5 Step Profile report Five Super Trait Personality (5 STeP) Profile (MNET) Confidential. Being viewed by: Artem Dubovetskyi Norms are critical for interpreting personality assessments. Without norms it is extremely difficult to compare you effectively to other individuals and see what is uniquely you, In this report you are automatically compared to other people from your national culture and of your gender (as indicated by your 5 STeP responses) to better understand how you are similar to / different from other people, controlling for national culture and gender. This comparison group (norm) is the informal guideline of what would be typical for people similar to you. Due to the diverse nature of modern businesses and global organizations, you are also able to compare your results with high-performing global peers, controlling for the global nature (culture) of the sample and gender. Comparing to: Gender: Man@ Culture: Ukraine 5 What is personality? Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Most people have an intuitive idea of personality that is not far away from how social scientists understand it. Our families are where we typically first learn that people have a degree of consistency in how they interact with others, and later as we make friends we interpret other people's behavior in terms of character, personal style or habit. Later in the world of work we hear and see that leaders and co-workers succeed or have problems because of the way they work with others. Personality is formally defined as the set of habitual behaviors, cognitions and emotional patterns that evolve from biological (e.g., genetics) and environmental factors (e.g., nurture factors such as family atmosphere). Trait-based personality theories, such as those defined by Raymond Cattell define personality as the traits that predict a person's behavior. On the other hand, more behaviorally-based approaches define personality through learning and habits. Nevertheless, most definitions and theories view personality as relatively stable configurations of preferences for how you like to live. There are some important differences between how most people think about personality and what research has revealed about how personality actually functions, however. Much could be said, but the important points to consider are1. The role of the situation - how you actually act is an interaction between your preferences (.e., personality) and the situation (Snyder, 1997). If the situation is strongly defined, your personality preferences are not very useful for predicting what will happen. For example, in an emergency, everyone pushes towards the doors regardless of personality type. 2. Personality - fixed or changeable? - personality change is a complicated process. Most people can change but tend not to as itis easier to temporarily alter your behavior, Recent studies (Oweck, 2007) indicate that commitment to deliberate practice and belief in growth lead to more successful results. in other words, awareness of one's personality traits and a belief in personal growth can provide a starting point, guide and motivation for personality development. 3, Traitedness versus self-monitoring - not everyone expresses their traits or personality as strongly as others. For some people, their personality is central to their personal identity. For others, their personal values and history are what drives their behavior. Some people are naturally more self-monitoring than others (Snyder, 1997). In other words, some people regulate their behavior to accommodate social situations. People who are high on self- monitoring tend to closely monitor their audience in order to ensure appropriate or desired public appearances and are less concerned with expressing their personalities. 4, Personality is relative - by relative we mean that possession of a particular trait is a matter of degree (Allport, 1927). We might describe two individuals as extraverts, but still see one as more extraverted than the other, The main purpose of using a norming group is to provide this comparison in order to help you rate your level of a specific trait relative to others, controlling for country and gender. This report uses expressions such as "extravert” or "high in extraversion" to describe someone who is likely to be seen by others as relatively extraverted. In this report, your rating on each one of the five Super Trait scales is described and followed by a more detailed description of your personality traits according to the six sub-traits that comprise each Super Trait Please keep in mind that "low", “typical, and "high" scores on a personality profile are neither good nor bad. A particular level on any trait will probably be neutral or irrelevant for a great many activities, be helpful for accomplishing some things, and detrimental for accomplishing other things. Aswith any personality profile, ratings and descriptions can only approximate an individual's actual personality. High and low ratings descriptions are usually accurate, but average ratings close to the low or high boundaries might misclassify your sub-trait as only average. On each set of the six sub- trait scales it is somewhat uncommon but certainly possible to rate high in some of the sub-traits and low in the others. In such cases, more attention should be paid to the sub-trait ratings than to the Super Trait score Each section presents your results in two different ways. The first chart shows your Super Trait and sub-trait percentiles and the second chart type is a series of three “spider” charts depicting your ratings, your cohorts’ ratings and you compared to your cohort. These hexagonal charts provide a way for you to compare and understand your fit with your cohort on each sub-trait. Questions about the accuracy of your results are best resolved by showing your report to people who know you well and/or are coaches professionally trained in personality trait analysis. The science This report describes you in terms of each of the Super Traits