Bob Gomez

Fifteen Factor Questionnaire +

EXTENDED REPORT
Test Date: 22/12/2010

Fred Gomez

REPORT STRUCTURE
1. Understanding This Report 2. Personality Assessment
Validity Scales Interpersonal Styles Thinking Style Coping Style

3. Derived Dimensions
Team Roles Leadership Styles Subordinate Styles Influencing Styles Career-Theme Scales

4. Additional Comments 5. 15FQ+ Profiles

Potential Strengths Potential Development Needs 15FQ+ Classic Profile Big Five Profile Response Style Indicators 15FQ+ Extended Profiles

Waiver
The 15FQ+ is an indicator only. This report must be interpreted in the context of other relevant factors.

Context
This profile arises from a self-report questionnaire and must be interpreted in the context of other relevant factors, such as actual experience, vocational interests, training, personality, motivation, skills and aptitudes. The 15FQ+ is not a test of ability.

Norm Group
The ratings and commentary in this report are relative to a comparison group of 1186 (Professional Managerial).

Private & Confidential

This is a strictly confidential assessment report on Fred Gomez which is to be used under the guidance of a trained professional. The information contained in this report should only be disclosed on a 'need to know basis' with the prior understanding of Fred Gomez. This analysis should be considered in the context of other relevant information such as actual experience, vocational interests, skills and aptitudes.

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Understanding Behavioural Preferences

The 15FQ+ is an assessment of personality and individual differences. The 15FQ+ is based on one of the most researched and respected models of personality, identifying behaviour preferences across Cattells 16 personality constructs (Cattell, 1946) and the big five personality traits (McCrae and Costa, 1987):

Understanding How Behaviour Relates to Work Outcomes

Traits play a significant role in determining work behaviour. Below is a model of job performance. The model below illustrates the relationship between behavioural preferences and job performance:

Understanding This Report

This report is broken down into 3 major behavioural clusters:

Interpersonal Style Thinking Style Coping Style

Based on traits this report also provides information on the following behavioural styles and likely business outcomes:

Team Roles Leadership Styles Subordinate Styles Influencing Styles Career Themes

Further Considerations
To provide a more comprehensive view of this individual you may wish to also look at the following assessments: The following reports are also available:

Competencies Report Emotional Intelligence Report Feedback Report Profile Report Interview Prompts Report

Personality Drivers and Values (VMI) Personality Types (JTI) Selling Styles (SPI) Cognitive Ability (GRT Series) Critical Reasoning (CRTB2)

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Fred Gomez

Personality Assessment
Validity Scales
The 15FQ+ contains a number of measures that examine the way in which the respondent has approached the questionnaire. The results appear to suggest that there may be an element of randomness in the completion of the questionnaire. This could be accounted for by a deliberate strategy on Bob Gomez's part not to cooperate with the assessment process or simply a lack of attentiveness and diligence in completing the questionnaire. Before proceeding to interpret this questionnaire, it would be necessary to verify this.

Interpersonal Style
Bob Gomez's interpersonal style is very introverted. That is, his attention and energies will be oriented towards things rather than people. His relative inhibition with people will make him appear to lack self-confidence and expressiveness in social situations. People may find it quite difficult to get close to him. His tendency to withdraw from social interaction may be interpreted as cool disinterest and a lack of interpersonal warmth. As a consequence he may be regarded as unsympathetic, distant and aloof. This is probably more of a reflection of him being in his element when working alone with relatively little personal contact. He simply derives his satisfaction from solitary activities rather than those activities that require a great deal of interpersonal contact. However, this is more a reflection of his social anxiety and lack of ease in social settings. On his own, engaged in solitary pastimes, he will not feel threatened. Tending not to let go in social settings, his reaction to situations will generally be fairly sober and serious. He may possibly come across as a little stiff and perhaps slightly lacking in spontaneity. Unexpected events, or rapidly changing situations, may make him disgruntled. In the right setting however, he should be capable of a fair degree of enthusiasm. Being relatively retiring and rather self-conscious, he may wish to avoid high-profile participation in social gatherings. He may experience a degree of embarrassment if unexpectedly made the focus of group attention. Outside familiar circles, he may come across as slightly inhibited and formal, his conversation appearing somewhat hesitant. He is a quite self-reliant individual who generally prefers to work on his own. Not having a great need for group contact or support, he will avoid unnecessary group distractions. He is likely to view most group discussions and team work as a waste of time. He may be seen as very reclusive and out-of-touch with public opinion. Somewhat questioning in nature, people may see him as being sceptical and cynical. Showing little concern for others' sensibilities, people may take time to warm to him. Bob Gomez has a relatively cynical and questioning nature, tending to often suspect the underlying motives behind the things people say or do. Overly inclined to be critical, he is however unlikely to be excessively rigid or opinionated. He may be rather obstinate from time to time. He may resent being given instructions and may often do just the opposite of what he is told. He may feel that if he drops his guard, people will take advantage of him. Consequently, he is not likely to be the most popular team member. . In personal exchanges Bob Gomez maintains a balance by not being overbearing nor being too easily dominated. He will assert himself or give way as the situation demands. He is no more or less assertive than most people. He appears to be as sensitive as most people to the demands of social situations. He will generally resist saying things that could cause upset or offence.

