POP6 #000000000000 for Sample Person on May 19, 2010

PERSONAL ORIENTATION PROFILE - POP™

VERSION 6.0

CONTENTS	Page

P.O.P. Snapshot of Sales Potential	2
Executive Summary of Sales Potential	3
Predictor Score Summary/Recommendations	4
E.P. Summary/Questions/Training	5
A.P. Summary/Questions/Training	6
I.P. Summary/Questions/Training	7
P.O. Summary/Questions/Training	8
Inv. Summary/Questions/Training	9
Retention Prospects	10
Self Confidence & Lifestyle Management	11
Listening Style	13

Attitudes Related to Sales
Approach to Call Reluctance	14
Sensitivity to Rejection	15
Prospecting Orientation	16
Commitment to Sales	17

Scores
Summary of Scores & Cautions	18
Responses from Opinions Section	19

Candidate Feedback Report
Personal Strengths/Career Needs	2
What To Seek/What To Avoid In Jobs	3

POP6 #000000000000 for Sample Person on May 19, 2010

©1993-2007, Selection Testing Consultants Intl Ltd

POP6 #000000000000 for Sample Person on May 19, 2010	Page 2

P.O.P. Snapshot of Sales Potential

Results Reliable?	Some Questions	Seems O.K.	O.K.

A Self Manager	Not Likely	With Coaching	A Natural

An Effort Person	Needs Coaxing	Works to a Plan	Yes-Use Coaching

A "Team" Person	Too Much	A Team Member	A Team Leader

A "People" Person	Uninterested	People are O.K.	Definitely

$/Challenge Motivated	Very Little	Yes	Very Much

Service Motivated	Very Little	Yes	Very Much

Security Motivated	Very Cautious	Takes Some Risks	Will Take Risks

Independent	Becomes Dependent	Sometimes	Very Strong

Controls Self (SD)	Not in Control	Yes	Totally in Control

Handles Stress (SC)	Poorly	O.K.	Totally in Control

A Good "Prospector"	Not Likely	With Training	COACH to Excellence

A Good "Closer"	Weak Closer	Soft/Persistent	Tough/Persistent

Likes Learning	Uninterested	O.K. When Needed	Loves It

Chances for Survival	Risky	With+++Effort??	With Effort-Good

2nd Year Performance	Below Average	+++Effort=Average	++Effort=Superior

Total Recommendation	Doubtful	With+++Effort-Maybe	With Effort-Yes

POP6 #000000000000 for Sample Person on May 19, 2010	Page 3

Executive Summary of P.O.P. Results

PS = 83

EP = 71

AP = 11

IP = 24

SD = 45

UC = 66

LM = 43

CR = 54

PROSPECTING ABILITY?	Excellent - should be a self-manager
CLOSING STYLE/ABILITY?	Hard closer style - moderate persistence likely
HOW CONFIDENT?	High - generally feels confident/in control
A PEOPLE PERSON?	Definitely yes! People are a turn-on
LIKES LEARNING?	Not usually - unless topic is specifically useful
WHAT ABOUT STRESS?	Good score - handles own life stresses O.K.
TRAINING NEEDS?	Train intensely and quickly and get this person out doing the job as soon as possible. All usual training needs apply to all candidates.
PERFORMANCE LEVEL?	Very high performance is very possible
START FAST OR SLOW?	Likely a quick starter with good growth
SUPERVISION NEEDED?	Make training short - little supervision needed
STRONGEST NEEDS?	Provide the opportunity to be successful with variety and challenge.
WHAT ARE THE RISKS?	Very High Pred. Score - constant challenge needed. There are no other apparent high risks.
HOW DO WE RETAIN?	Lots of challenge and income. Lots of variety No other specific considerations are apparent
CHANCES FOR SURVIVAL?	A really good chance for survival
WHAT ELSE?	Boredom, even in what others would see as a very challenging situation, is a threat to retention.