of the Five-Factor Model (FFM) of personality, followed by the six sub-traits that comprise each Super Trait. The history of this approach starts nearly 100 years ago with Gordon Allport, the “father” of modern personalitypsychology, going through the (American) English dictionary in 1936 and extracting every word that could possibly be used to describe personality: 4,500 in total. He then categorized these into 35 variables, a list that was later revised into 16 variables by Raymond Cattell in 1946, creating the much used 16PF instrument (16 Personality Factors). In the early 80's, Costa & McCrae revised these 16 categories to 5 categories using factor analysis, also known as principle components analysis. These categories are often referred to as the ‘Big Five’ (we call them the five Super Traits) and are different to many instruments in that the Big Five uses scales, normally distributed spectrums, to describe personality traits rather than two different letters/types. Since the 1980's this same factor analysis process has been replicated in a number of the major languages of the world to reveal that these same five Super Traits emerge The five Super Traits are: 1, Emotional Reactiveness / Neuroticism / Emotionality / Emotional Reactions / Emotional Stability - the tendency to experience and understand negative emotion 2. Extraversion / Interpersonal Patterns / Surgency - the predisposition to get energy from being around others, and to be dominant in groups. 3. Openness to Experience / Openness to Change/Intellectance - the inclination to be interested in new and/or unusual things. 4, Agreeableness - the tendency to "go along to get along” and place high value on getting along well with others. 5. Conscientiousness / (Protestant) Work Ethic - the interest in leading a structured and organized life. More information regarding the origins of the Big 5 Survey and 5 STeP Profile report can be found in the Appendix.Overall Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Below are two different ways of summarizing your 5 STeP Profile results. The first chart shows your ratings on each of the 5 Super Traits, It indicates your overall personality profile on the five Super Traits. =o Your Your Cohort percentile rating —_rating Emotional 7and 34 2.4 Reactiveness Extraversion 60th 34 3.6 Openness to sath 43 35 Experience Agreeableness 79th 38 38 Conscientiousness 76th 39 44 The second is a “spider” chart that compares your overall results to those sharing this learning experience with you. You may find this second chart interesting, and potentially helpful, in understanding your degree of “fit” with your current colleagues or classmates. To the extent your ratings match your colleagues’ or classmates’ ratings, your instincts for how to interact with your them will be a very helpful guide. On the other hand, to the extent your ratings differ from your colleagues’ or classmates’ ratings, your instincts for how to interact with people from this group have the potential to create misunderstanding and misinterpretation. In these circumstances, it is wise to pause and consider how to interact most productively and respectfully with the other individuals.corer ating =} Your rating ‘Agrooabloness ‘Openness to ExperienceEmotional Reactiveness Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Emotional Reactiveness, sometimes known as Emotionality, Emotional Reactions or Neuroticism, refers to the tendency to experience negative feelings. Those who score high on Emotional Reactiveness often experience negative feelings such as anxiety, anger, or depression. People high in Emotional Reactiveness are emotionally reactive. They respond emotionally to events that would not affect most people, and their reactions tend to be more intense than average. They are more likely to see threat in situations, even everyday ones, and to escalate minor frustrations rapidly. Their negative emotional reactions tend to persist for long periods of time, which means they are often behaving in response to danger. This style in emotional regulation can sometimes diminish someone higher on Emotional Reactiveness’ ability to think clearly, make decisions, and cope effectively with stress. At the other end of the scale, individuals who score low in Emotional Reactiveness are less easily upset and are slower to react emotionally. They tend to be calm, emotionally consistent, and free from persistent negative feelings. However, they can sometimes even miss emotional signals from others. Freedom from negative feelings does not mean that low Emotional Reactiveness scorers experience a lot of positive feelings. Frequency of positive emotions is a component of the Extraversion Super Trait rather than Emotional Reactiveness, making frequency of positive emotions independent of Emotional Reactiveness. =O Your Your Cohort percentile rating —_rating Emotional 72nd 34 24 Reactiveness Anxiety 50th 3.0 27 Anger 72nd 35 24 Sadness 30th 2.0 18 Self Bist 38 26 consciousness Self-indulgence 56th 3.0 26 Vulnerability 87th 35 24 Emotional Reactiveness Your score falls in the 72nd percentile which is high. Your result indicates that you experience often experience high levels of negative emotion. You can react negatively, even when many others would not.Traits This scale measures the tendency to engage the “fight-or-flight” instincts in the brain. The “fight- or-flight” system of the brain of anxious individuals is more easily and more often engaged. Therefore, people who are high in Anxiety often feel like something dangerous is about to happen. They may be afraid of specific situations or be just generally fearful. They feel tense, jittery, and nervous. Persons low in Anxiety are generally calm and do not fear the same stimuli in the same way. Your score is in the 50th percentile which is typical Your result indicates that you experience typical levels of anxiety and worry. You worry about as much as most others do. Anger This scale measures the tendency to “feel” angry; whether or not the person