CareerChoiceGPS™ Profile

Growing Professionally the Smart Way!

Coach's Report

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Contents	Page



I. Introduction	2
II. CareerChoiceGPS™ Profile Summary	3
III. Responses from Attitudes & Beliefs/Opinions	4
IV. General Observations	5
V. Career Path Characteristics	5
VI. Strategies for Success	6
VII. Career Families	11
VIII. CareerChoiceGPS™ Supporting Materials	12
IX. Emotional Intelligence	13

CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025

©2009-2023 STC Intl. Ltd. and CSP - All Rights Reserved. ©2014-2023 Smart Work | Assessments, LLC - All Rights Reserved.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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I. Introduction

Welcome to CareerChoiceGPS™ - Growing Professionally the Smart Way!

Dear Coach:

Thank you for choosing to use the power of statistical science to help you deliver objective feedback and highly targeted career "fit" information to your clients who are seeking your assistance in their career selection or transition process.

Your client's CareerChoiceGPS™ profile provides you with information about the way he/she naturally applies his/her talents, effort, and attitudes to the opportunities in his/her life, based on his/her responses when he/she took the online assessment. His/Her responses were statistically analyzed using techniques developed over more than 35 years of scientific research, encompassing assessment responses from almost 20 million people around the world. You can be confident that his/her profile is reliable and has statistically significant power to predict the career options in which he/she can be most comfortable and successful.

The profile results on the following pages contain a wealth of useful information about your client. To help you get maximum value from that information, you are strongly encouraged to begin by printing and reading the interpretation guide:

Click here to download the CareerChoiceGPS™ Interpretation Guide

The interpretation guide steps you through the entire profile report to help you deeply understand and apply the insights available through your client's careerChoiceGPS™ assessment results. Additionally, at appropriate points, you will see that your client is invited to print and complete the accompanying workbook:

Click here to download the CareerChoiceGPS™ Workbook: The Road Ahead

As a career coach, you may want to give particular attention to page 11, Career Families. Note those career families on which your client received a Fit Score of 3.0 or higher. These are the career families with which your client is most closely aligned for natural success. You can download a PDF file containing detailed career family descriptions from a link provided at the bottom of page 11.

Good luck with your coaching! And thank you for allowing us to be your partner in helping your clients have a great head-start toward reaching their desired career destination and enjoying a long, successful, and satisfying career.

Sincerely,
Your friends at Smart Work / Assessments

For more information about other statistically predictive psychometric assessments, please contact
Smart Work | Assessments (a Distributor of Self Management Group Assessments)

www.smartworkassessments.com

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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II. CareerChoiceGPS™ Profile Summary

Inherent Traits

EP	ENTERPRISING POTENTIAL
6
	Proactive	Balanced	Responsive

AP	ACHIEVEMENT PROFILE
6
	Money and/or Challenge	People and Service	Safety and Security

IP	INDEPENDENCE POTENTIAL
6
	Very Independent	Balanced	Very Team Oriented

Learned Behaviours

CWC	COMFORT WITH CONFLICT
2
	Comfortable with Conflict	Balanced	Avoids Conflict

PO	PEOPLE ORIENTATION
-10
	Very Sociable	Builds Relationships Slowly

AO	ANALYTICAL ORIENTATION
-18
	Analytical/Systematic	Learns the Essentials

EQ	EMOTIONAL QUOTIENT
45
	High Emotional Awareness	Reliance on Non-Emotional Information

Attitudes & Beliefs/Opinions


	38	-2	6	-5
	UI	SC	LM	NSP
	Uncertainty Indicator	Self-Confidence	Lifestyle Management	Networking/Self-Promotion

See responses from Attitudes & Beliefs/Opinions section on next page.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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III. Responses from Attitudes & Beliefs/Opinions

