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Tim Martinez vs Tracy Berry Style: Performer vs Administrator Personality I.D.

Comparison Report

Comparison Report

Tuesday, November 27, 2012 11:05:37 PM

Comparison Report Performer and Administrator


A key aspect in maximizing the productivity of a team is the managers ability to understand the similarities and differences of the team members natural traits and how they can complement or conflict as the team members work individually, in pairs, small subgroups, or as a total group. This report provides information that will allow management to view and understand the paired team members, Performer and Administrator. Performer and Administrator, in order to gain insights and understanding about your team members viewpoints, areas in which the two selected team members are likely to see things similarly, as well as differently, will be highlighted. If Performer and Administrator can understand and value each other's natural traits, the differences can actually become assets. When the differing perspectives are combined, one can see a more complete picture. Furthermore, an understanding of how team members differ should enable the manager to improve team communication, anticipate areas of potential conflict, and enable the team members to work together more productively. This report is based on a comparison of Performer's and Administrator's Personality I.D. Profile results. The chart below provides a graphic display of the combined scores in the four dimensions of personality measured by the Personality I.D. Profile. This report reveals many similarities and differences in operating styles by presenting the strengths and struggles commonly associated with team members profiles. In each section examine the strengths and struggles, then circle and initial the ones that most apply to each team member individually..

Comparison Chart: Tim Martinez (Performer) and Tracy Berry (Administrator) TEAM: Transition Profile
Assertive Decisive Controlling Outgoing Convincing Excitable Harmonious Patient Lenient Detailed Precise Perfectionist

Directing

Interacting

Supportive

Conscientious

Adaptive
Pliable Conforming Passive

Reserved
Modest Quiet Distant

Objective
Questioning Impatient Critical

Unconventional
Instinctive Improvised

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

1/7

Dimensions of Personality
This report is based on four dimensions of personality. Each dimension has a continuum of behaviors associated with it as shown below. 1. Adaptive 2. Reserved 3. Objective 4. Unconventional Mid-range Mid-range Mid-range Mid-range Directing Interacting Supportive Conscientious

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

2/7

Dimension one: Adaptive - Directing


Pliable Conforming Passive Assertive

Adaptive

Directing

Decisive Controlling

Tim Martinez (Performer): 37 Tracy Berry (Administrator): 49

Adaptive versus Directing. This dimension indicates a person's tendency to either follow another person's agenda or set a personal agenda. Performer scored in the Adaptive range of this dimension and likely will demonstrate many of the characteristics shown in the Adaptive sections below. Administrator scored in the Mid-Range and will have a mixture of characteristics drawn from the Adaptive and Directing strengths and struggles. For Administrator, it will be important to identify which specific strengths and struggles apply by circling the appropriate ones from each group. Although Performer and Administrator share many characteristics, in general, Administrator will be more directive and initiating than Performer. On the other hand, Performer will tend to be more cooperative and cautious. Their natural styles can be a good complement to each other. If they respect each other's strengths and help each other in areas of struggle they will contribute to the effectiveness of the team mission and its success. Adaptive Strengths is a loyal follower stays with the tried and proven speaks tactfully cooperates with others moves cautiously into new areas prefers to focus on one task at the time sees the practical for here and now Adaptive Struggles can be shy and unassertive tends to be passive rather than active hesitates to speak out may avoid taking charge tends to underestimate own abilities may agree, then regret or resent it may lack strategizing skill or vision Directing Strengths takes charge, establishes direction seeks measurable results speaks directly to an issue responds to challenges and choices is bold and confident prefers variety and many ongoing projects sees strategic and future potential Directing Struggles can be demanding and pushy often is controlling without authority can demonstrate poor listening skills often overlooks others feelings neglects details and avoids routine tends to overcommit and forget promises underestimates work needed to achieve goals

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

3/7

Dimension two: Reserved - Interacting


Modest Quiet Distant Outgoing

Reserved

Interacting

Convincing Excitable

Tim Martinez (Performer): 64 Tracy Berry (Administrator): 45

Reserved versus Interacting. This dimension indicates a person's preference for either solitude and private time or extensive interaction with others. Performer scores in the Interacting range and likely will demonstrate many of the characteristics shown in the Interacting sections below. Administrator's scores are in the Mid-Range of this dimension and reveal a mix of characteristics involving both Reserved and Interacting strengths and struggles. It is important to identify which particular strengths and strugggles apply to Administrator by circling the appropriate ones from each group. Performer and Administrator have some differences and share some similarities in their desire to relate to people. Administrator probably will be a little more serious and need more time alone to process issues. On the other hand, Performer will want to laugh and talk more and have more face-to-face meetings, as well as the opportunity to influence others. As each team member recognizes and accommodates each other's different needs in the area of people, more competitive tendencies will subside. Reserved Strengths task-oriented serious and modest realistic and practical has a dry sense of humor good at follow-through and responsibilities appreciates and focuses on fine points seeks closure and reconciles details Reserved Struggles may appear withdrawn and cold sometimes shy or unresponsive tends to be pessimistic and critical can be curt and abrupt may be quietly self-righteous or judgemental may appear secretive or skeptical de-energized by social contact Interacting Strengths makes friends easily, people-oriented is lighthearted and enthusiastic is optimistic and cheerful enjoys being in the spotlight is good at promoting strives to make a good impression likes open-ended, spontaneous situations Interacting Struggles depends on the approval of others may be too talkative can be overly optimistic and naive likes to show off for attention tends to brag and exaggerate may be too uninhibited and open with others dislikes working alone, but is easily distracted