POP6 #000000000000 for Sample Person on May 19, 2010	Page 4

Summary and Recommendations Concerning the Predictor Score

Predictor Score (PS) = 83

This is a very strong result on the Predictor Score and indicates the potential for an exceptionally high level of performance. People like this can sometimes survive and prosper even in environments which are not at all supportive. If she is really this good, she will already have an outstanding HISTORY OF EFFORT and probably lots of demonstrable SUCCESS.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 5

Enterprising Potential (E.P.) Selection Questions & Coaching Needs

EP = 71
EP < 10 is WEAK	EP 10 - 20 is MARGINAL	EP > 40 is STRONG

Selection Considerations In competitive business environments, her strength on the E.P. Scale would indicate a strong potential for basic survival. She should have a very strong natural inclination towards being a self-manager. Given formal training in planning and time management skills, she should be able to make a routine of the daily effort required to maintain the basic contact activities essential for survival in demanding business opportunities.

QU What kind of natural orientation does she have towards being a self-manager, i.e., how quickly and effectively can she learn to plan and organize herself and manage her time to get the daily, weekly etc. objectives met?

QU How willing is she to take any learning opportunities to develop her self-management potential for use within the career, either from within the company or through outside sources?

QU Ask about any specific tasks or requirements she may have had in the past which will show how she can take the requirement, convert it into a plan for action and how she manages her time and focuses her effort each day to get the job done. Ask her for references to verify the examples.

Coaching Suggestions Maximize existing strengths through training in basic personal time management and activity planning skills. Develop specific job related task planning and self management skills. Train her in these areas and monitor her planning and her activities until she demonstrates consistency. She can and will work best if you focus on the management of her EFFORT.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 6

Achievement Potential (A.P.) Selection Questions & Coaching Needs

AP = 11
AP < -15 is STRONG CAUTION	AP 0 to -15 or > 40 is MILD CAUTION

Selection Considerations This is an acceptable result on the A.P. Scale. This level of A.P. Scale results predicts the potential for eventual higher than average performance. She has a strong need for achievement and she will be anxious to finish any training requirements and get started at the job.

QU To best understand this person, you need to effectively evaluate the balance between her achievement motivation level, in terms of challenge or money motivation and her 'people' or service orientation. Ask her to tell you about her achievements over the past two to five years which she feels have the greatest satisfaction for her. What was the challenge or financial gain outcome of these accomplishments? What was the humanistic value of the accomplishments? Were the achievements job related, public service related, in sports or in education etc.?

QU Ask her for examples of work she has done in which there was some direct reward in terms of income, recognition etc. Has she ever undertaken a demanding learning/working experience because it would contribute to her career advancement? On what basis would she prefer to be judged in the future - performance in a bottom line sense, or performance in terms of the intrinsic human value of what she does for others?

QU Has she ever had any really good successes in work, in sports or in her personal life where she faced some real challenge and won? Check examples with her references.

Coaching Recommendations Since she has the energy and ambition to succeed, she will profit from training in closing techniques so that she may apply that energy and ambition effectively. You will find that she will learn her best techniques for persistence in closing by being trained by someone who has a style of approach which fits well with her own personality.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 7

Independence Potential (I.P.) Selection Questions & Coaching Needs

IP = 24
IP < -25 IS VERY DEPENDENT	IP > 25 is VERY INDEPENDENT

Selection Considerations This is a high score on the I.P. Scale. In the job for which she is being considered, if you can eventually offer her an opportunity to work in a very independent way, assuming that she has earned the right to do so through demonstrated performance, then she may be able to express her independence productively. If your operation is such that tight supervision and control are and remain in place indefinitely, problems will occur. She would be essentially a 'maintenance free' employee from a supervisory standpoint once she has moved out of the initial training and supervision framework.

QU In the last few years, what level of independence of action has she had in her job(s)? Within the boundaries of the freedom and autonomy allowed, what did she manage to achieve? Could she have achieved more with more freedom? How much supervision was she given? How did she feel about the type and quantity of supervision she received? Did it help or get in the way of getting the job done? Examples? Check with references.