1=Don't Agree At All

2=Agree A Little

3=Somewhat Agree

4=Moderately Agree

5=Definitely Agree

1.	Effort gets results (2)
2.	I thrive under pressure (3)
3.	I have a great future in my chosen career (2)
4.	I often discuss my career goals with friends (2)
5.	I am often influenced by others (2)
6.	I would have difficulty integrating a demanding career into my lifestyle (2)
7.	I have never told a lie (2)
8.	Good products usually sell themselves (1)
9.	Most mistakes can be avoided (4)
10.	I am comfortable with changes in technology (2)
11.	Most people appreciate my expertise (2)
12.	I avoid actions that might make people dislike me (4)
13.	People's good qualities are seldom recognized (3)
14.	I sometimes lack the energy to perform important tasks (4)
15.	My present career is not interesting (3)
16.	It is important that people approve of me (3)
17.	I am good at most things that I try to do (2)
18.	I stay focused on my priorities (4)
19.	There are very few good managers (2)
20.	Sales people have a positive public image (1)
21.	Success is mostly luck (2)
22.	I often allow my attitude to affect my performance negatively (1)
23.	All my habits are good and desirable ones (3)
24.	My family and friends support my career choices (2)
25.	People get the respect that they deserve (2)
26.	I generally have a positive attitude towards work (1)
27.	I never envy others their good luck (4)
28.	I am persistent in getting others to agree with my point of view (1)
29.	It is impossible to change company procedures (1)
30.	I find it difficult to manage my professional demands (1)
31.	Demanding people bring out the best in others (4)
32.	I find it easy to make new acquaintances (4)
33.	Hard work brings success (3)
34.	I excel in a dynamic environment (1)
35.	My colleagues respect me (2)
36.	I am comfortable promoting my ideas to friends and associates (2)
37.	Plans never work out (3)
38.	I often avoid difficult tasks (2)
39.	I have never been late for work or for an appointment (3)
40.	In a group, I feel uncomfortable if a person does not like me (3)
41.	I create opportunities (2)
42.	I take care of myself with good daily habits (2)
43.	Sales people do not appreciate technology people (3)
44.	I have been successful in developing a large network of people (4)
45.	Compliments make me uncomfortable (2)
46.	I have difficulty coping with daily job challenges (1)
47.	I have never boasted or bragged (1)
48.	I adapt to what others expect of me (4)

49.	A good plan can avoid mistakes (1)
50.	Stress improves my performance (2)
51.	People who do what I do are essential in business today (4)
52.	I often refer people to my family and friends (1)
53.	Hard work does not always get results (1)
54.	To be effective on the job, I need more energy (3)
55.	I enjoy working with demanding clients (2)
56.	Informal social events are a good source of business contacts (3)
57.	I find it easy to talk about myself (2)
58.	Regular habits are an important part of my success (3)
59.	I have never said anything unkind about anyone else (3)
60.	I have met very few people whom I did not like (1)
61.	I am distracted easily (3)
62.	Professional demands often interfere with my lifestyle (2)
63.	My current job is merely a bridge to other careers (1)
64.	I get upset when sales people call me at home (1)
65.	I am a confident person (1)
66.	I can concentrate on my work for long periods of time (1)
67.	Deadlines are imposed rather than negotiated (3)
68.	To be successful in my career, I must change my image (4)
69.	My performance depends on the situation (3)
70.	To be effective, I need to make several lifestyle changes (3)
71.	No one is ever rude to me (4)
72.	I would rather talk to a client on the telephone than in person (4)
73.	I am successful in most aspects of my life (2)
74.	Work does not get me down (4)
75.	My skills will always be in demand (1)
76.	Most people would prefer not to deal with salespeople any more than necessary (1)
77.	I am reluctant to make decisions (4)
78.	Lifestyle demands have interfered with my career success (2)
79.	My opinion is always the correct one (2)
80.	To perform up to my potential, I must have total belief in my job (3)
81.	I take time to reflect on my accomplishments (4)
82.	I enjoy pressure on the job (1)
83.	I am a good role model (4)
84.	I have bought a product or service mainly because of the salesperson (2)
85.	I let the organization define my training needs (1)
86.	People do not understand the pressures of my job (3)
87.	My career has limited potential (3)
88.	Aggressive salespeople usually make a good income but have less repeat business (1)
89.	Effort is entirely my responsibility (1)
90.	I manage stress effectively (4)
91.	It is difficult to educate others about what I do (1)
92.	To be a successful salesperson, it is necessary to get potential buyers to like me (3)
93.	Others have interfered with my success (2)
94.	It is difficult to establish job priorities (1)
95.	People seldom ask for my advice (4)
96.	I feel comfortable promoting myself and my company at social gatherings (1)

