Kristen Burns (Sample Report)

Marketing
March 2017

Talent Predictability
Report
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Introduction
Reddin Assessments’ Talent Predictability Report is a tool that subjects the respondent to an
assessment experience and enables a 360° view of the outcomes generated by her behavior. Those
outcomes correspond to the behaviors that the people around her can perceive.

The terms for these behaviors are based on W.J. Reddin’s leadership model, which posits the
existence of 4 basic leadership styles. Those styles are determined by the manager’s degree of task
orientation (TO) and relationships orientation (RO). Reddin also posits that the leadership orientation
adopted by the evaluated individual can either be aligned with the requirements of her position and
thus highly effective or be misaligned with that position’s requirements and thus of limited
effectiveness.

The basic styles are:

Separated: Leadership focus is control

Related: Leadership focus is people’s

Related Integrated development

Dedicated: Leadership focus is

productivity

Integrated: Leadership focus is

innovation

Separated Dedicated

Depending on how appropriate the person’s leadership is to the real-life situation, 8 managerial
styles arise: 4 that are appropriate to the situation and therefore highly effective and four that are
not appropriate and thus of limited effectiveness.

About the Report

This report provides a summary of the main advantages and disadvantages of the candidate, as well
as of the positions in which the candidate could perform most effectively. We also forecast the
behavioral implications and risks associated. The tool allows a precise prediction of the candidate’s
behavior in unknown situations.

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Preferred Leadership Style

Separated Related Dedicated Integrated

Leveraging the person’s preferred style can be an easy way to influence the candidate. It also is the
language that is most meaningful to her in a conversation.

Predictive Leadership Style

Bureaucrat Developer Benevolent Autocrat Executive

Deserter Missionary Autocrat Compromiser

The predictive style assessment gauges how the candidate will react to unknown situations. It can
sometimes represent the person’s immediate response to a challenge.

For example, efficiency is the predicted outcome of the bureaucrat style, while stagnation is
predicted of the deserter. Development of others’ potential is predicted of the developer, whereas
tolerance is predicted of the missionary. Productivity is predicted of the benevolent autocrat and
authoritarianism of the autocrat. Synergy is predicted of the executive, while complacency is the
predicted outcome of the compromiser.

Behavioral Summary
An enterprising and ambitious person, yet at the same time fair, sensible, and willing to experiment.
She has clear expectations of others and this allows her to evaluate them in a purposeful way. This
individual is effective in communicating her ideas, conveying optimism and involvement in achieving
results. She delegates assertively and is able to adapt to different situations.

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Style Repertoire Assessment

Drift Rigidity Resilience Flexibility

The repertoire management assessment predicts the situations in which the individual will be most
competent. Resilient people are known to work better in familiar surroundings because of their
determination and persistence, while flexible people will fare better in unknown surroundings due to
their openness, versatility, and assertiveness. People who are rigid will come across as intolerant,
while those who drift will be viewed as ambivalent.

Suggested Roles
• Type of position: Managing directorship or top management in line functions and complex, varied
and high volume operations of brand-name products and services in highly competitive markets,
where individual leadership and talent are important.
• Sales, quality, production or commercialization of brand-name products in highly competitive
markets, where personal relationships are important and increase production.
• Specialist, research and development positions in high risk areas where innovation and creativity
are important.
• Training and development of plural personnel in highly complex tasks where her authority is
important.
• Organizational relations in environments of socio-technical improvement.
Positions where she can positivly influence subordinate presonnel, allowing involvement in her own
work.
Positions where she can present the best company image, toward the general public.

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Development Potential Index

Very Low Low Moderate High Very High

The candidate development index predicts a person’s future performance if she fully leverages her
latent abilities. In addition, an immediate high level of performance can be expected if she makes
sure to properly align her skills with the position’s requirements.

Behavioral Attributes
Her management style is characterized by an insistence on getting maximum benefit from the most
highly trained people's knowledge and experience, which continually produces work overloads on
talented personnel. In her inner conscience, Kristen recognizes the value of her employees'
contribution but does not express it orally to avoid excessive confidence. She prefers to retain the
right of demanding at any time, instead of creating instances where she would have to grant
concessions. The work pressure produced stimulates a certain amount of creativity and relative
freedom of action. Due to her ample repertory of conducts, Kristen leans more toward
responsibilities with low administration and paperwork requirements, for which reason her
communication tends to be more oral than written and her interaction rather informal. She is willing
to participate at any time, though sometimes immaturely and without originality.

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Behavioral Risk Index

Very Low Low Moderate High Very High

The behavioral risk index measures how coherently the person tends to manage her situation. A
person with a very low level of behavioral risk will tend to more effectively manage her surroundings.
A very high level of behavioral risk means the opposite. This index is frequently used to predict
people’ performance.

Behavioral Implications
Kristen usually establishes interpersonal relationships for work motives exclusively and is found to
be very demanding and exacting with a tolerance margin that is too strict. Any lack of compliance
relating to her orders generates noisy irritation together with sharp aggressiveness; thus, her
reaction for control of the situation rather takes the form of a persecution attitude. When reaching
the point of confrontation upon the evident lack of compliance, she reacts in a surprising manner
exhibiting unexpected understanding which she expresses in terms of transitory tolerance. She may
perhaps try giving some advice, but before having finished giving it she will have again fallen into a
frame of distrust and resentment.

Her vulnerability is due to her being a person who continually feels required to employ her
maximum effort and thus become effective. Her normal state is striving to keep up-to-date. The
small advantages she obtains represent a breathing spell for hher before again facing growing
pressures.

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