1.TURN ON SOUNDSYNTHESISpersonality and emotionalintelligence testMySkillsProfile

2. 23/03/2013 MySkillsProfile 2012 2Contents Purpose Applications Development approach Concept model What the scales measure Scoring approach Feedback report Technical properties 3. 23/03/2013 MySkillsProfile 20123Purpose Individual. Assess emotional skills and competencies and providerecommendations for performance improvement. Corporate. Benchmark group competencies and providerecommendations for organizational development. 4. 23/03/2013MySkillsProfile 2012 4Applications Selection interviews Assessment centers Executive education Coaching Team building Training needs analysis/metrics 5. 23/03/2013 MySkillsProfile 2012 5Development Approach Joined-up picture of personality traits and emotional abilities Rapid assessment of personality and emotional intelligence Conceptual framework based on Big Five model of personality andMayer-Salovey-Caruso framework of emotional intelligence Items selected from existing instruments using factor analysis Analysis of reliability and validity Production of norms 6. 23/03/2013MySkillsProfile 2012 6Concept Model PERSONALITY TRAITS EMOTIONAL ABILITIES Openness to ChangePerceiving Emotions CommunicatingConscientiousness EmotionsSympathizing with Extraversion Emotions Agreeableness Using EmotionsUnderstandingEmotional StabilityEmotions Managing Emotions 7. 23/03/2013MySkillsProfile 20127Personality ScalesPERSONALITY TRAITHIGH SCORE MEANINGGeneral Factor ofIs generous, friendly, relaxed, conscientious, sociable, and open, possesses high levelsPersonalityof well-being and self-esteem.Creative and Open to Is full of ideas, cuts through red tape, develops new ways of doing things, enjoys thinking about1Change things.Conscientious andShows drive and determination, completes tasks successfully, works hard, does more than2Achievingwhats expected. Makes friends easily, gets to know people quickly, is comfortable around people, feels at ease3 Extravert and Outgoing in social situations.Cooperative andMakes people feel welcome, goes out of way to help people, is concerned about others, is a4Agreeablegood listener. Is calm under fire, not easily bothered by things, even-tempered, upbeat, self-assured, self-5 Stable and Calm confident. 8. 23/03/2013 MySkillsProfile 2012 8Emotional Ability ScalesEMOTIONAL ABILITYHIGH SCORE MEANING Recognizes, understands, uses and manages own and other peoples feelings andEmotional Quotient emotions effectively. Recognizes what others are feeling, picks up non-verbal signals, senses when something is1 Perceiving Emotions wrong. Is able to describe own feelings and emotions, comfortable when other people express their2 Communicating Emotions feelings and emotions.Sympathizing with3Tries to understand, is sensitive to and shows concern for other peoples feelings and emotions.Emotions4 Using Emotions Uses feelings and emotions to generate ideas and to help solve problems and make decisions. Understands how emotions develop and change and when to use and ignore feelings and5 Understanding Emotions emotions.5 Managing EmotionsManages feelings and emotions successfully when under pressure, stays calm and in control. 9. 23/03/2013MySkillsProfile 2012 9Scale DescriptionGENERAL FACTOR OF PERSONALITY (GFP)According to Rushton et al (2008), a general factor of personality (GFP) occupies the apex of the hierarchy of personality as well asthe apex of the personality disorders in the same way that a general factor of mental ability occupies the apex in the organization ofcognitive abilities. High scores on the GFP indicate what is meant by a good personality and low scores indicate what is meant bya difficult personality and the GFP can be viewed as a dimension of social effectiveness. Rushton argues that the GFP probablyarose through evolutionary selection for socially desirable traits that facilitate performance.HIGH SCORERIndividuals high on the GFP are likely to be altruistic, agreeable, relaxed, conscientious, sociable, and open, with high levels ofwellbeing and self-esteem. It is important to analyze an individuals personality profile, however, as it is possible to have a highGFP score without having a high score on every Big Five factor.MODERATE SCORERIs as easy to get along with as the average person.OrIs moderately altruistic, agreeable, relaxed, conscientious, sociable and open.OrHas a mixed profile across the Big Five factors. It is important to analyze an individuals personality profile across the Big Fivefactors to understand their personality as average GFP scores can arise from different factor combinations.LOW SCORERIs more difficult to get along with than the average person.OrIs less altruistic, agreeable, relaxed, conscientious, sociable and open than the average person. 10. 23/03/2013 MySkillsProfile 201210 Scoring Approach STENPERCENTILE MEANINGCOMPARED TO AVERAGECOMPETENCE INDICATOR 8 is higher than about 90% of 8-10Much higher than average Outstanding strength respondents 7 is higher than about 75% of 7 High average Strength respondents 5 is higher than about 40% of 5-6 AverageMid-range skill respondents 4 is higher than about 25% of 4 Low averagePossible improvement area respondents 3 is higher than about 10% of 1-3 Much lower than averageImprovement area respondents 11. 