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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IV. General Observations

SAMPLE's overall profile shows that he/she would be well-suited to a career that balances planned work objectives with his/her own personal goals. He/She would prefer a well-defined career path that provides him/her with the opportunity to manage and monitor his/her own progress within it. SAMPLE's best fit would be in a modestly structured organization that provides suitable feedback and a clear path to more senior roles. Working toward well-defined project goals as an individual within a team, or working within a support organization could be good fits for him/her.

V. Career Path Characteristics

Career Path Characteristics to Seek
	SAMPLE should seek to move to careers that build on his/her previous experience. He/She should look for a management structure that provides consistent, clear feedback while allowing him/her room to plan and manage his/her own career. Technical support and service organizations could be good channels for growth.
	He/She would be most comfortable in a career with minimal focus on new technologies or highly technical issues. He/She would prefer a career that allows him/her to deal with technical issues outside his/her area of expertise by referring them to a specialist.
	He/She should look for a career path that provides a structure in which he/she feels able to grow. He/She would be most comfortable in an environment that permits change. He/She should seek an organization that provides an opportunity to work independently within a team environment.
	He/She should look for an environment where that focuses on his/her problem-solving abilities while providing an opportunity to deal with his/her peer group and build solid relationships over a period of time.
	He/She should look for a career path that lets him/her achieve his/her own goals on a regular basis while providing the products and services needed by his/her clients and customers. He/She should seek a career that provides a mixture of meaningful work with short-term performance goals leading to longer-term organizational and his/her career targets.

Career Path Characteristics to Avoid
	He/She should avoid situations that are entirely results-driven unless they provide a well-constructed plan to achieve those results. He/She should avoid management structures that are too unstructured and do not make use of his/her talents.
	SAMPLE should avoid careers where his/her exclusive focus would be on highly technical problem-solving or the development of complex products and systems.
	He/She should avoid very structured or regulated environments that require his/her adherence to procedures and existing systems. He/She should avoid any career that is strictly team-oriented.
	He/She should avoid situations where the main focus of the career is meeting with others and developing new relationships over a short period of time rather than building superior quality products.
	SAMPLE should avoid careers that do not provide him/her regular challenge and reward him/her commensurate with his/her performance. He/She should avoid careers that are strictly "bottom line"-oriented and without social value.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VI. Strategies for Success

Inherent Traits

Enterprising Potential

SAMPLE is generally agreeable and thoughtful. He/She can be described as moderately competitive, enterprising, assertive and goal-oriented. He/She has some potential to become a self-manager if he/she is coached in the areas of motivating, directing, and evaluating him/herself more effectively. He/She would be well-suited to a situation where he/she is responding to customer and organizational needs. He/She would likely work well with a manager who provides clear guidance, coaching and direction.

Developmental Strategies

Coach SAMPLE to consider well-defined career paths that provide clear guidelines on how to achieve one's goals.
Counsel SAMPLEto pursue a career that is similar to his/her previous experience and allows him/her to use and develop his/her skills and interests.
Help him/her understand that a mentor who provides him/her with regular feedback and keeps him/her focused on his/her tasks would be very helpful forhim/her.
Help him/her manage him/herself more effectively by providing resources for developing his/her self-management potential more fully.

Inherent Traits

Achievement Profile

SAMPLE is motivated by a balance between meeting regular challenges and providing a meaningful service to people. His/Her motivational profile is similar to many Information Technology specialists. He/She likes to achieve his/her short-term goals regularly while working toward long-term objectives. SAMPLE normally demonstrates a sense of urgency and works most effectively in an environment that includes a mixture of new challenges with more established functions.

