#826054632453 for Sample Report on December 3, 2012

Full Report - Sample Report

Contents	Page



Four Key Trust Dimensions	1
Snapshot of Results	2
Detailed Results	3

Trust is an essential interpersonal construct that has the ability to influence the quality and effectiveness of a variety of business relationships. The TrustPro™ provides a robust and comprehensive assessment of an individual's level of trustworthiness by assessing common attitudes, perceptions and behaviors known to facilitate trust-based relationships. As such, the TrustPro™ is intended to act as a diagnostic tool, highlighting an individual's strengths and growth opportunities in the area of trust and should be used to guide future coaching / developmental strategies.

John C. Marshall, PhD

#826054632453 for Sample Report on December 3, 2012

©2008, Selection Testing Consultants Inc.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 1

Four Key Trust Dimensions

1. Believability

Strength

Growth Opportunity

2. Conscientiousness

Strength

Growth Opportunity

3. Social Intelligence

Strength

Growth Opportunity

4. Trust Mindset

Strength

Growth Opportunity

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 2

Snapshot of Results

Self Confidence

Strength

Growth Opportunity

Consistency

Strength

Growth Opportunity

Commitment

Strength

Growth Opportunity

Transparency

Strength

Growth Opportunity

Managing Self Perceptions

Strength

Growth Opportunity

Honesty

Honest Answers Provided

Responses Appear to be Socially Desirable

Potential to Trust

Quick to Trust Others

Develops Trust More Slowly

People's Perception of Your Trustworthiness

Perceived to be Trustworthy

Growth Opportunity

Integrity

-24

Strength

Growth Opportunity

Empathy

Recognizes emotions in others

Low awareness of emotions of others

Social Judgment

Uses knowledge of the emotions of others in decision-making

Does not factor in the emotions of others in decision-making

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 3

Detailed Results
Self Confidence

Strength

Growth Opportunity

Attitudes

Strength

Growth Opportunity

Behaviors

Strength

Growth Opportunity

Overview

Sample possesses an average degree of self confidence. His responses to this section indicate that he understands the importance of projecting a confident image in a business environment, and that his actions are congruent with this belief pattern. Sample likely attributes both his successes and failures to internal sources, and thus demonstrates a moderate degree of accountability.

Interview Suggestions

1. Role play with Sample. After doing so, debrief the scenario and discuss both the strengths and growth opportunities of his approach with regards to projecting a confident image. Try to use specific examples from the role play so that he can better isolate the things that he needs to work on.

2. Have Sample list the things that are working and not working in his approach. Help him leverage what is working, while addressing some of the shortcomings. The emphasis of this discussion should be on leveraging his strengths.

3. Work with Sample on projecting a confident image. Discuss eye contact, posture, anxiety control, and the delivery of information. Specifically, have him try to deliver information in a decisive and authoritative manner, which will help project a sense of assuredness.

      Notes

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TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 4

Detailed Results (cont'd)
Consistency

Strength

Growth Opportunity

Attitudes

Strength

Growth Opportunity

Behaviors

Strength

Growth Opportunity

Overview

Sample would be described as an extremely predictable and reliable individual. As such, Sample likely follows a fairly regular routine and reacts to various situations with consistent emotional and behavioral responses. This predictability and consistency makes it easy for others to assess how Sample will respond. As such, when having to make a decision about whether or not Sample will do what he says he will do, his previous predictable nature will likely expedite and facilitate this evaluative process.

Interview Suggestions

1. Have Sample list any inconsistencies that exist in your organization, especially those that may cause distrust. Then have him identify personal inconsistencies that may impede his level of trustworthiness.

2. Help Sample understand how to leverage this strength. By being cognizant of his level of predictability, he can use it to his advantage moving forward.

3. Have Sample list attributes that he feels are facilitators of distrust. Go through them with Sample and highlight those that relate to consistency / predictability.

