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Abhay Competency Insight
Project Management
Report
Date of Test : 10/04/2019
Leadership is not a position or title, it is action and example!
Leaders help themselves and others to do the right things. They set direction, build an inspiring
vision, and create something new. Leadership is about mapping out where you need to go to "win"
as a team and an organization; it is dynamic, exciting, and inspiring.
People Management Enhancement Program is a competency-based approach. It encourages
associates to develop competencies and sharpen their skills, which can be used in diverse work
situations rather than being boxed into the job.
This assessment is the first step in identifying where we are currently placed in the competencies
essential to perform the same, successfully.
A multi-dimensional approach to understand each individuals strength-based competencies in the
fields of technical, managerial, behavioural, functional knowledge, attitude, skills, etc. to maximise
the potential and secure peak-performance.
Based on the inputs from this report, we customise and focus individual developmental and
succession plan through workshops and multiple approaches!
People develop different patterns that work well in certain contexts. These patterns determine
their capabilities and skills-sets, attitudes and preferences, beliefs and values. Each pattern has
its own merits and demerits. Understanding the personal patterns and their right mix for specific
jobs is the first step towards a successful career and performance excellence.
For example, if a person is very proactive and loves challenges and risks for their own sake, s/he
will be good at racing events and adventurous sports. With a bit of process orientation the same
person can be employed in jobs requiring quick, structured and daring action like fighter pilots,
mine clearing and so on. Along with this proactive nature if s/he has sufficient attention to details
and people orientation, s/he will spur people into action and enjoy getting things done.
Suppose we pick up a pattern like, "I can focus on anything only for a short time", it only means
that the person needs frequent breaks in the work. By default, s/he will be the one who is able to
do multi-tasking which requires short-term focus. On the other hand, a person with long-term
focus will be able to concentrate for a long time analysing, criticising and evaluating ideas.
However, s/he will not be able to do multi-tasking. Vice-versa, a person with short-term focus
cannot do jobs requiring research and analysis.
If somebody is always finding faults, complaining and criticising, we tend to avoid that person. But
s/he is the best hand at trouble shooting, because s/he sees first the problems and the mistakes.
S/he can also be a great asset in identifying possible threats in strategic planning.
Team work is the buzz word, now-a-days, in the corporate world. Therefore we tend to shun a
person who is withdrawn, reserved and aloof who feels uncomfortable to work in a group.
However, such a person can be highly productive and very efficient in situations where
independent decisions and their implementation are important.
It is possible that a person is uncomfortable with strangers. Sitting next to other passengers in a
train, for example, s/he may not speak a word to them for the entire stretch of that journey. We
may not consider such people for sales and marketing, but they may be the best choice to work in
sensitive and confidential [Link] person has the potential to succeed and excel, provided
s/he is in the right job.
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Notice: Please note that this assessment does not measure / consider your education, skills or
work experience. This report is provided solely to assist you in self development and to help
articulate your career choices and advancement based on your personal behavior and response
patterns in different work situations.
Profile Compatibility
Profile compatibility gives an understanding of the overall capability of an individual to deliver the
expected performance in a specific job. Given below are competencies identified for your role and
your proficiency level.
Profile Competency Explanation
Competency Name Description Proficiency Level
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Effective It is the ability to convey information effectively.
Communication Conversational ability and language skills are excluded.
Effective communication is an essential component of
professional success. However, communication is the most
misunderstood competency. Some people confuse it with
the ability to converse fluently or talk to a group effortlessly.
In reality, great communicators cover a vast spectrum of
experience and match the sensory preferences of the
audience to effectively transfer ideas, align expectations, Expert
and inspire action. It is all about meeting the needs and
requirements of people at their individual level.
High scorers will use all the communication channels to
convey information to their listeners. They will know how to
present and persuade all types of people in the audience of
varying sensory preferences, namely, visual, auditory and
kinesthetic. They will exchange information meaningfully,
and generate and maintain the desired effect.
Interpersonal Skill It is the ability to connect to diverse groups and arrive at
mutual agreements. Good interpersonal skills can transform
people with politically correct attitude, where people get
along well while doing their job. Though inborn, these skills
can be enhanced by constant nurturing. Advanced
High scorers will chart out the path of least resistance, listen
carefully, and create rapport. They will look for areas of
agreement and resolve disputes. They will be impartial and
believe in justice and fair play.
Reporting skill Ability to extract relevant information and prepare reports
accurately. High scorers will be able to work on overviews Expert
and summaries, sum up large chunks of information,
compile data methodically and put them forth systematically.