Thinking Style
Bob Gomez is likely to come across as a somewhat intuitive person who is quite receptive to ideas and experiences. Creatively orientated, he is likely to be somewhat sensitive to the subtleties and nuances of life. Naturally curious about things he tends to go beyond the obvious. Very unconventional in his attitudes and opinions, his views are likely to be radical and very different from those of most people. This is likely to lead him to question older, established points of view and be resistant to accepting the status-quo. Being relatively abstract he is prone to go beyond what is considered customary and accepted and may come up with ideas for radical change. Motivated to find novel solutions to problems he may not, however, take to work that is too intellectually demanding. Fundamentally, he is quite aesthetically sensitive and soft-hearted with a refined sense of taste and consequently may lack a tough, hard-headed, utilitarian approach. Having a creative and artistic temperament, he will be drawn to expressive, cultural activities. Quite sentimental, and receptive to feelings, he will tend to be Page 4 of 16

Fred Gomez

moved by emotions of wonderment and awe in the face of beauty and sensational events. His inclination to be creative and relatively conceptual suggests that he may be more concerned with thoughts and concepts than practical realities and everyday matters. He will generally prefer to be involved in the generation of ideas, leaving day-to-day matters to others. A possible shortcoming is that he may be rather inattentive to detail. Having fairly low levels of self-control, Bob Gomez's behaviour and attitudes are more a function of his own personal belief system than social norms and expectations. Very free-thinking and spontaneous, he expresses scant regard for authority. Lacking in self-discipline and self-control, he may not be particularly concerned about his social standing. Not placing much value on formality and protocol, he may prefer to relate to others in an informal and casual manner. He is likely to be unimpressed by status, position or authority, preferring to judge people on their merits. However, being diplomatic and aware of the impact he may have on others, these attitudes may not always be evident. He may not relate at all well to group undertakings which discourage individualism. Manifestly rather unconstrained to some degree, he has an inclination to circumvent rules especially when it is expedient to do so. Unmindful of obligation, he might be a rather inconsistent finisher as far as the loose ends are concerned. This may be more apparent on work that he does not consider to be of great significance. Bob Gomez may prefer to have a number of ongoing commitments, but lacking a strong sense of personal obligation, is prone to put them down when they become tedious or repetitive. He is not prone to deliberation and procrastination. Tending to view things from a global perspective, he will prefer to avoid work that demands close attention to detail.

Coping Style
Bob Gomez is currently experiencing average levels of anxiety. Relatively emotionally resilient and stable in mood, he should have little difficulty facing challenges in a calm, collected manner. Generally unruffled by events, he is likely to be viewed as being dependable in a crisis. He should have sufficient energy to cope with quite demanding situations. He should generally be able to rapidly recharge his depleted energy resources after having faced demanding work schedules. Being as secure and self-assured as most, he will not normally be unduly burdened by feelings of low self-esteem or insecurity. His tendency to be relatively free of guilt feelings, coupled with his willingness to accept some personal responsibility for failure, would suggest that he is unlikely to rush into apportioning blame onto others when things go wrong. Although not inclined to experience mood swings, when under pressure Bob Gomez may become somewhat tense and agitated. When his goals are repeatedly frustrated, he may become somewhat impatient and irritable. Bob Gomez may therefore have some difficulty unwinding at the end of a particularly demanding day.

