Overall results
(score 46)
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Overall work orientation preference.
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John appears to have characteristics of both an individual and team-oriented player. In general, this means that his orientation toward work is balanced between his inner world of thoughts and personal reflections, and the outer world of interaction and shared ideas. He draws his energy and motivation from both sources. He is flexible enough to make the most of his skill and talent no matter what work setting he finds himself in. In a sense, he gets the best of both worlds. He likes working with others but he is able to work alone, both without losing his sense of self.
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Self-Confidence
(score 31)
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Assesses concerns about teamwork related to lack of self-confidence.
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John appears to believe in himself and his abilities, and does not feel a lot of concern about personal issues impacting his ability to function in a team. People who score in this manner generally feel comfortable interacting with others, feel they are an important part of a group, and feel secure about their ability to complete their portion of projects in a timely and accurate manner. This is great, as it means that they give off a sense of confidence that in turn makes their colleagues comfortable counting on them. Read on for more detailed results related to this subfactor.
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Interpersonal Discomfort
(score 20)
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Assesses comfort in social situations in general.
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Teamwork at its very essence is of a social nature, and each of us has differing levels of skill and comfort with social interaction. John appears to be at ease with this aspect of teamwork.
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Feeling Inferior
(score 34)
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Measures the tendency to feel inferior in comparison to others.
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It appears that John does not experience feelings of inferiority in comparison to others. He believes that he would make a valuable team member and he likely comes across as confident and efficacious.
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Fear of Accountability
(score 30)
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Assesses concerns about having others count on him to get things done.
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John is unconcerned about the fact that others count on him when in a group situation. For many people, the pressure to hold up their part in a group could be a source of stress; however, this is not the case with John.
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Peer Confidence
(score 42)
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Measures concerns about having to trust and depend on teammates.
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John appears to be somewhat willing to place his trust and fate in the hands of his teammates. In order for a team to function well, colleagues should consult each other rather than making unilateral decisions, and take the time to discuss how to move forward. Team members also need to be comfortable relying on others in the group; it can be very helpful to John to delegate some of his tasks when overwhelmed and focus on his own work, letting others take care of what they are supposed to do.
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Unwillingness to Depend on Others
(score 47)
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Measures willingness to trust others and to delegate work.
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John appears to have some trouble trusting others to do their part. He may end up checking up on others or having some trouble delegating tasks to peers when overwhelmed.
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Issues With Consulting Others
(score 36)
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Measures problems related to having to consult with others when making decisions.
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The fact that it is necessary to discuss decisions and come to a consensus is not a problem for John. He accepts that this is simply part of group work, and is necessary to ensure that all team members are satisfied. It likely results in better, more thought-out decisions in the long run.
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Need to Compromise
(score 38)
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Assesses concerns about having to compromise personal goals and work style, or sacrifice individual glory when working in a group.
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John appears to be unconcerned about the necessity of compromising when working in a team. People who score like him feel comfortable compromising their work style or plans in order to fit the needs of the group. They accept the fact that they will need to surrender a certain amount of personal control when working in a group, be open to criticism, and share decision-making power with others. Read on for specific information about John's results in this area.
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Fear of Criticism
(score 40)
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Assesses fear of criticism and tendency to take feedback defensively.
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Fear of criticism appears to be of some concern to John when working in a group situation. He may not be fully able to participate because he does not always handle negative feedback in a healthy manner. He needs to keep in mind that feedback is simply a part of the group process and should not be taken personally.
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Having to Adjust for the Group
(score 33)
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Willingness to adapt goals, work habits, and work speed to that of the group.
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John appears to be perfectly willing to adjust to fit the needs of the group. He is comfortable altering his work habits, and maintains an open mind even when he feels his ideas or plans are what is best for the group.
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Loss of Control
(score 43)
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Fear of losing control over final outcome of a project.
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John is somewhat concerned about a loss of control in a team situation. He does not relish the thought of losing decision-making power or not having control over the final product.
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Unfairness
(score 14)
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Assesses concerns about unfairness in the group.
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John does not appear to be worried at all about being taken advantage of in a group. He thinks that most people will pull their own weight and will not leave him in the lurch, forced to cover for them at inopportune moments. He gives teammates the benefit of the doubt, and if someone's work does fall on him for one reason or another, he is not likely to hold it against them. He accepts that when he works in a group, his individual contributions might not always be recognized and singled out for praise. Finally, he feels that he could accomplish more as part of a group than on an individual basis and does not feel concerned about being held back. For more details, read on.
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Concern About Being Held Back
(score 12)
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Measures fear of being held back by the group.
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John does not appear to believe that working in a group would hold him back. He realizes that while some processes will take longer when working in a group - making decisions, for instance - others will go much faster because work can be split up, ideas can be generated more quickly, and people can utilize their different strengths.
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Not Getting Due Credit
(score 30)
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Assesses fear of not getting credit for individual work done in a group setting.
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When working in a team situation, it is natural to get less individual credit for a successful job, and instead to get credit as a group. This is not an issue for John. He is not concerned that his individual efforts will go unnoticed.
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Unfair Workload
(score 0)
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Concerns about unfair workload due to others' neglect or ineptitude.
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At times when working on a team, the workload is not evenly distributed. This is not, however, a major cause of worry for John. Either he doesn't think there will be an uneven distribution of work, or he accepts that at times, he will have to work harder than others.
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Communication Issues
(score 43)
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Degree to which the need for good communication is a concern.
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John is not very worried about the need to communicate with colleagues when working in a team, although there might be some issues that concern him. Good communicators are confident that their listening skills, ability to communicate their ideas, and public speaking skills are up to par. Moreover, they do not get impatient with having to take the time to ensure that there is a consensus, and that everyone in the group is well informed and takes part in the decision-making process. Read on for more specific information as to which areas are concerns for John.
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Meeting the Need to Communicate
(score 58)
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Assesses comfort with the communication aspect of teamwork.
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John is somewhat concerned about having to communicate with team members. He should remember that by making an effort to communicate in a healthy manner, he can better navigate the occasional disagreement or other touchy situations with ease.
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Issues With Listening to Team Members
(score 28)
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Issues related to listening to others, taking their opinions into account, and following the topic of conversation.
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John does not seem to mind having to listen carefully to team members when in a group situation. Listening is an important aspect of group work; not only does he need to be able to understand what others are telling him, but he also has to send the message to others that he is making an effort to really understand what they are saying.
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Fear of Speaking up in Front of Group
(score 44)
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Comfort with speaking up in a group setting.
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Speaking up in front of a group is a minor issue for John. He may not always feel comfortable asserting his opinion, especially when it is an opposing one, and he may become anxious when speaking his mind.
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Worry About Unclear Roles
(score 70)
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Assesses concerns about unclear roles and duties in a group situation.
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Some people are really rigid about needing to know what exactly they have to do, as well as what role they should be taking on in the group. This does appear to be the case for John. He needs to try to be patient and accept the occasional ambiguity that arises in a group scenario. The fluidity of roles and duties may allow for greater creativity. If, however, group members are totally unclear about their roles, this is likely a managerial issue and should be addressed.
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