challenging interpersonal situations (Composure and Resiliency)

Describe a time when you faced adversity from a customer, colleague, or supervisor. What planning steps did you employ to ensure a positive resolution? What was the outcome? What were the long-term effects
on the relationship?

Developers new contacts and initiates relationships (Relationship Building)

Tell me about a time when it was particularly important to quickly build rapport with a new individual or group. Who was involved, and why was it so important? Specifically, what methods did you use to initiate
the relationship(s) and build rapport?

Encourages the speaker to elaborate based on verbal and non-verbal cues (Active Listening)

Tell me about a situation in which you needed to garner additional information from someone. What verbal and non-verbal cues did you use to encourage them to elaborate?

MANAGER RECOMMENDATIONS
Caliper recommends keeping these factors in mind if you bring Eugene Morris on board. It might be
beneficial for Eugene Morris' manager to address the following areas.

Responds constructively to unexpected complications (Composure and Resiliency)

Remind this person to pause before reacting to unexpected complications. Quite often, initial reactions are charged with anxiety and are not always productive. Challenge him or her to identify opportunities to be
constructive when responding to unforeseen circumstances. Question them, "What can be learned from this setback?"

Stays composed in challenging interpersonal situations (Composure and Resiliency)

Coach this person on effective strategies that they can use during challenging or emotional interpersonal situations. Common strategies include pausing before replying, asking open-ended questions, and
admitting feelings of stress to the other party. Role-play future interactions that may be stressful, and offer feedback following such interactions.

Develops new contacts and initiates relationships (Relationship Building)

Support this person in making a list of important internal and external personnel to contact, as well as coach them on techniques they can employ to generate conversations with new contacts. In addition,
encourage them to attend relevant business networking events so as to connect with key industry contacts or clients, and provide suggestions around conversation starters that have been previously effective.

Encourages the speaker to elaborate based on verbal and non-verbal cues (Active Listening)

Advise this individual to become more aware of their colleagues' and contacts' emotions during exchanges. By considering both verbal and non-verbal cues, they should be able to identify the feelings of the
speaker. Instruct them to reference emotion when asking for more information. Offer examples, such as, "You seemed stressed. Tell me more about what is worrying you." or "You seem disappointed. What
outcome were you hoping for?"

CRITICAL COMPETENCIES

Relationship Building
People who exhibit this competency develop effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are
sufficiently competent to provide positive results.
 Strengths to Lean On
55 Possible Challenges

Is likely to pro-actively reach out to connections on a regular basis in order to maintain strong  
relationships

Seems motivated to identify and suggest additional ways that they and the organization might Could rely on others to make the first move rather than take the lead in establishing a relationship
support the needs of clients

   

Active Listening
Individuals who exhibit this competency enhance mutual understanding in communicating with others by expressing genuine interest in, and providing full attention to, the content and meaning of others'
messages.

Strengths to Lean On
61 Possible Challenges

Is apt to convey interest by listening attentively and being engaged when interacting with others

 
May encourage in-depth sharing of ideas or hesitate, depending on the topic, mutual rapport, or
how easy a person is to read
Is inclined to reflect back what others say to convey interest and confirm understanding of the
message

Information Seeking
Individuals who demonstrate this competency are driven by an underlying curiosity and desire to know more about things, people, or issues. This involves going beyond routing questions and includes digging or
pressing for exact information; resolving discrepancies by asking a series of questions; or conducting less-focused environmental scanning for opportunities or miscellaneous information that may be used in the
future.

Strengths to Lean On
76 Possible Challenges

Is likely to understand and seek out the pertinent information needed to make decisions or achieve Is likely to be comfortable working with a network of contacts and reach out to tap into their
goals expertise when needed

Is likely to take a thorough approach when gathering the information required to make an The information Seeking competency appears to be a significant strength that should come
informed, well-though-out recommendation naturally

IMPORTANT COMPETENCIES

Influence and Persuasion

Individuals who display this competency are effective in persuading, convincing, influencing, or impressing others in order to get them to support a specific agenda, make a specific type of impression, or take a
specific course of action.

Strengths to Lean On
93 Possible Challenges
 Tends to communicate assuredly, expressing thoughts and recommendations without prompting  

Is likely to be motivated to influence others and get them to believe in and support ideas or The Influence and Persuasion competency appears to be a significant strength that should come
positions naturally.

Seems able to identify cues from audiences and adapt presentations in response so as to most  
effectively gain agreement

Negotiating
Someone who demonstrates this competency identifies key bargaining points for all parties and works effectively toward win-win solutions.

Strengths to Lean On
81 Possible Challenges

Is likely to gather the most pertinent data in order to support a position, and is apt to be prepared Seems willing to move forward and press for a commitment when the opportunity presents itself
to deploy it in negotiations

May analyze both successful and unsuccessful negotiations to identify learning opportunities and The Negotiating competency appears to be a significant strength that should come naturally.
determine the best way to move forward

Composure and Resiliency

Individuals who display this competency are able to deal effectively with pressure, maintain focus, and intensity, and remain optimistic and persistent, even under adversity. This competency includes the ability
and propensity to recover quickly from setbacks, rejections, and conflicts and to maintain self-control in the face of hostility or provocation.