QU In the past five years has she ever come into conflict with a supervisor over any issue relating to her need for a great degree of independence? What were the circumstances and how was the conflict resolved? References.

QU In the past few years, are there any situations, either on the job or in her personal life where she took on significant added responsibilities? Are these added responsibilities still there? What did she do to cope with the added pressure? How successful has she been? Who can we ask for feedback about these added responsibilities?

QU What does she see as the best kind of work environment for herself in terms of being supervised, being part of, or the leader of the team, and in terms of having the opportunity to be creative and innovative within her job and her eventual career development path?

Coaching Recommendations She may resent the fact that you feel she must be trained. However, coaching certainly is necessary to ensure that she expends her energies in as productive a fashion as possible. The training should be aimed at getting her into the field as soon as possible.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 8

People Orientation (P.O.) Selection Questions & Coaching Needs

PO = 30
PO = 0 is OK	PO -15 is MARGINAL	PO -25 is CAUTION

Selection Considerations This is a very strong result on the P.O. Score. This person will find a position with lots of interaction with new people to be a real plus. Keep in mind as well, that people who are extremely people- oriented can also be sensitive to rejection if the interaction feels wrong.

QU Ask her how she feels about meeting and putting people at ease. Examples?

QU How well does she adjust to different personalities? Examples?

QU How does she feel and what has she done about the importance of team work and good public relations in achieving company goals? Examples?

Coaching Recommendations Training in the field will probably be most effective if she is paired with another highly 'people oriented' type 'coach'.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 9

Investigative Orientation (Inv.) Selection Questions & Coaching Needs

INV = -16
INV = 0 is OK	INV -10 is MARGINAL	INV -25 is a CAUTION

Selection Considerations The Inv. Score is very low. If yours is a business which demands a lot of initial or ongoing technical learning, she will have difficulty finding satisfaction or perhaps even coping acceptably with this aspect of the job. Indeed, for some people, learning requirements and a requirement for attention to detail are extremely negative in a job.

QU How does she feel about the learning experiences that she may have to take to qualify for inclusion in a career in your business? How does she feel about investing her own time, EFFORT and maybe even money in developing personal and technical competencies to make her successful in your business?

QU What does she do really well now? Is this a 'technical' competency or a 'people' related skill? Are there things that she does outside of work which contain some strong technical components which she has mastered? Has she mastered any significant technical learning task within the last two years? Has she tried any such task and been unsuccessful at it? Why?

Definite Training Requirements You will have to monitor her most carefully to ensure that she both learns and correctly employs the new technical knowledge.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 10

What Will We Have To Do To Keep This Person With Us?

Based on the Enterprising Potential (E.P.) Results
Retention Considerations She may balk at working within an overly structured work situation as she needs continuing opportunities to customize the job structure to make it her own. She will likely need little managing in the long run from the standpoint of structuring and organizing the work.

Based on the Achievement Potential (A.P.) Results
Retention Considerations She could become bored with a job that is repetitious even if the outcome of the job is a good income. To stay with you in the long run, she will have to be challenged by both the performance demands of the job and by a requirement to develop new and creative business or personal opportunities for herself.

Based on the Independence Potential (I.P.) Results
Retention Considerations Over the long run, she will almost certainly leave any work situation which is or which becomes too structured or too team oriented. She will insist on the freedom to do things in her own way and at her own pace.

Based on the People Orientation (P.O.) Results
Retention Considerations Since she gets a lot of her satisfaction out of people contact, recognition from the boss and her peers will be very important.

Based on the Investigative Orientation (Inv.) Results
Retention Considerations If there is an ongoing requirement for her to take courses and upgrading in a technical sense, she may not stay with you.