Critical Thinking Ability to think coherently and make reasoned judgment
that are logical and well-thought out. High scorers will be
objective, look for evidences to support a particular Intermediate
argument, understand the logical connections between
ideas, identify inconsistencies and errors in reasoning,
approach problems in a consistent and systematic way.
Creativity/innovation It is the ability to create new ideas and new ways of doing
things. Creativity is the biggest predictor of success; and
innovation is the implementation of it. It requires the right
mix of several skills. Creative people are intuitive,
subjective, expressive, and often see the other side of the Expert
coin. They are inspired when least expected from them
originate innovative ideas. High scorers will constantly seek
and experiment with new ideas, try to find original solutions,
and give a competitive edge to the company in the areas of
their concern.
Client/external Ability to interface with customers and other external
interfaces agencies, and maintain long term relationship with them by
satisfying their needs. High scorers will put customers at the
center of business decisions and think in terms of customer
requirements. They will maintain an effective customer Advanced
relationship, follow through customer feedback, and
communicate back to the customer. They will take action
regarding quality control, and keep track of deadlines and
service delivery.
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Collaboration It is the ability to work effectively in a team with openness
and knowledge sharing. Collaboration is the right response
to solving complex problems and reducing conflicts. It
creates a supportive environment in the work place,
promoting trust, sharing, belonging and respect. The overall
effect of collaboration is a responsive workforce, increased Advanced
productivity and improved inter-personal relationship. High
scorers will create a supportive environment in the work
place, and promote trust, sharing and respect. They will
build a responsive workforce, increase productivity and
improve inter-personal relationship.
Team Building Skills It is the ability to build and manage an effective team to
achieve common objectives.
High scorers will will stimulate trust and respect of the team
members, establishing rapport, and look for areas of Advanced
agreement for smooth functioning. They will guide and
manage the team members to meet their goals and
objectives efficiently.
Attention to Details It is the ability to work with details, step by step, in an
orderly manner. It brings accuracy and thoroughness in
accomplishing a task.
High scorers will handle small pieces of information well and Advanced
work in sequence. They will pick up all relevant information,
will be thorough with the tasks and assignments, and make
sure they do exactly what they are expected to do.
Managing Change Ability to create the desired change and influence people to
and Situational work towards achieving it in the given context. High scorers
Leadership will prepare the ground for the desired change and work
systematically towards it. They will show natural leadership
qualities and reach out to people. They will explore the Intermediate
capacity and the skills of the people involved and look for
ways to truly fit them to achieve the stated purpose. They
will have a clear vision about what they want to achieve and
work for the common good. The low scorers may be ardent
followers and execute the ideas of their leader.
Problem Solving It is the ability to identify the objectives and obstacles, and
choose the best solution using logic and creative thinking.
Problems are opportunities disguised as barriers. Good
problem solving skills will empower people in their personal
and professional life. Advanced
High scorers will be able to explore and identify problems,
evaluate the information from different angles, chunk them
down to key components, look at alternatives, and choose
the best possible solutions.
Most Potential Patterns
The characteristics included in "Most Potential Patterns" are descriptions of basic patterns in
personality which the candidate exhibits generally. They may or may not have a direct impact on
the specific job to be considered.
* Lives in the present and responds willingly to the demands of the moment
* Is calm and reassuring at home and outside
* Is practical, economical and looks for value for money
* Wants to fit in with everybody else
* Thinks analytically, logically and rationally
* Relies on established facts
* Is interested in learning from wherever, people, activities, things, life and work
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* Constantly updates knowledge
* Is very materialistic
* Is very inquisitive and finds so many things interesting
* Is fascinated by the variety of things and their complexity
* Is very visual and has good imagination
* Takes dry ideas and enlivens them with images and metaphors
* Makes own decisions without any external influence
* Rarely relies on the recommendations of others
* Is motivated from within
* Likes to follow set ways and believes there is a “right” way to do things
* Will complete and finish whatever is started
* Prefers to work on the overview or at the conceptual level
* Sees the big picture all at once
* Wants the situation in a given context to remain the same
* Does not like change and may refuse to adapt
Response Patterns
They describe various behaviour and response patterns of the individual which the system has
picked up in relation to specific job profiles. They throw further light on how a candidate would
naturally respond in specific work situations.