Strengths to Lean On
22 Possible Challenges

The Composure and Resiliency competency is likely to require significant focus in order for this May allow their emotions to influence reactions, instead of remaining composed throughout
individual to perform effectively in it. challenging interactions

May allow the stress of an unexpected complication or change to impact the ability to respond Tends to remain calm in most situations, but could back down or internalize objections when
constructively outcomes are especially critical or there is extreme pressure from others

SUPPORTING COMPETENCIES

Organizational Savvy
Those who display this competency gather and accurately assess information related to the organization's formal and informal communication channels and power relationships.

Strengths to Lean On
71 Possible Challenges

Is likely to identify those who have influence, respect, and decision-making power through the Seems capable of getting things accomplish by making use of informal communication channels
organization with people who are in a position to assist

 
 Might build support for initiatives among contacts familiar with the topic, but may struggle to
adapt the message to be compelling for very different audiences across the company

Time Management
People who exhibit this competency focus on completing all work tasks in a timely manner while remaining responsive enough to react to competing demands and shifting priorities. This competency is about
managing multiple responsibilities, being organized, keeping on top of important time-sensitive tasks, and performing all work accurately.

Strengths to Lean On
61 Possible Challenges

Is apt to remain flexible in order to efficiently address unexpected issues or changing priorities
Is apt to limit delays and distractions between tasks in an effort to remain productive and efficient

Might take a free-form approach to structuring the workday or overcommitment by taking on more
  work without assessing current workload or priorities

PREFERRED STYLES
This section of the report presents information about this individual's general style preferences and how
that relates to a work context, rather than analyzing the person's fit with a specific Job Model.

COMMUNICATION

How does Eugene Morris prefer to communicate?

Motivators Potential Stressors
Finding agreement within the group; Having a clear path forward Emphasis on precision, rather than personal influence; Indecision and perceived confusion around
objectives and desired outcomes

Preferred Communication Environments Reaction to Stress

Influence-driven; Interactive; Hierarchical Emphasizing reaching agreement; Directing or telling in a seemingly arbitrary and/or forceful
manner

How to Communicate With Them How to Minimize Stressors

Prioritize future options and opportunities for influence; Use facts and data to support viewpoints Define options and remain flexible; Be clear and focus on the issues

INTERPERSONAL DYNAMICS

How does Eugene Morris prefer to interact with others?

Motivators Potential Stressors
Leveraging relationships to accomplish their own goals; Maintaining a sense of connectedness Loss of control and feeling excluded from impactful conversations; Letting others down

Preferred Interacting Environments Reaction to Stress

Competitive; Networking; Interactive Becoming argumentative or controlling; Seeking support and advice

How to Interact With Them How to Minimize Stressors

Be direct and focus on the goal and whom to involve; Find common ground and prioritize people Reinforce the value of their involvement; Help them identify their own priorities
issues

PROBLEM SOLVING AND DECISION MAKING

How does Eugene Morris prefer to solve problems?

Motivators
Seizing opportunity, gaining social reward, and receiving recognition; Reaching conclusions
 Preferred Problem-Solving Environments
Consensus-based; Enterprising; Response driven

Reaction to Stress
Making decisions based on gut reactions or emotional bias; Taking risks to seize opportunities
without fully considering the implications
How to Solve Problems With Them
Focus on social benefits and draw connections between people and the decision; Focus on potential
gains and provide key facts
How to Minimize Stressors
Recognize their feelings and offer encouragement; Demonstrate how thinking things through can
maximize positive outcomes
Potential Stressors
Overthinking and getting bogged down in details; Indecision and refusal to seize opportunities

PERSONAL ORGANIZATION AND TIME MANAGEMENT

How does Eugene Morris prefer to prioritize?

Motivators Potential Stressors
Producing results; Completing tasks efficiently Long-term projects or planning ahead; Unclear goals and inefficiency

Preferred Prioritizing Environments Reaction to Stress

Action-oriented; Unrestrictive; Productivity-minded Becoming distracted by new, exciting tasks; Showing reluctance to consider other ways of doing
things

How to Prioritize With Them How to Minimize Stressors

Keep conversations brief and at a high level; Have a focused, agenda-driven discussion Provide planning and follow-through support to keep them on track; Define tasks and goals more
concretely

CALIPER PROFILE TRAIT SCORES

This graph shows Eugene Morris' personality traits directly measured by the Caliper Profile. Each bar shows the percentile rank of how this individual scored on each trait relative to the appropriate Caliper norm
group, which is a representative sample of the workforce. For trait definitions, please click here.

Abstract Reasoning Ability 71

Accommodation 41

Aggressiveness 21

Assertiveness 74

Cautiousness 31

Ego-Drive 93

Ego-Strength 62

Empathy 79

Energy 89

External Structure 7

Flexibility 40

Gregariousness 16

Idea Orientation 70

Level-Headedness 5

Openness 39

Risk-Taking 95

Self-Structure 59

Skepticism 99

Sociability 62

Thoroughness 92

Urgency 97

The information provided in this report is based solely on data developed from the Caliper Profile assessment. It should be interpreted in light of other
information that is available about the individual and should
never be used as the sole basis upon which to make a hiring, development, or promotion
decision. To make an informed decision about whether this individual is likely to be successful with your organization,
Caliper advises you to use this
report in conjunction with other knowledge about the candidate, particularly information from the individual’s interview, résumé, and application as well as
feedback from references.