POP6 #000000000000 for Sample Person on May 19, 2010	Page 11

Self Confidence & Lifestyle Management

Self Confidence

Feels in Control/Internally Directed

Feels Controlled by External Factors

Overview
Teresa has a healthy self confidence, making her feel that she is able to handle most situations on her own. This profile indicates an individual who accepts the responsibility for her own performance and who expects to succeed in virtually all she attempts.

Coaching Suggestions

Maintain Teresa's self confidence by reinforcing her good feelings about herself.

If Teresa ever appears arrogant, remind her that it is important to feel good about oneself but also important to avoid the appearance of arrogance.

Help her to commit to achieving and exceeding agreed upon performance levels.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 12

Lifestyle Management

Handling Stress Well

Stress Management Training Would Help

Overview
Teresa handles most stressful situations quite well. Urgent projects, deadlines and criticisms should be dealt with effectively. Her ability to cope with a stressful work environment may even enhance her performance in challenging situations.

Coaching Suggestions

Teresa seems able to deal with stress well and may need continual challenge from her work environment to avoid boredom.

She may be effective as a mentor for those who could benefit from learning how she copes with stress.

Teresa may be able to assume additional responsibilities when there are additional challenges.

POP6 #000000000000 for Sample Person on May 19, 2010	Page 13

Listening Style

Very Good Listener

Needs Coaching

Overview
Teresa's responses indicate that she may have some areas for growth in her approach to listening. Teresa may show some difficulty listening attentively to others for longer periods of time. She may also need development in actively listening to the needs and/or concerns of clients, peers, and others. Teresa's approach to listening may be a concern in areas that involve considerable interaction with clients, peers or others.

Coaching Suggestions

Teresa would benefit from some coaching to enhance her approach to listening and enable her to be a more attentive and effective listener. A mentor would be helpful if she is to be a more effective sales representative.

It may be possible to develop her approach to listening through role-playing potential interactions that Teresa will encounter with clients, peers or others. Teresa would also benefit from training in methods of handling specific client and/or other business interactions.

POP6 #000000000000 for Sample Person on May 19, 2010	Page 14

Attitudes Related to Sales
Approach to Call Reluctance

Excellent

Caution

Overview
Teresa will be comfortable prospecting within specific areas of her natural market. To prospect and network from a business perspective, she would require commitment to product and a practised method of approaching people. There may be some requirement for joint field work from time to time.

Notes/Additional Questions/Answers
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POP6 #000000000000 for Sample Person on May 19, 2010	Page 15

Sensitivity to Rejection

Manages Well

Average

Could be an Issue

Overview
Her high score on the managing rejection scale indicates that she would tend to perceive the sales process in a very objective manner. She would be primarily focused on identifying client needs rather than on how the client was responding to her personally during the sales process. She would benefit from training to become consciously aware of this competence. She is very unlikely to confuse a client's feelings about the product with feelings toward her personally.

Question Analysis
Item analysis reveals that none of her responses to the questions on this scale raises any concerns.

Candidate Interview Questions

Would you ever back away from a sure sale if it required you to be aggressive?

What recent changes have you made in your image? Who or what motivated you to make these changes?

What are the major differences between successful and unsuccessful salespeople?

Who is the most popular salesperson you know? Why is that individual so popular?

POP6 #000000000000 for Sample Person on May 19, 2010	Page 16

Prospecting Orientation

Strong

Good

Average

Marginal

Weak

Overview
Teresa would tend to favor prospecting in specific areas of her natural market. To prospect and network from a business perspective she would require a strong commitment to product and a well developed sales track. The requirement for consistent prospecting could provide an overwhelming challenge which would create a need for ongoing training support and joint field work.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect to this scale.

4. It is easier to sell to friends than to strangers.
36. My first sales should be to my family and friends.
88. My family and friends are a good source of sales.

Candidate Interview Questions

How do you plan on developing a client base?

What products or services would you feel uncomfortable selling to your family and friends? Why?

Who would be the first individuals or organizations that you would approach with our products and services? Why?