Poor Average Fair Good Very Good Excellent
Effective Communication
Listen carefully, express ideas with impact
Integrates the experience with metaphors and imagery
Can build trust with the audience
Develops personal authenticity to influence others
Makes sense of the world around and Interacts naturally
Reporting skill
Works on overviews and comprehensive summaries
Listens carefully, asks the right questions
Has sound judgements, and consider the briefs carefully
Assimilate data, and record them with credibility
Analyse the issue and recommend a course of action
Critical Thinking
Uses analytical, objective approach
Treats information in linear sequence, step by step
Identifies inconsistencies and errors in reasoning
Approaches problems in a consistent and systematic way
Rarely relies on the recommendations of others
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Creativity/innovation
Intuitive and inventive and easily connects the dots
Works out innovative ways
Looks at several options
Thinks out of the box more often
Positions the knowledge to effectively impact outcome
Collaboration
Can work with people with different view points
Fosters operational communication
Works towards a goal in mind
Pays attention to details
Takes up mutually reinforcing activities
Team Building Skills
Encourages collaboration and mutual support
Directs the team towards clear goals and roles
Encourages open and respectful interaction
Able to give direction and allot responsibilities
Establishes group norms and consistent guidelines
Attention to Details
Brings accuracy and thoroughness
Can compile information logically
Works step by step
Patience when looking through massive data
Pays attention to task at hand
Managing Change and Situational Leadership
Looks for areas of agreement
Can prepare the ground for major changes in an organization
Willing to take decisions in difficult sitution
communicate information to the people
Knows the right way to do things
Problem Solving
Able to analysie and evaluate policy concerns
Prevent potential road blocks
Connects the dots to develop solutions
Pays attention to subtle cues and assess every step
Adheres to efficient and effective work processes.
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Poor Average Fair Good Very Good Excellent
Concern
The characteristics included in "Concern" are based on the basic patterns in personality which the
person exhibits generally. This gives an idea how the person will interact in various situations.
However, due to the influence of the interacting traits, the competency % may have some
variations in the score.
* Can be less intuitive
* Can be too rigid
* Is rarely spontaneous
* Looks at others for planning
* May find difficulty in shaping long-term goals
* May find it difficult to manage a group
* May not be able to bring life and work in a balance
* Unable to express emotions appropriately
Guide Lines
Even when people get very high rating in certain competencies, the insufficiency of the
complementary patterns or the interference of other patterns may result in ineffective responses.
The tips will caution them against such possibilities and encourage them to consistently focus on
optimum performance.
* turn dreams into reality
* Accept and accommodate individual differences
* Be more democratic
* Be more spontaneous
* Focus more on performance than the procedure
* Focus on long term goals
* Learn to edit the ideas and make them practical
* Learn to express feelings openly
* Practice flexibility
* Practice speaking slowly
* Translate knowledge into action
Training and Development
Individual training needs can be analysed with this section of the report. It helps the HR
department to identify and fine-tune the individual training needs of the employees so that very
specific training can be imparted to improve their work efficiency and overall productivity. The
training need is printed for competencies having scores below 60% only. The 'Training and
Development' is printed based on the lower patterns of the individual based on the selected
profile. When selecting a different profile, the training needs may vary. When the 'Training and
Development' is indicated as 'Mandatory' it means, in order to develop that particular
competency, undergoing that particular training is a must.
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Effective Communication
Interpersonal Skill
Reporting skill
Critical Thinking
Creativity/innovation
Client/external interfaces
Collaboration
Team Building Skills
Attention to Details
Managing Change and Situational Leadership
Problem Solving
T36 T25 T19
Desirable Mandatory
* Differential thinking (T25)
* Paying attention to details (T36)
* Trouble shooting (T19)
Eminent Skills
(Eminent Skills show the best employability skills of an individual. They are not related to any job
profile. Competencies, in general, are combinations of several personal patterns coming together
to create specific abilities of the individual. They are interactive and not static. They may interact
with other patterns and situations and can be consciously improved as the individual takes in
more information in specificsituations.)
Competency Name Description Proficiency Level
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Managing Stress It is the ability to handle stress and respond appropriately in
situations of crisis. Stress management is very generally
used for all the age groups, and is associated with everyday
responsibilities. In context of frustrations, deadlines and
demands, excessive stress can lower your self esteem, Outstanding
threaten your health and reduce performance and
p r o d u c t i v i t y .
High scorers will be good at self-management and be able
to control their thoughts, emotions, and the way they deal
with the problems.
Corporate Ability to compile and transmit information credibly and
communication coherently. High scorers will be able to compile information Excellent
methodically, put forth ideas systematically and be
objective.
Documentation Ability to generate authentic and focused information for
future use. High scorers will work with overviews and Excellent
summaries, write in simple sentences, compile and put forth
information systematically.
