Directions:
1. Read through your results - Section 1 and 2
2. Remember to “Download your PDF” at the end and save it in your files
Section 1: Mindsets
Your Score on Mindsets about Intelligence: 31 points / 48 points
Interpreting Your Score:
36 to 48 points: Strong Growth Mindset about Intelligence:
27 to 35 points: Growth Mindset with some Fixed ideas about Intelligence
17 to 26 points: Fixed Mindset with some Growth ideas about Intelligence
0 to 16 points: Strong Fixed Mindset about Intelligence
Find out more about what Mindsets mean by reading this article or watching this Youtube video
Your Score on Mindsets about the “Kind of Person” someone is: 24 points / 48 points
Interpreting Your Score:
36 to 48 points: Strong Growth Mindset about the kind of person someone is
27 to 35 points: Growth Mindset with some Fixed ideas about the kind of person someone
is
17 to 26 points: Fixed Mindset with some Growth ideas about the kind of person someone
is
0 to 16 points: Strong Fixed Mindset about the kind of person someone is
Find out more about what Mindsets mean by reading this article or watching this Youtube video
__________________________________________________
Section 2: Virtues of an Ideal Team Player
Your Scores on the three virtues of an Ideal Team Player – Humble, Hungry, and Smart
Your Humble Score:: 17 points / 18 points
Your Hungry score: 17 points / 18 points
Your Smart Score: 18 points / 18 points
The purpose of this tool is to help you explore and assess how you embody the three virtues of an ideal
team player. The standards for “ideal” are high. An ideal team player will have few of these statements
answered with anything lower than a ‘3’ (usually) response.
A total score of 18 or 17 (in any virtue) is an indication that the virtue is a potential strength.
A total score of 16 to 14 (in any virtue) is an indication that you most likely have some work to
do around that virtue to become an ideal team player.
A total score of 13 or lower (in any virtue) is an indication that you need improvement around
that virtue to become an ideal team player.
Finally, keep in mind that while this tool is quantitative, the real value will be found in the qualitative,
developmental conversations among team members and mentors. Don’t focus on the numbers, but rather
the concepts and the individual statements where you may have scored low.
If you are curious about the model, read about the three virtues in this article
Here are some tips for developing the three virtues (from the Table Group, Inc.) to refer to late
Use a personality instrument: (humble, hungry, smart): A personality instrument (e.g. Myers-
Briggs, DiSC® or Social Styles) will help you understand and identify your strengths and potential
blind spots. With some personality profiles it is possible to predict which type or style might have
a higher likelihood of having issues with humility, hunger or people smarts. Simply being aware of
these natural tendencies can be the first step in developing and cultivating the virtue you are trying
to foster.
Be vulnerable: (humble, hungry, smart): Share the results of this assessment with your peers.
Sitting down with your peers to reveal and discuss your own relative weaknesses related to
humble, hungry and smart is a powerful way to ensure behavioral change. Encourage your team to
take the self-assessment and have each member report his or her development area to the rest of
the team.
Set small personal goals: (humble, hungry, smart): Take this opportunity to choose one or two
things to do differently. Do you need to talk about yourself less? Do you need to show more
interest in your work? Do you need to be more curious about others' opinions? For example, if
hunger is your area of development, set small personal goals that motivate you and also support
the effectiveness of the team. Think about the areas in your life where you have motivation and
find a creative way to translate that to your everyday tasks. Make an internal commitment to be the
first member on the team to submit a project or volunteer to take on a task that is outside of your
area of responsibility. Sometimes small changes can make a big difference.
Seek out feedback: (humble, hungry, smart): Ask your colleagues, your boss or an executive
coach for assistance. Tell them what you are trying to improve on and ask for regular feedback. Be
open to feedback and notice when you start to feel defensive. Try to recognize when members of
your team seem frustrated or offended by your words or actions, don't avoid but engage. Make it a
habit to debrief tough conversations or meetings.
Practice the virtue: (humble): You can make progress and exercise humility by emulating the
behaviors of people you know to be humble. By sincerely and intentionally making an effort to
compliment others, admit your mistakes and weaknesses, and take an interest in colleagues, you
can begin to apply the discipline of humility and develop this virtue. Practice thinking of others
more than yourself. Make a concerted effort to recognize the unique contributions of each of your
team members and verbalize it to them. Do something generous but remain anonymous.
Purposefully remaining anonymous and not seeking credit for a contribution (time, resources,
effort or otherwise) can help cultivate humility.
Connect with motivated students: (hungry): The primary driver for hunger comes from being
passionate and inspired by the purpose or mission of the team. Seek out motivated mentors or
peers and have them describe their connection to the mission. You may get "infected" by your
teammates' passion, and even if this doesn't happen, you may find a way to connect what you do
and the impact it has on others. Ultimately, this connection will lead to a greater desire to perform
for both yourself and the team.
Practice empathy: (smart): Make a habit of taking an interest in your peers. Ask questions about
them. Be curious about their opinions. Listen to others and try to see from their point of view.
Additionally, seek out a trusted peer to process through how you might approach a conversation.
Give your teammates permission to give you real-time feedback about your communication and
actions and how they affect the team.
Below is a summary of your Download PDF
responses
Take this assessment to reflect and evaluate yourself on aspects of teamwork. At the end,
you will receive a report of your responses. You may use this report to improve your
teamwork skills and track your development over the course of the program.
Answer as honestly as possible, as this will allow you to most accurately identify any areas
of development that you may have. Many of these questions do not have clear right or
wrong answers.
The tool may take about 20 minutes.