Do you have friends or family that sell a product or service that you would not like to sell? Who and why?

What problems would you anticipate in selling to your family and friends?

POP6 #000000000000 for Sample Person on May 19, 2010	Page 17

Commitment to Sales

Very Positive

Average

Needs Development

Overview
Based on her positive image about a sales career, she will enjoy approaching prospects in her natural market about the career she has selected. Therefore, she would be an excellent source of potential recruits. From a motivational perspective, a manager can facilitate very high performance levels by reinforcing this concept during early training and throughout the developmental process.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect to this scale.

84. I have bought a product or service mainly because of the salesperson.

Candidate Interview Questions

In your opinion, what are the major characteristics that make for a successful sales representative?

How many of these characteristics do you have?

How many of your friends are sales people?

How much push do potential buyers require to buy a product?

POP6 #000000000000 for Sample Person on May 19, 2010	Page 18

Summary of Scores & Cautions

ENTERPRISING POTENTIAL (EP)
EP 71

STRONG

AVERAGE

MARGINAL WEAK

ACHIEVEMENT POTENTIAL (AP)
AP 11

$ AND/OR CHALLENGE

PEOPLE AND SERVICE

SAFETY AND SECURITY

INDEPENDENCE POTENTIAL (IP)
IP 24

VERY INDEPENDENT

INDEPENDENCE ORIENTED

TEAM ORIENTED VERY DEPENDENT

PREDICTOR SCORE (PS)
PS 83

VERY STRONG STRONG

AVERAGE

BELOW AVERAGE CAUTION

SCORES

	Enterprising	People Oriented	Achievement Oriented	Independent

Power Scores	131	30	98	103
Neutr Scores	60	-16	73	79

	Acquiescent	Investigative	Relaxed	Team Oriented

71	93	11	24	83
EP	BL	AP	IP	PS

ATTITUDES


45	43	54	66	15
SD	LM	CR	UC	LS

POP6 #000000000000 for Sample Person on May 19, 2010	Page 19

Responses from Opinions Section

1=Don't Agree At All

2=Agree A Little

3=Somewhat Agree

4=Moderately Agree

5=Definitely Agree

1.	Effort gets results. (4)	49.	A good plan can avoid mistakes. (3)
2.	I thrive under pressure. (4)	50.	Stress improves my performance. (3)
3.	I rarely interrupt others while they are speaking. (2)	51.	After listening to someone talk, I repeat the important points back to them to insure my understanding. (3)
4.	It is easier to sell to friends than to strangers. (1)	52.	I often refer people to my family and friends. (4)
5.	I am often influenced by others. (3)	53.	Hard work does not always get results. (2)
6.	I would have difficulty integrating a demanding career into my lifestyle. (1)	54.	To be effective on the job, I need more energy. (3)
7.	I have never told lies. (4)	55.	I make sure others have finished speaking before I respond. (3)
8.	Aggressive salespeople usually make a good income but have less repeat business. (2)	56.	Informal social events are a good source of sales contacts. (5)
9.	Most mistakes can be avoided. (4)	57.	I find it easy to talk about myself. (5)
10.	I am comfortable with changes in technology. (4)	58.	Regular habits are an important part of my success. (5)
11.	I like to hear people fully explain their point of view. (3)	59.	I have never said anything unkind about anyone else. (4)
12.	I avoid actions that might make people dislike me. (3)	60.	I have met very few people whom I did not like. (4)
13.	People's good qualities are seldom recognized. (3)	61.	I am distracted easily. (3)
14.	I sometimes lack the energy to perform important tasks. (2)	62.	Professional demands often interfere with my lifestyle. (4)
15.	Most conversations take too long. (2)	63.	People take too long to get to the point. (3)
16.	It is important that people approve of me. (2)	64.	I get upset when salespeople call me at home. (2)
17.	I am good at most things that I try to do. (5)	65.	I am a confident person. (5)
18.	I stay focused on my priorities. (5)	66.	I can concentrate on my work for long periods of time. (4)
19.	After listening to an interesting anecdote, I like to describe a similar situation involving me. (4)	67.	I will interrupt other people to provide an answer to their question. (3)