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Fred Gomez

Team Roles
The Team Roles describe how Bob Gomez is likely to interact with his colleagues in a team situation. The specific ways in which he will express his preferred team style may, however, vary according to the situation. In addition, this behavioural style takes no account of his intellectual approach to problems and the quality of his decisions. The scores below indicate Bob Gomez's general propensity for a particular team role orientation. It must be noted that different styles may be adopted according to the demands of the situation and consequently a description of Bob Gomez's predominant and secondary team styles is provided.
Scale Co-Ordinator Shaper-Driver Evaluator-Critic Implementer Team Builder Resource-Investigator Inspector-Completer Innovator Raw 4.4 5.6 8.3 1 1.6 2.8 3.1 7.3 1 2 3 4 5 6 7 8 9 10

Team Role Combination - Evaluator-Critic/Innovator

Bob Gomez is likely to have a shrewd and penetrating mind, together with the capacity to evaluate his own ideas and those of others and come up with an integrative statement about what should be done. Although he is likely to have the capacity to be creative himself, his tendency may be to sit back and think while others do the talking. His keen critical abilities may help him to sort through ideas with the effect that his contributions will be planned carefully. However, his somewhat sceptical style and capacity to identify the flaws in arguments may cause him to censor himself and thus inhibit his own ability to be innovative. He may need encouragement to recognise his own creativity and promote his ideas. Perhaps he could make a more creative contribution in a group if he was encouraged to reveal his own thoughts more regularly instead of coming in only to evaluate the ideas of others. However, this may not be an easy stance for him to take because he gets caught up in his own thoughts and plans and does not necessarily share them with others. Hence, he may work best when he is encouraged to positively state a position that incorporates expertise into a group plan of action. Given the right circumstances, he could be an excellent strategist.

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Fred Gomez

Leadership Styles
Based on the work of the American Organisational Psychologist Bass, the Leadership Styles describe which of a range of styles Bob Gomez is most likely to adopt. This may be of relevance to a variety of situations where there is a requirement to manage others. As with most personality characteristics, the profile only describes Bob Gomez's most likely styles and not performance. Effective performance will depend on many factors including the organisational culture in which the individual is operating.
Scale Directive Leader Delegative Leader Participative Leader Consultative Leader Negotiative Leader Raw 5.2 4.3 2.5 3 6.9 1 2 3 4 5 6 7 8 9 10

Primary Leadership Style: Negotiative Leader

Negotiative leaders motivate subordinates by encouraging them, through incentives etc., to work towards common objectives. Hence, through a process of negotiation attempts will be made to arrive at some mutually equitable arrangement with the other members of the team so as to motivate them to work in a particular way. Negotiative leaders tend to rely on their skills of persuasion to achieve their stated goals. Many Negotiative leaders have well developed image management skills and they typically utilise these to moderate their approach according to the circumstances in which they find themselves. This capability, coupled with a desire to achieve, can mean that sometimes they adopt unconventional methods to achieve their desired objectives.

Secondary Leadership Style: Directive Leader

Directive leaders are characterised by having firm views about how and when things should be done. As such they leave little leeway for subordinates to display independence, believing that they should adhere to the methods and schedules as originally laid down. Having a high goal-orientation and being particularly concerned with results the Directive leader will tend to closely monitor the behaviour and performance of others. This may lead them to be perceived as a little cool and detached. This impression may be reinforced by the fact that they will be lead by their own opinions rather than inviting others to contribute their ideas. Being a particularly self-directed leader may lead to the ideas of others to be excluded from consideration at the expense of their own. However, this will only prove to be problematic should their own judgement and abilities be called into question.