Alongside, we are conducting an education research project to understand perceptions of
teamwork in the early years of tertiary education. We would be grateful for your participation
in this study as your collective responses will assist educators support your teamwork skill
development. Participation in the education research component is voluntary and all
responses are confidential. Please click on this LINK to access the explanatory statement
for further information about this project.
What is your first name?
*To be used to provide you your results again later in the program
Pui Chi
What is your surname (last name)?
Lau
Please indicate the extent to which you agree or disagree with each of the following
statements:
The kind of person someone is, is something very basic about them and it can't be changed very
much
Strongly Disagree
People can do things differently, but the important parts of who they are can't really be changed
Disagree
Mostly Disagree
Strongly Disagree
Mostly Agree
Disagree
Everyone, no matter who they are, can significantly change their basic characteristics
Strongly Disagree
Disagree
As much as I hate to admit it, you can't teach an old dog new tricks. People can't really change
their deepest attributes
Mostly Disagree
Mostly Agree
Strongly Disagree
Agree
Disagree
People can always substantially change the kind of person they are
Strongly Agree
Mostly Disagree
Strongly Disagree
Mostly Agree
Everyone is a certain kind of person, and there is not much that can be done to really change
Disagree
thatAgree
Mostly
StronglyDisagree
Agree
Strongly Disagree
Mostly Agree
No matter what kind of person someone is, they can always change very much
Disagree
Agree
Mostly Disagree
Agree
Strongly Disagree
Mostly Agree
Disagree
All people can change even their most basic qualities
Agree
Mostly Disagree
Strongly
Strongly Agree
Disagree
Mostly Agree
For the scenario below, please describe what you would do in each situation. There are
no right or wrong answers so please answer authentically and thoroughly.
Scenario 1: It is your first year in the program. You are working with 4 other students on an
oral presentation report. This is the 5th meeting you have had with the group. You and the
other students have noticed that one member of the group has only completed about half of
the work you would expect them to complete. The other group members have started to
voice their frustration that this is not fair.
What would you do? What are your considerations for your action(s), if any? Please
describe in 2-5 sentences
I would kindly ask that group member what trouble is he having and if he can do his assigned work
next time when we meet.
Scenario 1 (continued): From the previous scenario, you have decided to speak with this
student one on one and provide them with feedback on their performance. You both have
stayed back on a video conference call together.
How would you begin this conversation with the other student? Please describe in 1-3
sentences
Hi mate, you doing good? We noticed that u didn’t complete your work and we’re really worry about
you, are you having any difficulties lately?
Scenario 1 (continued): From the previous scenario, you initiated the conversation with
the other student. The other student responded by saying, "yea, I have not been good
lately. I felt the rest of you had the presentation under control. I just keep getting distracted
by video games at home."
How would you respond to this student? How would you resolve the issue? Please describe
in 2-5 sentences
Not really, in fact we really do need your help so we can maximise our progress as a group! Also you
said you often distracted by video games right? Perhaps we can go out together and see if it helps.
Think about previous experiences you had on school group projects, papers, and
assignments or group learning
Answer all statements thinking about "What my previous teammates from school would
say... "
I compliment or praise them without hesitation
Rarely
I generally understand what others are feeling during meetings and conversations.
Sometimes
Usually
Rarely
Sometimes
I offer and accept apologies graciously.
Usually
Rarely
I easily admit to my mistakes.
Sometimes
I readily acknowledge my weaknesses.
I amRarely
an attentive listener.
Sometimes
Rarely
I gladly share credit for team accomplishments.
Usually
Sometimes
Rarely
Usually
I demonstrate an interest in the lives of my teammates.
Sometimes
Usually
Rarely
I do more than what is required in my own job/role.
Sometimes
Usually
Rarely
I show empathy to others on the team.
Sometimes
Usually
I amRarely
willing to take on lower-level work for the good of the team.
Sometimes
Rarely
Usually
I feel a sense of personal responsibility for the overall success of the team.
Sometimes
Usually
Rarely
I am aware of how my words and actions impact others on the team.
Sometimes
Usually
Rarely
I am willing to contribute to and think about work outside of working hours.
Sometimes
Usually
Rarely
I have passion for the "mission" of the team.
Sometimes
Usually
Rarely
I am willing to take on tedious or challenging tasks whenever necessary.
Sometimes
Usually
Rarely
I adjust my behavior and style to fit the nature of a conversation or relationship.
Sometimes
Usually
Rarely
I look for opportunities to contribute outside of my area of responsibility.
Rarely
Please indicate the extent to which you agree or disagree with each of the following
statements:
You have a certain amount of intelligence, and you can't really do much to change it
Strongly Disagree
Disagree
Your intelligence is something about you that you can't change very much
Mostly Disagree
Strongly Disagree
Mostly Agree
No matter who you are, you can significantly change your intelligence level
Disagree
Agree
Mostly Disagree
Agree
Strongly Disagree
Mostly Agree
Disagree
To be honest, you can't really change how intelligent you are
Agree
Mostly Disagree
Strongly Agree
Disagree
Mostly Agree
You can always substantially change how intelligent you are
Disagree
Agree
Mostly Disagree
Agree
Strongly Disagree
YouMostly
can learn
Agree
new things, but you can't really change your basic intelligence
Disagree
Agree
Mostly Disagree
Strongly Disagree
Strongly Agree
No matter
Mostly how
Agreemuch intelligence you have, you can always change it quite a bit
Disagree
Agree
Mostly Disagree
Strongly Disagree
Strongly Agree
Mostly Agree
Disagree
You can change even your basic intelligence level considerably
Agree
Mostly Disagree
Strongly Agree
Disagree
Mostly Agree
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