Developmental Strategies

People with SAMPLE's motivational profile tend to balance their own goals with of the needs of others, and are usually comfortable in a service-oriented culture.
Coach him/her to set regular goals for him/herself and to focus on achieving them, as this will help him/her build commitment and perform better in any career path.
Help SAMPLE understand that he/she is well-suited to a service-oriented culture, and that there are many types of service cultures within any organization, as most individuals deal with internal customers as well as external customers.
Help him/her focus on careers that offer a sense of providing a service or product of real value to society while providing sufficient personal challenge.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VI. Strategies for Success, continued

Inherent Traits

Independence Potential

SAMPLE can be described as a generally co-operative person who can be stubborn on occasion. He/She integrates reasonably well with most systems, and works well with a group of peers who are reasonably similar in nature. He/She accepts supervision reluctantly during training, but will expect minimal supervision after gaining the relevant experience. He/She performs most effectively within a loosely defined system that provides him/her with opportunities to exercise his/her individual initiative when dealing with users, clients and their business issues.

Developmental Strategies

SAMPLE is somewhat independent, which can make integrating with very structured business cultures difficult. Encourage him/her to understand this aspect of him/herself to determine the best way for him/her to integrate with very rigid cultures.
If he/she wants to make changes to his/her current culture, encourage him/her to develop prototypes for change and coach him/her on how to present them.
Coach him/her on how to integrate with very structured environments rather than to clash with them.
Help him/her focus on careers that accommodate and reward independent action.

Learned Behaviors

Comfort with Conflict

SAMPLE is relatively uncomfortable in situations where there is considerable potential for conflict, or where conflict is a significant aspect of the work environment. Typically, he/she is accommodating and polite to avoid conflict, but can handle a minimal amount of conflict comfortably. Like many people, he/she would benefit from training in skills and strategies that would build confidence and enhance his/her comfort dealing with conflict.

Developmental Strategies

SAMPLE would be well-suited to situations where there are few conflict situations, as he/she is not as effective when he/she is feeling uncomfortable.
Help him/her deal with conflict by providing skills in conflict resolution and communication.
Provide him/her with strategies that will help him/her respond effectively where he/she needs to assert him/herself.
Assertiveness training may help SAMPLE feel more comfortable with conflict.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VI. Strategies for Success, continued

Inherent Traits

People Orientation

SAMPLE tends to take time to get to know people. He/She prefers to build friendships slowly until he/she feels comfortable with people. He/She will need some coaching to achieve his/her full potential in a role that requires him/her to interact with new people on a daily basis. SAMPLE feels more at ease dealing with an established client base, because of his/her tendency to build relationships over a longer period of time.

Developmental Strategies

Help him/her be more conscious of the need to work well with others so that he/she can develop this as one of his/her strengths.
Coach him/her to develop his/her strengths as a listener, so that he/she can understand the issues that others have and demonstrate that their needs are understood.
Suggest that he/she give short presentations at meetings with users, clients and peers.
Help SAMPLE develop his/her communication skills by recommending programs and courses.
Consult with him/her on specific communication skills that he/she might wish to develop.
Establish proactive, regular sessions for feedback and coaching on these issues.

Learned Behaviors

Analytical Orientation

SAMPLE prefers to learn only what is necessary to do his/her job effectively. He/She is likely to avoid complex technical problems or intellectual and conceptual challenges unless they have a practical application. He/She is more likely to reach his/her full potential in a non-technical environment, such as consulting with clients on their general needs. He/She would prefer to avoid detail and work on macro-level issues.

Developmental Strategies

Coach SAMPLE to seek career paths and projects where there is more emphasis on interacting effectively with other people and than using his/her analytical skills.
SAMPLE is may be attracted to some careers that include developing new concepts, problem-solving and continuous learning. He/She is likely to be effective in those that closely match his/her own interests.
Coach him/her on his/her training needs.
Look for careers that provide him/her with technical support when there are lots of detailed technical issues to resolve.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VI. Strategies for Success, continued

Attitudes & Beliefs

Uncertainty Indicator

The Uncertainty Indicator scale is a measure of how accurate his/her attitudes and beliefs measurements are. This indicator helps you verify that he/she was answering the Attitudes & Beliefs/Opinions questions (see responses on page 4) as honestly as possible. If his/her number is in the green, his/her scores on Self-Confidence, Lifestyle Management, and Approach to Networking and Self-Promotion are highly reliable. If his/her number is in the yellow or red, he/she may have been over-analyzing or trying to give "correct" answers. In that case, his/her other attitudes and beliefs scores may not accurately reflect his/her feelings.

