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Memorandum

To: Kim Marchesseault


From: Taylor Slagle
Subject: Personal Brand Narrative
Date: September 28, 2017

Per your request, I have summarized and analyzed my personal thoughts and outside feedback
relating to my professional persona. This document will help you understand my persona better
and will assist you in evaluating my professional digital profile, a future deliverable. I will
discuss and analyze my personal findings and outside feedback, compare the analysis to the
Career Leader Culture Match results, and describe what I learned from my findings.

Personal Findings and Outside Feedback


As a business student in a rapidly changing world, it is important to make time for self-reflection.
One of the first steps I took was to identify my three most important core values. These were
honesty, respect, and dedication. These three aspects of my personality are also directly related
to how I communicate with people in work and social settings. With anyone, it is important for
me to be respectful of opinions and ideas, but to also provide honest feedback on those thoughts.
I also find it important to show concerted effort in solving problems or issues, because doing so
can bolster credibility.

When I filled out my People Style Questionnaire, my results for columns B and C were 4/5 and
my results for columns D and E were 6/3. This information signified that I am a driver, but also
that I am very close to the center of all four people styles. I found these results to be fairly
accurate. When we discussed the different traits of the four styles in class, I realized that I had
traits from each style. This means that I can somewhat easily flex styles and adjust my actions to
be appropriate in different professional work situations.

This information was further proven when I received survey feedback from my professional
network. I received 9 responses in total; 4 resulted in driver, 3 resulted in analytical, 1 resulted in
expressive, and 1 resulted in amiable. These results again barely placed me as a driver, but show
that I am close to the center of the four people styles. There were also some common themes
among the 9 responses. A large majority said that I am softer-spoken, appear more serious, am
less apt to show feelings, am quicker to resolve problems, and am more oriented towards facts.
Words used to describe me among respondents were nice/kind, dependable/loyal, honest,
dedicated/committed, and an effective communicator. These qualities and descriptors are what I
have tried to portray in my group projects and professional experiences.

Career Leader Culture Match Comparison


Similar to my personal findings and the outside feedback were the results of my Career Leader
Culture Match survey. For consideration/collaboration, extraversion/decisiveness, and
precision/planning I received a middle rating. These three aspects of culture match relate to the
amiable, driver, and analytical people styles respectively. My results showed that I can flex fairly
easily between those styles and having middle ratings for these aspects of culture match
validate those findings. I received a rating of very low for the fourth culture match aspect,
innovation/change. This rating was accurate, because I prefer to take time and evaluate many
options before making any change to an idea or plan.

Takeaways from Analysis


Both the people styles feedback and culture match survey provided information about how I
relate to my peers in professional group environments. Many of the findings from both sources
confirmed my thoughts on how I currently relate to my peers. In this analysis, it was most
interesting to see the different ways that people described me.

Although there were similar ideas throughout the responses of all 9 responders, those that
identified me as a driver described me using slightly more work-centric terms, whereas those that
said I was one of the other three categories used more social-sounding terms. For example, those
that identified me as a driver used words, such as, Dedicated, determined, and analytical. In
contrast, those that identified me as one of the other three styles used words, like, Perceptive,
kind-hearted, and dependable. The work-centric and social-sounding terms have different tones,
but amount to similar final concepts.

Conclusion
This document summarized and analyzed the results from my personal findings and outside
feedback, compared those results to my Career Leader Culture Match survey, and discussed what
I will take away from this analysis. The information above provides an idea of how I interact and
relate to my peers in professional group settings. If you have any questions about the contents of
this document, please email me at taylorjslagle@email.arizona.edu.