20.	Salespeople have a positive public image. (4)	68.	To be successful at sales, I must change my image. (3)
21.	Success is mostly luck. (2)	69.	My performance depends on the situation. (3)
22.	I often allow my attitude to affect my performance negatively. (1)	70.	To be effective, I need to make several lifestyle changes. (3)
23.	All my habits are good and desirable ones. (5)	71.	No one is ever rude to me. (4)
24.	It is very important to push people to buy a product or service after you have established that they need it. (3)	72.	I would rather approach a potential new client by telephone than in person. (2)
25.	People get the respect that they deserve. (2)	73.	I am successful in most aspects of my life. (5)
26.	I generally have a positive attitude towards work. (5)	74.	Work does not get me down. (5)
27.	I never envy others their good luck. (5)	75.	I enjoy listening to other people. (3)
28.	Salespeople make more money than they deserve. (3)	76.	Most people would prefer not to deal with salespeople any more than necessary. (3)
29.	It is impossible to change company procedures. (2)	77.	I am reluctant to make decisions. (2)
30.	I find it difficult to manage my professional demands. (2)	78.	Lifestyle demands have interfered with my career success. (3)
31.	I prefer to listen in conversations. (3)	79.	I always admit my own mistakes. (4)
32.	I find it easy to make new acquaintances. (5)	80.	I would not like to be known as a salesperson. (2)
33.	Hard work brings success. (4)	81.	I take time to reflect on my accomplishments. (5)
34.	I excel in a dynamic environment. (4)	82.	I enjoy pressure on the job. (4)
35.	I consciously pause before responding to others. (3)	83.	I give others my undivided attention when they are speaking to me. (3)
36.	My first sales should be to my family and friends. (1)	84.	I have bought a product or service mainly because of the salesperson. (2)
37.	Plans never work out. (1)	85.	I let the organization define my training needs. (3)
38.	I often avoid difficult tasks. (1)	86.	People do not understand the pressures of my job. (5)
39.	I have never been late for work or for an appointment. (1)	87.	I prefer to ask very specific questions that require only a 'yes/no' answer. (2)
40.	In a group, I feel uncomfortable if a person does not like me. (2)	88.	My family and friends are a good source of sales. (2)
41.	I create opportunities. (5)	89.	Effort is entirely my responsibility. (5)
42.	I take care of myself with good daily habits. (5)	90.	I manage stress effectively. (4)
43.	I try to do most of the talking when presenting materials to others. (3)	91.	I have a tendency to finish other people's sentences. (3)
44.	I have been successful in developing a large network of people. (5)	92.	Rejection is the most difficult aspect of sales. (2)
45.	Compliments make me uncomfortable. (2)	93.	Others have interfered with my success. (3)
46.	I have difficulty coping with daily job challenges. (2)	94.	It is difficult to establish job priorities. (2)
47.	I have never boasted or bragged. (3)	95.	I am not a good listener. (3)
48.	I adapt to what others expect of me. (3)	96.	I feel comfortable promoting myself and my company at social gatherings. (5)

CANDIDATE FEEDBACK ON THE RESULTS OF THE

PERSONAL ORIENTATION PROFILE

POP™ VERSION 6.0

An Overview of Your Personal Characteristics & Career Strengths

Contents	Page

Personal Strengths/Career Needs	2
What To Seek/What To Avoid In Jobs	3

POP6 #000000000000 for Sample Person on May 19, 2010	Page 2

Personal Strengths/Career Needs

In Terms of Enterprising vs Support Role Possibilities
You would be described as extremely competitive, enterprising, assertive, aggressive, tough minded, determined and goal oriented. You may display new and creative ways to reach your personal and work objectives and you will be self-evaluative and sometimes critical of your own performance. Given an aim, objective or requirement, you would be able to develop your own plan, manage your time and focus your effort on a daily basis to reach your goals. Being a self-manager should come very naturally to you and these skills should be refined through formal training and/or on-the-job experience.