4. Get Sample to list all of the things he consistently does when interacting with customers or colleagues. Discuss these in relation to trust and brainstorm additional ways he could strive to build trust-based relationships with these people.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 5

Detailed Results (cont'd)
Commitment

Strength

Growth Opportunity

Attitudes

Strength

Growth Opportunity

Behaviors

Strength

Growth Opportunity

Overview

Sample's responses indicate that he places a great deal of importance on keeping the commitments that he makes to his clients / colleagues. As such, it is very likely that he has met previous commitments, and would therefore be perceived as a reliable and trustworthy individual. When dealing with clients, Sample's dependable nature likely allows him to establish very strong professional relationships in a relatively short period of time. Moreover, this character trait likely serves him well from a referral perspective as well, as he has likely developed a reputation for being dependable.

Interview Suggestions

1. Discuss with Sample what it means to make and keep a commitment. Help understand what doing so says about his character, as well as the social and psychological impact that keeping commitments can have on other people. Being aware of this will help leverage this strength moving forward.

2. Having Sample mentor a colleague who is having trouble making and keeping commitments may be beneficial to both parties.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 6

Detailed Results (cont'd)
Transparency

Strength

Growth Opportunity

Attitudes

Strength

Growth Opportunity

Behaviors

Strength

Growth Opportunity

Overview

Sample may be described by others as fairly secretive and unwilling to divulge information. His responses also indicate that he may not feel comfortable telling people the truth, especially in situations where the information could be damaging to the relationship. Helping him understand how to be strategically candid and forthright when interacting with others will allow him to develop in this area moving forward.

Interview Suggestions

1. If Sample is involved in the sales / service aspect of your business, have a discussion around his perceptions of your product. Belief in product is a major driver behind lack of transparency.

2. Ask Sample why he does not open up to his colleagues or clients. Use this information to develop strategies for the future.

3. Have Sample run through his normal sales / service dialogue with you. Listen for ambiguous, general, and/or potentially deceptive terminology. Work with him on refining these aspects in order to ensure that the most direct and transparent message is being delivered.

4. Help Sample develop strategies / techniques for delivering difficult information. In most cases, the delivery of information is more important that the actual content.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 7

Detailed Results (cont'd)
Managing Self Perceptions

Strength

Growth Opportunity

Attitudes

Strength

Growth Opportunity

Behaviors

Strength

Growth Opportunity

Overview

Sample is very cognizant of his image and how other people perceive him. He has a strong desire to be liked and accepted and reports changing his demeanor and character on a situation-by-situation basis. This type of environmentally-driven personality can impede the development of trust, as it can delay other peoples' ability to get an accurate read on "who you really are".

Interview Suggestions

1. Have a candid discussion with Sample about the pros and cons of managing self perceptions. Provide for them the "outside looking in" perspective of this approach?

2. Discuss strategies that he can employ that will help him achieve his desired outcome, while still being true to he is.

3. Have Sample run through his normal sales / service dialogue with you. Highlight areas that may be perceived as contrived or socially desirable.

4. Part of the reason why some people manage self perceptions is their lack of self-confidence. Use some of the development suggestions provided in the self confidence section of this report.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 8

Detailed Results (cont'd)
Honesty

Honest Answers Provided

Responses Appear to be Socially Desirable

Overview

The questions that comprise this section (e.g., I have never told a lie) can only be accurately answered in one way (i.e., strongly disagree). When people start to respond to these questions in a more "middle of the road" fashion (e.g., moderately disagree or somewhat agree) thier score on this scale increases towards the cautionary range. As such, to score in this range Sample likely responded to the majority of these items accurately.

Interview Suggestions

1. Have Sample run through his normal sales / service dialogue and try to isolate those situations where he takes a more candid and honest approach than your other employees. Use this information in the coaching and development of your other employees.