Attitudes & Beliefs

Self-Confidence

SAMPLE shows signs of having a very low level of self-confidence at this time. Perhaps he/she has experienced a recent setback or trauma, and is working to get his/her confidence back. With this profile, it is unlikely that he/she will feel that he/she has much control over events, and this may affect his/her performance. Self-confidence is very important in any task. It can be rebuilt by focusing on the positive accomplishments of the individual.

Developmental Strategies

Explore his/her reasons for the apparent lack of confidence and develop a plan to address them.
Remind him/her of his/her competencies and strengths.
Encourage him/her to take advantage of the support provided by management and peers.
When he/she does something well, remind him/her that he/she did it him/herself.
If he/she struggles with some issues, do not focus on them. Help him/her by providing opportunities to succeed.

Attitudes & Beliefs

Lifestyle Management

SAMPLE is currently showing signs that he/she is experiencing difficulty managing energy and dealing effectively with stress. People who are not dealing effectively with stress have difficulty with consistent performance, and may need support from an understanding manager. Fast-paced and/or intense technology positions with demanding clients and users would not be a good fit for SAMPLE as long as he/she is having difficulty coping.

Developmental Strategies

Help SAMPLE discover and understand the nature and sources of his/her stress.
Help him/her evaluate his/her stress-coping strategies to determine their effectiveness.
Coach him/her with new strategies and/or provide him/her with stress management training.
Follow up to determine whether he/she is integrating new stress management techniques into his/her daily routines.
Do not give him/her additional responsibilities until he/she demonstrates better coping skills.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VI. Strategies for Success, continued

Attitudes & Beliefs

Approach to Networking/Self-promotion

SAMPLE tends to prefer a clear separation between his/her personal activities and business-related activities. He/She would potentially have a great deal of reluctance about approaching specific contacts in his/her regular network or natural market. He/She might avoid business networking at both formal and informal social gatherings. An extremely strong commitment to product and a well-developed approach or sales track would be absolutely necessary for consistent activity and high-level performance.

Developmental Strategies

If SAMPLE is interested in a career where he/she must promote him/herself or the company’s products and services, it is important to help him/her develop his/her level of comfort with networking and self-promotion. Most careers of this type require good communication skills, an effective approach to people and comfort with these issues.
If he/she wants to improve his/her comfort with networking, he/she should be coached to be a good listener first, and discover the interests of the people with whom he/she wishes to network.
Encourage him/her to develop a list of the positive aspects of him/herself, the products and services that he/she wishes to promote and the company. Help him/her focus on those positive aspects when asked.

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VII. Career Families

The goal for this interactive career management page is to open up your client’s thinking about the many career options that might naturally be a great fit for him/her, given the strengths revealed in his/her profile. Encourage him/her to incorporate this predictive, statistical information into his/her career decision-making process, along with his/her tastes, interests, skills, and unique personal requirements.

In the list below, you’ll see that each job-role grouping has a Fit score, ranging from 1.0 to 5.0. A score of 5.0 predicts that your client is extremely likely to be a high performer in those roles. A 1.0 indicates that an area is not a natural fit for him/her, and that he/she would have to invest a great deal of sustained, concentrated effort to be successful there.

As you’ll see, your client may be a good fit in an area that doesn’t interest him/her. That’s not surprising - many careers that are quite different actually have similar performance profiles. For example, careers in customer service, software development, agriculture, and auto repair have similar profiles because they all require individuals with a fairly strong analytical orientation who are motivated more by helping people than by just making money. Only your client can decide which opportunities truly spur him/her to give his/her best effort. Help him/her follow his/her interests and passions to explore the many career paths and jobs highlighted below.