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Fred Gomez

Subordinate Styles
Based on the work of the American Organisational Psychologist Bass, the Subordinate Styles describe which of a range of styles Bob Gomez is most likely to adopt. This may be of relevance to a variety of situations where a particular management style is in place. As with most personality characteristics, the profile only describes the style of management to which Bob Gomez is most likely to respond and not effectiveness. Effective performance will depend on many factors including the organisational culture in which the individual is operating.
Scale Receptive Sub. Self-Reliant Sub. Collaborative Sub. Informative Sub. Reciprocating Sub. Raw 1.6 6.2 7.5 5.4 3.1 1 2 3 4 5 6 7 8 9 10

Primary Subordinate Style: Collaborative Subordinate

Collaborative Subordinates believe that the problem-solving power of the team is more than that of the individual members included within that team: their primary concern is that the team as a whole achieves its objective. Collaborative Subordinates relish group discussions and will typically propose innovative ideas of their own, as well as being more than happy to discuss the ideas of others. As strong believers in constructive criticism, they show little reluctance when it comes to pointing out weaknesses in other peoples' ideas; similarly they are usually happy to accept the criticisms of others. Collaborative Subordinates are at their most effective when working under managers who share their views about group participation - i.e., those who encourage collaboration rather than those with a more directive style.

Secondary Subordinate Style: Self-Reliant Subordinate

Self-Reliant Subordinates tend to be most effective when working in an environment that allows them freedom to express their own ideas. They are generally innovative individuals who are also concerned with achieving results; thus, their ideas will typically be imaginative but tailored to solving the particular problem in question. However, problems may occur if such individuals are required to work in environments that require strict adherence to existing procedures and methods. In such situations Self-Reliant Subordinates tend to feel that their individuality is being stifled thus causing them to become discontented and irritable. It would therefore be inappropriate to pair them with a manager with a directive style as this will invariably result in a mismatch of approaches.

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Fred Gomez

Influencing Styles
The Influencing Styles describe which of a range of styles Bob Gomez is most likely to adopt. This may be of interest in relevance to a variety of situations where there is a requirement to influence others or sell a product, service or idea. As with most personality characteristics, the profile only describes Bob Gomez's most likely styles and not performance. Effective performance will depend on many factors including the type of product, the customer, the specific situation and the organisational culture in which the individual is operating. Equally, different styles may be adopted according to the demands of the situation and consequently a description of Bob Gomez's predominant and Secondary Influencing Style is provided.
Scale Con. Communicator Rapport Creator Culture Fitter Culture Breaker Enthusiast Perseverer Business Winner Technician Admin. Support Team Manager Raw 3 1 6.2 7.7 4.2 4.7 6.4 5.4 2 3.5 1 2 3 4 5 6 7 8 9 10

Primary Influencing Style: Culture Breaker

In contrast to many other approaches the Culture Breaker will generally take a radical stance, presenting ideas which are likely to be different from the culture of the client's organisation. Through presenting such radical ideas they will tend to create an image of knowledgeable integrity. The recipient is then likely to feel that they are receiving information based on a reasoned assessment of their needs. Obviously, the success of this approach is dependent upon the confidence and technical competence of the Culture Breaker.

Secondary Influencing Style: Business Winner

The Business Winner typically attracts new opportunities from previously unknown sources. This will often be achieved through a combination of persistence and the preparedness to try novel and unconventional approaches to influencing or selling. With a tendency to be highly competitive they usually work hard for their successes but their tendency to be unconventional may cause discomfort amongst their colleagues. The Business Winner will usually be a particular asset in those times when existing areas have become saturated or when there is a particular requirement to expand into new markets.

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Fred Gomez

Career-Theme Scales
Career-Themes are based on the work of Holland. These provide a match between Bob Gomez's personality profile and those of the broad occupational groups listed. The scores take no account of other important factors such as interests, aptitudes, qualifications and work experience.
Scale Realistic Investigative Artistic Social Enterprising Conventional Raw 4.5 7.7 6.9 2 4 2.6 1 2 3 4 5 6 7 8 9 10

Realistic Theme: Activities involving manipulation of mechanical devices and principles of mechanics and physics. High scorers are likely to be technically orientated, repairing mechanical devices, working on motor cars. They may also enjoy outdoor activities. Investigative Theme: Activities involving the manipulation of ideas and scientific principles. High scorers will enjoy applying logical and/or scientific principles to the resolution of experimental problems. They may enjoy laboratory work. Artistic Theme: Activities centred around the expression of artistic and creative ideas. High scorers are typically interested in the Arts in the broadest manifestation e.g. art, music, writing, composing, dance, design etc. Social Theme: Activities centred on helping or caring for others. High scorers tend to express an interest in charitable work, involving caring for the elderly, children with special needs or counselling, teaching and generally assisting others to achieve their potential. Enterprising Theme: Activities involving the attainment of objectives through people. High scorers generally express an interest in managing or leading others or taking charge of situations. As such they are attracted to business related situations where they are able to exercise leadership, managerial skills and public acclaim. Conventional Theme: Activities involving organising, administration and well established work practices. High scorers enjoy developing and maintaining systems, operating business machines, doing paperwork, bookkeeping and accountancy.