expresses annoyance and hostility depends on the individual's level of Agreeableness. Persons who score high in Anger feel enraged when things do not go their way. They are sensitive about being treated fairly and feel resentful and bitter when they feel they are being cheated. Low scorers do not get angry often or easily. Your score is in the 72nd percentile which is high. Your result indicates that you experience anger more often than others, but not all the time. You can be provoked by others who understand your hot buttons. Sadness This scale measures the tendency to feel sad, dejected, and discouraged. High scorers lack energy and have difficulty initiating activities. Low scorers on Sadness tend to be free from these depressive feelings. Your score is in the 30th percentile which is low. Your result indicates that you only ocassionally feel sad or discouraged. Self-consciousness This scale measures an individual's level of sensitivity to how and what others think of them. Self- conscious people's concern about rejection and ridicule causes them to feel shy and uncomfortable around others. They are easily embarrassed and often feel ashamed. Their fears that others will criticize or make fun of them are exaggerated and unrealistic, but their awkwardness and discomfort may make these fears a self-fulfilling prophecy. In contrast, lowscorers, do not suffer from the mistaken impression that everyone is watching and judging them. Low scorers do not feel nervous in social situations. Your score is in the 81st percentile which is high Your result indicates that you experience self-consciousness more often than the average. You oftentimes worry about what others think about you and the impression you are making on them. Self-indulgence ‘The Self-indulgence scale measure’s one’s sense of strong desires and her/his ability to resist them. Individuals high on Self-indulgence feel strong cravings and urges that they have difficulty resisting. They tend to be oriented toward short-term pleasures and rewards rather than long- term consequences. Low scorers do not experience strong, irresistible cravings and consequently do not find themselves tempted to overindulge. Your score is in the 56th percentile which is typical Your result indicates that you can be tempted to do things that you know you should not do. You can resist sometimes, but you do sometimes give-into temptations. Vulneral ity The Vulnerability scale measures one’s ability to feel calm when experiencing the possibility of being attacked, exposed or harmed in any way. High scorers on Vulnerability experience panic, confusion, and helplessness when under pressure, stress or threat. Low scorers feel more stable, confident, and clear-thinking when under pressure, stress or threat. Your score is in the 87th percentile which is high. Your result indicates that you regularly feel vulnerable and threatened by others. When this happens you tend to feel panic and struggle to cope and remain in control of the outcomes.‘Vunerabity ‘Sefindulgence corer ating =} Your ratingExtraversion Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Extraversion is marked by a desire to engage with the external world. Extraverts enjoy being with people, are full of energy, and often experience positive emotions. They tend to be enthusiastic, action-oriented, individuals who are likely to say "Yes!" or "Let's go!” to opportunities for excitement. In groups they like to talk, assert themselves, and draw attention to themselves. They are both dominant and sociable. Introverts, on the other hand, do not feel the exuberance, energy, and activity levels of extraverts. They tend to be quiet, subtle, deliberate, and disengaged from the social world. Their lack of social involvement should not be interpreted as shyness, depression or lack of interest; the introvert simply needs less stimulation than an extravert to thrive and prefers more time alone, The independence and reserve of the introvert is sometimes mistaken as unfriendliness or arrogance. This would be a mistake though as one’s level of affection toward others is captured in the Super Trait Agreeableness, not Extraversion. For example, an introvert who scores high on the Agreeableness Super Trait will not seek others out but will be quite pleasant when approached. =o Your Your Cohort percentile rating —_rating Extraversion 60th 3.4 3.6 Friendliness 29th 28 38 Sociability 64th 3.3 3.1 Assertiveness 81st 43 42 Activity Level 93rd 43 3.5 Excitement- 46th 3.0 34 seeking Cheerfulness 20th 28 4.0 Extraversion Your score falls in the 60th percentile which is typical. Your result indicates that you are about as sociable, outgoing and energetic as the typical person. You are happy to be around people often, but not all the time, Traits FriendlinessThe Friendliness scale measures a person's genuine affection for others. Friendly people genuinely like other people and openly demonstrate positive feelings toward others. They make friends quickly and they find it easy to form close, intimate relationships. Low scorers on Friendliness are not necessarily cold and hostile, but they do not reach out to others and are perceived as distant and reserved. Your score is in the 29th percentile which is low. Your result indicates that you prefer to be alone with your feelings more than most people, but you do have a few close friends you will contact when facing a difficult situation Sociability The Sociability scale describes a person's level of pleasure derived from being around others. Sociable people find the company of others pleasantly stimulating and rewarding. They enjoy the excitement of crowds. Low scorers tend to feel overwhelmed by, and therefore actively avoid, large crowds. They do not necessarily dislike being with people sometimes, but their need for privacy and time to themselves is much greater than for individuals who score high on this scale. Your score is in the 64th percentile which is typical. Your result indicates that you are comfortable in both crowds and small social