ADMINISTRATION

Business and Office (2.0)

Corporate Logistics (3.0)

Customer Service (3.5)

Human Resources (2.5)

Internal Communications/Public Relations (1.5)

APPLIED TECHNOLOGY

Distribution/Logistics (2.0)

Engineering and Technicians (1.5)

Fulfillment/Production (3.5)

Procurement (1.5)

Research and Development (1.0)

ARTS AND ENTERTAINMENT

Art and Design (1.0)

Media (2.0)

Performing Arts and Entertainment (1.0)

Production (2.5)

Professions/Professional Support (2.0)

Writing and Communications (2.5)

COMMUNITY AND GOVERNMENT SERVICES

Civil Service (1.0)

Education and Instruction (1.0)

Fitness and Recreation (1.0)

General Services (2.0)

Health Services (2.0)

Law and Order (2.5)

National Security (1.0)

Social and Family Services (2.0)

ENTREPRENEURIAL/SELF EMPLOYMENT

Agent/Distributor (5.0)

Franchise (4.5)

Independent Contractor/Consultant (2.0)

Small Business (1.0)

HOSPITALITY AND TOURISM

Culinary/Food Services (4.0)

Hotel (2.0)

Relocation Services (2.5)

Resort/Leisure and Recreation (2.0)

Travel (3.0)

INFORMATION TECHNOLOGY

Database Management (1.0)

Hardware (2.5)

Internet and Web (2.5)

IT Architecture and Design (2.0)

IT Services/Support (4.0)

Project Management (3.0)

Software (3.0)

MARKETING AND SALES

Advertising/Marketing/Promotions (4.0)

Competitive Sales (1.0)

Marketing/Merchandising (3.0)

Point of Purchase Sales (3.5)

Relationship Sales (2.0)

Sales/Marketing Assistant (1.0)

PROFESSIONAL SERVICES

Agricultural and Environmental (3.0)

Architecture and Fine Arts (2.0)

Medical and Health Care (3.0)

Social Services (1.0)

SKILLED TRADES

Air Conditioning, Heating and Plumbing (2.5)

Automotive/Transportation (2.5)

Aviation (2.5)

Building and Construction (2.5)

Carpentry and Woodworking (3.5)

Cosmetology and Therapy (1.0)

General Industrial (3.0)

Marine (2.5)

Mining and Energy (2.5)

Miscellaneous Professions (5.0)

Telecommunications (1.5)

Click Here for a PDF of Detailed Career Family Descriptions

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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VIII. CareerChoiceGPS™ Supporting Materials

To help you get maximum benefit from SAMPLE's CareerChoiceGPS; report, download, print, and use the following supporting materials:

Thank you for selecting CareerChoiceGPS™ to help you coach those seeking career guidance. Good luck!

For more information about other statistically predictive psychometric assessments, please contact
Smart Work | Assessments (a Distributor of Self Management Group Assessments)

www.smartworkassessments.com

CareerChoiceGPS™ Profile (CMP# 1UQN56WYP2U4 for SAMPLE REPORT on June 12, 2025)

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IX. Emotional Quotient

The ability to understand and apply emotional information about ourselves and others effectively.

SELF AWARENESS I: MOOD LABELING

Labels feelings and emotions as they are happening

Does not label feelings and emotions as they are happening

A measure of a person's ability to accurately label personal feelings and emotions.

SELF AWARENESS II: MOOD MONITORING

High monitoring

Optimal monitoring

Low monitoring

A measure of the amount of energy a person puts forth in monitoring his/her own feelings and emotions.

SELF CONTROL

Demonstrates good self control

Low control over impulses and negative emotions

A measure of a person's restraint as it relates to one's control over his/her impulses, emotions, and/or desires.

MANAGING EMOTIONAL INFLUENCES

Perseveres

Focus can change

A measure of a person's ability to manage emotional influences that would prevent him/her from taking those actions that he/she believes are necessary in dealing effectively with everyday situations and/or meeting personal goals.

EMPATHY

Recognizes emotions in others

Low awareness of emotions of others

A measure of a person's ability to understand the feelings and 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

A measure of a person's ability to make appropriate decisions in social situations based on the emotional states of others.

OVERALL

Understands & uses emotional information

Relies on non-emotional information

An overall measure of how well a person understands emotional information and uses it effectively.