2. Being too honest can also be counterproductive in many corporate environments. Have a discussion with Sample about this and help him devise strategies for tackling these difficult situations in a way that does not compromise his integrity or morality.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 9

Detailed Results (cont'd)
Potential to Trust

Quick to Trust Others

Develops Trust More Slowly

Overview

Sample's responses to these items indicate that he does not fully trust someone until he has gotten to know them. He appears willing to give strangers the benefit of the doubt in some instances, but is unable to fully trust others until a deeper relationship has been formed. Overall, the starting point of every trust-based relationship is each parties willingness to trust. As such, helping Sample develop a more trusting nature may allow him to develop trust-based relationships with others in a more expeditous manner.

Interview Suggestions

1. Discuss with Sample where his distrust of others comes from. Attempt to discern whether this generalized pessimistic attitude is warranted or not.

2. Put Sample in situations where he has to trust and rely on others. Gradually increase the importance and/or costs associated with this activity.

3. The key with distrust is that it is oftentimes the result of past experiences. The only way to change this is by exposing Sample to new experiences. The more experiences that you can provide him with that illustrate that people for the most part are good and honest, the better.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 10

Detailed Results (cont'd)
People's Perception of Your Trustworthiness

Perceived to be Trustworthy

Growth Opportunity

Overview

Sample's responses indicate that people in his environment interact with him in a way that suggests a high level of trustworthiness. Sample's colleagues and friends routinely share personal information with him and seek his advice when facing difficult situations. He reports avoiding gossip situations and places a great deal of importance on keeping other peoples' private information to himself.

Interview Suggestions

1. Ask Sample what qualities he possesses that make others trust him. Understanding these strengths will help him leverage them moving forward.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 11

Detailed Results (cont'd)
Integrity

-24

Strength

Growth Opportunity

Overview

Sample's responses indicate that he legitimizes and agrees with several of the unproductive workplace behaviors listed in this section. Attitudes like these put Sample at an increased likelihood for engaging in these types of behaviors. As perceptions of a person's ethics and morals can be strong underpinnings in the development of trust-based relationships, these attitudes and beliefs may be impeding Sample's perceived trustworthiness among his colleagues.

Interview Suggestions

1. Provide Sample with a couple of moral dilemmas. Have him talk through his response and provide justification. Upon completion, provide him with a different perspective by playing devil's advocate, in order to help him understand that different perspectives exist.

2. Inform Sample of the impact that things like theft and lost productivity can have on an organization's bottom-line.

3. Discuss your organization's rules and regulations pertaining to theft and other inappropriate workplace behaviors. By explicitly highlighting the consequences for these behaviors, he may think twice before engaging in them.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 12

Detailed Results (cont'd)
Empathy

Recognizes emotions in others

Low awareness of emotions of others

Overview

Sample has a strong potential to recognize and interpret the feelings and emotions of others. This capacity is considered invaluable in both business and personal situations. Sample should be very effective in developing good interpersonal relationships on the job. In addition, he should be better adjusted emotionally, more popular, more outgoing, and more sensitive than the average person. His ability to be empathetic will be an asset in developing quality workplace relationships. Sample would be well-suited for positions that involve frequent interaction with others.

Interview Suggestions

1. Given Sample's high level of empathy, he would be well suited to coach others in this area.

2. Discussing the importance of empathy will reinforce this desired trait in Sample.

TrustPro™ (#826054632453 for Sample Report on December 3, 2012)

Page 13

Detailed Results (cont'd)
Social Judgment

Uses knowledge of the emotions of others in decision-making

Does not factor in the emotions of others in decision-making

Overview

Sample demonstrates a below average ability to respond appropriately to various situations at work. He may show some difficulty making certain decisions that involve interpersonal relationships. He also may show difficulty managing interpersonal relationships effectively. Sample would function best in a more structured environment. In situations where there are a large number of alternatives, Sample may show some difficulty making an effective decision.

Interview Suggestions

1. Role play with Sample. Present him with a topic of conversation, and then use your body language and facial expressions to depict certain emotional states. Evaluate his ability to change the tone of his voice or topic of conversation accordingly. Debrief after the session.

2. Ask him to describe a situation that required social judgment. Have them deconstruct the situation and talk through the process of how they determined what was appropriate.