23/03/2013MySkillsProfile 2012 11Feedback Report Introduction Scale definitions Personality and emotional ability graphic chart Executive summary Emotional competence framework scorecard and descriptions Next steps and development advice 12. 23/03/2013 MySkillsProfile 2013 12Personality and Emotional AbilityDIMENSION1 2 3456 7 8 9 10General Personality Factor (GFP)Creative and Open to ChangeConscientious and AchievingExtravert and OutgoingCooperative and AgreeableStable and CalmEmotional Quotient (EQ)Perceiving EmotionsCommunicating EmotionsEmpathizing with EmotionsUsing EmotionsUnderstanding EmotionsManaging EmotionsImpression Management (IM) LowAverageHigh 13. 23/03/2013 MySkillsProfile 2012 13Emotional Competencies DIMENSION 1234 5 6 7 89 10 Achievement Drive Work Ethic Altruism Initiative Optimism Leadership Social Skills Cooperation and Collaboration Communication Negotiating and Conflict Management Innovativenessand Change Innovation Change Catalyst Assertiveness Open-Mindedness Emotional AwarenessFeelings and Emotions Empathy Self-Control Emotional Well-Being LowAverage High 14. 23/03/2013MySkillsProfile 201214Interpretive ReportWORK ETHICThis section describes different aspects of your work ethic. Your profile is based on your personality traitshow conscientious andachieving you are as well as how extravert, considerate, open-minded and self-assured you are.Achievement Drive You present yourself as being fairly conscientious, hardworking and achieving and fairlyMid-Range Skillextraverted, sociable and outgoing. You exhibit a moderate amount of vitality, passion and energy but life is not all about work for you. Achievement drive is one of your mid-range skills.Altruism You have average scores on the agreeableness and conscientiousness personality scales. ThisMid-Range Skillcombination indicates that you are fairly kind and charitable and fairly responsible and dependable. You work for the benefit of the group/other people and for the benefit of yourself. Altruism is one of your mid-range skills.Initiative You are very creative and imaginative and you are pretty diligent and organized. You seem toStrength possess some of the get-up-and-go required to take opportunities and do what is necessary to get the job done. Initiative is one of your strengths.Optimism You are very self-confident and quite focused and directed. You seem to have the ability to stayStrength pretty composed, optimistic and unflappable when you are under pressure and when you experience trying moments. This is one of your strengths.Development Questions Do other people recognize your work ethic and motivation to perform excellently? Do you know when to be passive and when to be assertive? Do you weigh up the pros and cons of opportunities sufficiently before acting? Are you sometimes too self-confident and unwilling to admit mistakes and listen to advice? 15. 23/03/2013 MySkillsProfile 201215Development TipsWORK ETHICAchievement Drive1.1 Develop a long-term, big picture view of what you want to achieve and how you want to be judged.1.2 Develop strategies and plans to guide your work, family, leisure and learning activities.1.3 Stretch yourself by seeking out challenging tasks and pushing yourself beyond your comfort zone.1.4 Show that you can get totally absorbed in tasks and can maintain high levels of activity.1.5 Put in extra effort when required to accomplish difficult tasks and do not give up easily.1.6 Develop second interests to provide options if you do not achieve your goals in your first choice career.Altruism2.1 Try to recognize, anticipate and meet the needs of other people.2.2 Show humility by keeping your ego in check, accepting praise but never believing it totally.2.3 Improve your own happiness, health and well-being by doing voluntary work in the community.2.4 Show through what you do and say that you care about other peoples well-being and happiness.2.5 Practice altruism through simple acts like listening, paying a compliment and making friendly gestures.2.6 Act in a discreet and unpretentious way not expecting anything in return for your actions. 16. 23/03/2013 MySkillsProfile 2012 16Technical Properties Median scale reliability is 0.85 Median correlation between SYNTHESIS branch scales and self-assessed job performance ratings is 0.27 Median correlation of 0.79 between SYNTHESIS scales and markersfrom the International Personality Item Pool Norms based on international incidental sample of 26,000respondents with equal numbers of men and women Approx. 50% of respondents came from the United States, 20% fromthe United Kingdom, 10% from Canada, 10% from Australia Mean age of norms sample is 38 years 17. 23/03/2013 MySkillsProfile 2012 17Further Information Download the User Manual--click here Have a look at an example feedback report--click here Purchase an individual assessment--click here Open an account to test a group--click here More questions--email us