In Terms of Your Style & Strength of Various Motivations
People would see you as being an achieving person, one who can be quite hard driving, eager, active and occasionally impatient. Challenge for you can involve doing some things simply because they are demanding, and many things because they have a concrete financial reward, but you will occasionally accept a challenge because it has a 'people-oriented' element to it. Financial rewards are important to you but sometimes you direct your energies towards things which have no payoff for you but which have this 'people- oriented' focus. You evaluate how well you are doing in life and in your career by what you earn, by how you feel about yourself and by the good you have done for others.

In Terms of Your Independence vs Your Need to Be in the 'Team'
You would be described as quite strong-minded, stubborn, demanding, firm, independent and resolute. You would be innovative in certain circumstances to achieve your objectives and tend to seek some additional responsibilities in your job and personal life. You would accept minimal supervision but it would be difficult for a supervisor to guide or closely supervise you over an extended period of time.

In Terms of Your Orientation Towards the 'People' Side of Business
You would be described as extremely sociable, entertaining, cheerful, genial and outgoing. In addition to being a fluent talker, you would be comfortable with new people, value social interaction and make new friends easily. Generally, you would be a good company representative and have the ability to communicate with a wide variety of people in a number of different functions. Being extremely sociable could make you somewhat sensitive to rejection.

In Terms of Your Orientation Towards Technical & Practical Concerns
Jobs with a heavy technical orientation will be less satisfying for you as compared to jobs which better match your characteristics to the job opportunity. Intellectual, conceptual and detailed work is not particularly appealing. You could experience some difficulty in coping with certain demanding, technically-oriented jobs, and you might want to ask for assistance in support of you efforts on projects that are detailed, complex or highly technical.

POP6 #000000000000 for Sample Person on May 19, 2010	Page 3

What To Seek/What To Avoid In Jobs

What Should You Look for In a Job/Career that Matches You Best?

+ Look for opportunities to create your own work structure and to develop your self-management skills by training in time management and activity planning. The opportunity to put solid effort into the job each day is a real plus for you as you know that effort invested consistently will produce the results you seek in both productivity and recognition.

+ Look for a career path in which there is challenge that you evaluate has importance as a way of earning a good income, as a way of proving yourself and which has some real 'people-oriented' values in it.

+ Make sure that any new position which requires you to accept close supervision and control initially will have those controls removed when you demonstrate through performance that you no longer need the help.

+ Look for employment that provides you with lots of people contact on a daily basis. A job with a great deal of person to person interaction and public relations opportunities would be ideal for you.

+ You should focus on jobs which employ other than highly advanced technical competencies. There are lots of things you can do and lots of challenges that you can take on in other areas which will provide you with personal and work satisfactions.

What Should You Avoid in Jobs/Careers that Don't Match You?

- Avoid tightly and rigidly structured work situations. If there is no room to put your personal touch to work in organizing and managing yourself, the job may become too constricting for you. Try to avoid jobs that may limit your self-management skills development which is a very strong need in you for your personal productivity and your sense of satisfaction with any job.

- Avoid positions which are essentially non-challenging and repetitive or which you evaluate as being without real social merit. Even some apparently strongly challenging kinds of jobs may not satisfy you if they lack real human values in their purpose.

- Avoid career paths which have vague supervisory requirements or which expect you to accept continuing and close supervision for a prolonged period of time. You would eventually rebel at too much and too close supervision.

- You should avoid employment that would isolate you from people. A job that lacks social interaction would not be adequately stimulating and rewarding to you.

- Avoid jobs that have as a major basic feature very strong technical, factual and analytical requirements. While you may well be able to do the job, employment of this nature probably would not be a source of satisfaction for you.