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Fred Gomez

Additional Comments
The following section lists a number of points which can be inferred from Bob's assessment report. The interviewer may wish to use these as the basis for further probing during the interview or counselling discussions.

Potential Strengths
Will be inclined to question traditional beliefs and outmoded practices. Will tend to feel unrestricted by protocol and established values. Will have a tendency to be effective in situations where he has a number of ongoing commitments, where he can concentrate on the global requirements of a task. It will be difficult to pull the wool over his eyes. May be effective working independently, not needing to be constantly surrounded by people. Should be able to focus his efforts on the most important and/or rewarding projects without being deflected by remote prospects. Has the ability and inclination to look beyond the obvious. With a tendency toward the unconventional and creative, he may be effective in generating original, possibly radical, solutions to problems. Will have a tendency to be demanding on others and will expect people to take responsibility for their own short-falls.

Potential Development Needs

May tend to be highly critical of the status quo. May show insufficient concern for protocol and established values. May have difficulty adhering to highly structured work procedures and may overlook the detailed requirements of a task. Tending to be a little wary of people he does not know well, he may prefer to take his time when integrating into a new team. May tend to feel uncomfortable in situations in which he has to constantly meet new people. May be disinclined to persevere when confronted with tedious tasks. May not be sufficiently pragmatic and may be inattentive to practical matters. May tend to be unconventional and/or unpredictable. May have difficulty delegating work to others, tending to take on too much himself. He may have been let down in the past and as a result may try to keep others at 'arms length'.

NOTE: Very high number of infrequent responses - the respondent may not have been attentive in completing the questionnaire. He is likely to have answered the questions randomly. Check test taking attitude.

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Fred Gomez

15FQ+ Classic Profile

Scale Raw Left Score

10

Right Score

A C E F G H I L M N O Q1 Q2 Q3 Q4

3 16 20 15 9 5 4 19 15 18 20 8 21 14 5 16

Distant Aloof

Reserved, Distant, Detached, Impersonal.

Empathic

0 33 81 54 16 6 7 66 88 84 62 15 97 81 4 71

Affable, Personable, Participating, Warm-hearted.

Low Intellectance

Lacking confidence in own intellectual abilities.

High Intellectance

Confident of own intellectual abilities.

Affected by Feelings Accommodating Sober Serious Expedient Retiring

Emotional, Changeable, Labile, Moody.

Emotionally Stable
Mature, Calm, Phlegmatic.

Passive, Mild, Humble, Deferential.

Dominant

Assertive, Competitive, Aggressive, Forceful.

Restrained, Taciturn, Cautious.

Enthusiastic

Lively, Cheerful, Happy-go-Lucky, Carefree.

Spontaneous, Disregarding of rules & obligations.

Conscientious Socially-bold

Perservering, Dutiful, Detail conscious.

Timid, Self-conscious, hesitant in social settings.

Venturesome, Talkative, Socially confident.

Hard-headed Trusting

Utilitarian, Unsentimental, Lacks aesthetic sensitivity.

Tender-minded Suspicious Abstract

Sensitive, Aesthetically aware, Sentimental.

Accepting, Unsuspecting, Credulous, Tolerant.

Sceptical, Cynical, Doubting, Critical.

Concrete Direct

Solution-focused, Realistic, Practical, Down-to-earth.

Imaginative, Absent-minded, Impractical.

Genuine, Artless, Open, Forthright, Straightforward.

Restrained

Diplomatic, Socially astute, Socially aware, Discreet.

Confident

Secure, Self-assured, Unworried, Guilt-free.

Self-doubting Radical

Worrying, Insecure, Apprehensive.

Conventional

Traditional, Conservative, Conforming.

Experimenting, Open to change, Unconventional.

Group-orientated Informal

Sociable, Group dependent, a Joiner.

Self-sufficient

Solitary, Self-reliant, Individualistic.

Undisciplined, Uncontrolled, Lax, Follows own urges.