Continuous learning It is the ability to gather relevant information to enhance
knowledge and capabilities. Continuous learners will
expand their skill-sets in response to changing work
contexts and new advances. A successful company should Excellent
invest in such people to maintain productivity and employee
motivation. High scorers will regularly update their
knowledge, and perpetually seek information and
competence for their personal of professional development.
Informed Decision It is the ability to gather data and analyse alternatives before
Making making a decision. Right decision-making skill is the secret
of success in the work-place, especially for management
and leadership. It involves the choices and their
consequences, all the while keeping an eye on the goals Excellent
and company objectives. High scorers will be careful
decision makers. They will be rational and coherent in
thinking, look at the information and analyse the data in
order to make sure that they are logical and consistent.
Accountability It is the ability to assume responsibility for own actions and
to complete the task on schedule. Accountability is a
foundational need . Looking at it positively, accountability,
along with the best practices, can be the first step towards
making things happen right. Any improvement process
must call for a positive approach to accountable decisions, Excellent
behaviour and attitudes.
High scorers will have a positive approach to accountable
decisions, behaviour and attitude. They will be clear about
their roles and responsibilities, and deliver the results
promptly.
Creativity/innovation It is the ability to create new ideas and new ways of doing
things. Creativity is the biggest predictor of success; and
innovation is the implementation of it. It requires the right
mix of several skills. Creative people are intuitive,
subjective, expressive, and often see the other side of the Excellent
coin. They are inspired when least expected from them
originate innovative ideas. High scorers will constantly seek
and experiment with new ideas, try to find original solutions,
and give a competitive edge to the company in the areas of
their concern.
Strategic thinking ?It is the ability to organise the overall thought process to
envision people advantage.
High scorers will incorporate big picture and creative Very Good
thinking into strategy making, raise vital questions on
established ideas and knowledge, and envisage the future
direction
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Curiosity An innate desire to know about new ideas and ways. High
scorers will have the thirst for new knowledge, grasp ideas Very Good
and concepts fast and have good imagination.
Policy management It is the ability to set and maintain operating rules to deal
with situations likely to occur. It is the process of developing
and managing the challenges through a systematic and
coordinated effort. As an ongoing course of action, it
involves all the departments and individuals to ensure Very Good
success, confidence and satisfaction.
High scorers will have a consistent set of priorities and
vision for the society. They will create rules for the future,
considering the law and betterment of the people
VAK Analysis
(Note: A person gets information through 5 senses for brain to process. However, 3 senses are
more prominant.
They are 1) through visuals(eye), 2) through Auditory(ear) and 3) through Kinesthetic - feelings /
touch / movements.
This will determine the dominant learning style. It is known as VAK Analysis (Visual,Auditory &
Kinesthetic). It is based on modalities—channels by which human expression can take place and
is composed of a combination of perception and memory. Although we use all of the
representational systems, we tend to have a preference, just like there are people who prefer
certain types of food.)
The below chart will indicate whether the person's best learning preference is 'by observing' or 'by listening' or 'by
doing'.
As per the VAK Analysis Abhay's best learning preference(s) are by 'Observing' and by 'Doing' and by
'Listening'.
Suggestion to optimally apply your learning style
First Preference for Abhay :
* Try to read books on similar topics from internet or from other sources, with more pictures to explain the
concepts
* Convert the concepts and key points into pictures, charts and mind maps
* Re-read the topics after the training session
* First create a summary or bullet points and then go into details.
* Study in a place where there are no distractions at all.
* Do not need to repeat the subject loudly. Reading once with concentration may be enough.
* Draw connected pictures in the margins while taking notes
* Do imagine or visualise what has been taught / taken notes
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Abhay may also use the following :
* Get CDs on the subjects and listen to the topics as many times as you can.
* Repeat loudly / mentally what has been taught / listened to
* Ask lots of questions in the learning process.
* Give more attention to what is being said
* Record the subjects in your own voice and play back in the revision process
* Talk about the subjects and key points to others
* Combined study through group discussion will help a lot
* Listen to some soft music while studying
* Do lots of self experiments on the subjects
* Listen to some soft music while studying
* Use markers to highlight or underline key points while taking notes
* Take frequent breaks while studying / revision
* Involve in activities related to subjects
* Use colour pens / pencils while taking notes
* Do imagine or visualise what has been taught / notes taken
* Try to transfer the subject information from the text to other formats like bullet points, mind maps and
sign language
* Combined study with group activities / acting, role-playing on the subject will help a lot
* Always take notes
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