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

4/7

Dimension three: Objective - Supportive


Questioning Impatient Critical Harmonious

Objective

Supportive

Patient Lenient

Tim Martinez (Performer): 49 Tracy Berry (Administrator): 61

Objective versus Supportive. This dimension indicates a person's natural motivation to be either cool and objective or warm and compassionate. Administrator, your score is in the Supportive range and likely will demonstrate many of the characteristics shown in the Supportive sections below. Performer, you scored in the Mid-Range of this dimension and reveal a mix of characteristics involving both the Objective and Supportive strengths and struggles. It is important to identify which specific strengths and struggles apply to Performer by circling the appropriate ones from each group. Both team members experience some similarities in this dimension. However, {$SH$}, is probably are more supportive, more oriented toward harmony and compassion, and will want to move at a slower pace. On the other hand, {$SM$}, tends to be more fast-paced, objective, change-oriented, and challenging. When you learn how to value and benefit from your team partner's viewpoint, you will experience more success and peace in working together. Objective Strengths operates well in conflicts or disagreements tends to be objective and cool makes difficult judgements and decisions responds quickly without hesitation operates at a fast pace prefers and promotes change favors logic over emotion Objective Struggles may be combative or confrontational often is tactless or abrupt can be critical and jump to conclusions may be too impatient tends toward hyperactivity is prone to be restless and discontent tends to be bottom-line, results-oriented Supportive Strengths encourages and enlists cooperation is compassionate, welcoming and warm is engaging, a good listener is patient, willing to wait operates at a steady, measured pace supports customs and traditions demonstrates empathy Supportive Struggles may compromise too much tends to stuff feelings, unwilling to confront trusts too easily, can be manipulated by others usually resists change, clings to status quo tends to be passive and uncommitted tends to be complacent rather than proactive can become possessive when taken for granted

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

5/7

Dimension four: Unconventional - Conscientious


Instinctive Improvised Unorganized Detailed

Unconventional

Conscientious

Precise Perfectionist

Tim Martinez (Performer): 59 Tracy Berry (Administrator): 44

Unconventional versus Conscientious. This dimension reflects a tendency to be either spontaneous and instinctive or to be prepared and structured. Performer and Administrator have opposite viewpoints relating to structure, rules, and spontaneity. Administrator tends to operate with an Unconventional style and, Performer, prefers a Conscientious approach. These differences can work to the team's benefit as you, as a manager, coach this duo to consider each other's ideas and preferences. Circle and initial the strengths and struggles that most apply for each person. Administrator will tend to be much more flexible, to operate more instinctively, and to formulate plans on the spot to address the needs of the moment. Performer on the other hand, will take a more methodical approach, think through and analyze the situation, and prepare a plan before taking action. Coaching these team member to regularly discussing their ideas, as well as respecting each other's strengths, will help them become complementary team members rather than adversaries. Unconventional Strengths is flexible and versatile understands broad concepts can improve without procedures follows instincts, operates spontaneously makes on-the-spot decisions can adjust methods to meet timeframes responds candidly and succinctly Unconventional Struggles is not naturally organized often is careless or imprecise may ignore rules is unprepared and overly confident takes arbitrary and impulsive action skips over important details is too informal when formality is needed Conscientious Strengths is organized and scheduled is attentive to details follows established procedures is systematic, prepared, and consistent analyzes thoughtfully before deciding conducts research to determine facts responds accurately and diplomatically Conscientious Struggles tends to be rigid and inflexible may be too picky is too reliant on rules may overprepare but lack confidence paralysis of analysis may prevent progress may focus on details and miss the goal may be too rigid or formal

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

6/7

Working Together
Performer and Administrator the purpose of this information is to enable management to better understand and effectively manage team members and their relationships and all of those with whom they interact as team members. Mutual respect leads to trust which is the foundation for any cooperative endeavor. The best teams are formed by bringing together a diverse mixture of talents and styles. Maintaining respect as a basis for trust requires that we appreciate the strength of others while we support them in areas of struggle. When relating to others, remember the wisdom of St. Francis of Assisi seek first to understand others, and then, seek to be understood (paraphrased).

Tim Martinez (Performer) and Tracy Berry (Administrator) Prepared by: Admin User Tuesday, November 27, 2012 11:05:37 PM

7/7