Self-disciplined Tense-driven

Compulsive, Fastidious, Exacting willpower.

Composed

Relaxed, Placid, Patient.

Impatient, Low frustration tolerance, Irritable.

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Fred Gomez

15FQ+ Big Five Profile

Scale Raw Left Score

10

Right Score

Introversion

Tends to feel uncomfortable in social situations.

Extraversion

Strong predisposition to social interaction.

Low aNxiety

Calm, Composed and satisfied with life and ability to cope.

High aNxiety

Problems in coping with day to day situations. Concerned about the future.

Pragmaticism

Realistic, practical and conservative in attitudes.

Openness

Enjoy innovation, interested in artistic expression.

Independence

Alert, Quick to respond to situations, challenging, self-assured.

Agreeableness

People orientated, empathic, accommodating.

Low Self-Control

Free from constraints of social rules.

High Self-Control

Conscious of group standards of behaviour.

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Response Style Indicators

Scale Social Desirability Fake Good Fake Bad Raw 0 4 0 1 2 3 4 5 6 7 8 9 10

Risk Scale Scores

Scale Central Tendency Infrequency Raw 40 10 1 2 3 4 5 6 7 8 9 10

Criterion Derived Scales

Scale Emotional Intelligence Positive Work Attitude Raw 19 7 1 2 3 4 5 6 7 8 9 10

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Fred Gomez

15FQ+ Extended Profiles

Left Score Description

10

Right Score Description

Distant Aloof - Lacking empathy, Distant, Detached, Impersonal. Introverted Sober Serious - Restrained,
Taciturn, Cautious.

Empathic - Friendly,

Personable, Participating, Warmhearted, Caring.

Happy-go-Lucky, Carefree.

Interpersonal Style

Composed - Timid, Socially anxious, Hesitant in social settings, Shy. Self Sufficient - Solitary, Selfreliant, Individualistic. High Intellectance Confident of own intellectual abilities.

Socially bold - Venturesome, Talkative, Socially confident. Group Orientated -

Sociable, Group dependent, a "Joiner".

Low Intellectance - Lacking

confidence in own intellectual abilities.

Independent

Mild, Humble, Deferential.

Suspicious - Sceptical, Cynical,

Doubting, Critical.

Trusting - Accepting,

Unsuspecting, Credulous.

Radical - Experimenting, Open to

change, Unconventional.

Conventional - Traditional, Conservative, Conforming.

Left Score Description

10

Right Score Description

Pragmatism

Concrete - Solution-focused, Realistic, Practical, Down-to-earth. Conventional - Traditional, Conservative, Conforming. Expedient - Spontaneous,
Disregarding of rules and obligations.

Abstract - Imaginative, Absentminded, Impractical, Absorbed in thought.

Thinking Style

Radical - Experimenting, Open to

change, Unconventional.

Direct - Genuine, Artless, Open,

Forthright, Straightforward.

Restrained - Diplomatic, Socially astute, Shrewd, Socially aware, Discreet. Self-disciplined Compulsive, Fastidious, Exacting willpower.

Informal - Undisciplined,

Uncontrolled, Lax, Follows own Urges.

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High Self-Control

Low Self-Control

Conscientious - Persevering, Dutiful, Detail-conscious.

Openness

Hard-headed - Utilitarian, Unsentimental, Lacks aesthetic sensitivity, though-minded.

Tender Minded - Sensitive,

Aesthetically aware, Sentimental.

Agreeable

Dominant - Assertive, Competitive, Aggressive, Forceful.

Accommodating - Passive,

Extroverted

Enthusiastic - Lively, Cheerful,

Fred Gomez

15FQ+ Extended Profile: Cont.

Left Score Description

10

Right Score Description

Emotionally Stable Mature, Calm, Phlegmatic.

Affected by Feelings Emotional, Changeable, Labile, Moody.

Coping Style

Patient.

Composed - Relaxed, Placid, Trusting - Accepting,

Tense-driven - Impatient, Low frustration tolerance. Suspicious - Sceptical, Cynical,

Doubting, Critical.

Unsuspecting, Credulous.

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High Anxiety

Low Anxiety

Confident - Secure, Selfassured, Unworried, Guilt-free.

Self-doubting - Worrying, Insecure, Apprehensive.