gatherings, depending on the situation or mood Assertiveness The Assertiveness scale indicates a person’s demonstration of confidence or willingness to speak up. High scorers on Assertiveness like to speak out, take charge, and direct the activities of others. They tend to be leaders in groups. Whereas, low scorers on Assertiveness tend not to talk much and let others control the activities of groups. Your score is in the 81st percentile which is high. Your result indicates that you prefer to take the lead in a new situation unless someone else forcefully takes it first. You are able to speak your mind to show others your level of engagement even if you are not in the formal leadership role Activity Level The Activity Level scale measures the level of mental, emotional and physical interaction between a person and her/his daily activities and relationships. Active individuals lead fast- paced, busy lives. They move about quickly, energetically, and vigorously, and they are involved in many activities. People who score low on this scale follow a slower and more leisurely, relaxed pace. Your score is in the 93rd percentile which is very high.Your result indicates that you seek a high-energy, fast-paced life with more happening rather than less. More means getting more out of life for you. Excitement-seeking The Excitement-seeking scale describes one’s level of preference for external stimulation. High scorers on this scale are easily bored without high levels of stimulation. They love bright lights and hustle and bustle, They are likely to take risks and seek thrills. Low scorers are overwhelmed by noise and commotion and are averse to thrillseeking, Your score is in the 46th percentile which is typical. Your result indicates that you prefer a balance of sometimes predictable and other times exciting in life Cheerfulness The Cheerfulness scale measures positive mood and feelings, not negative emotions (which are part of the Emotional Reactiveness Super Trait). Persons who score high on this scale typically experience a range of positive feelings, including happiness, enthusiasm, optimism, and joy. Low scorers are not as prone to such energetic, high spirits. Your score is in the 20th percentile which is low. Your result indicates that you tend to feel serious and sober often, perhaps even undemonstrative or lacking in joy more often than not. You are likely to experience joy, but it is, reserved for special occasions.corer ating =} Your ratingOpenness to Experience Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Openness to Experience describes a dimension of cognitive style that distinguishes imaginative, creative people from down-to-earth, conventional people. “More open’ people are cognitively curious, appreciative of art, and sensitive to beauty. They tend to be, as compared to “less open” people, more aware of their feelings. They tend to think and act in individualistic and nonconforming ways. Cognitively curious people typically score high on Openness to Experience. Consequently, this Super Trait has also been called Culture or Intellect. However, scores ‘on Openness to Experience are only modestly related to years of education and scores on standard intelligence tests. Another characteristic of open cognitive style is a facility for thinking in symbols and abstractions far removed from concrete experience. Depending on an individual's specific cognitive abilities, this symbolic cognition may take the form of mathematical, logical, or geometric thinking, artistic and metaphorical use of language, music composition or performance, or one of the many visual or performing arts People with low ratings on Openness to Experience tend to have specific, common interests. They prefer the plain, straightforward, and obvious over the complex, ambiguous, and subtle. They may regard the arts and sciences with suspicion, regarding these endeavors as annoyingly difficult to understand or of no practical use. Less open people prefer familiarity over novelty; they are conservative and resistant to change. Where they do like art, they like art that is more consistent with their home culture. in other words, they tend to like the art because of its traditional nature, not because of its artistic qualities. Openness to Experience is often presented as healthier or more mature by psychologists, who are often themselves high on Openness to Experience. However, open and closed styles of thinking are useful in different environments. The cognitive style of the “open” person may serve a professor well, but research has shown that "closed thinking is related to superior job performance in police work, sales, and a number of service occupations. =o Your Your Cohort percentile rating —_rating Openness to Experience 94th 43 35 Imagination 75th 43 34 Artistic Interests 95th 5.0 36 Emotionality 47th 35 38 Adventurousness 93rd 45 3.6Cognition 85th 48 38 Broad- mindedness 73rd 35 30 Openness to Experience Your score falls in the 94th percentile which is very high. Your result indicates that you seek novelty, variety, and change over routine and predictable, Others often describe you as curious, imaginative, and creative. Traits Imagination ‘The Imagination scale describes a person's preference for creating new ideas, images or concepts that are not currently present over facts. To imaginative individuals, the real world is often too plain and ordinary. High scorers on this scale use fantasy as a way of creating a richer, more interesting world. Low scorers are on this scale are more oriented to facts than fantasy. Your score is in the 75th percentile which is high. Your result indicates that you prefer to think about possibilities rather than reality. You can deal with reality, but find imagination more engaging and fun. Artistic Interests The Artistic interests scale indicates one’s interest in the aesthetics of ideas, representations, concepts or things. The defining features of this scale are interest in, and appreciation of natural and artificial beauty. High scorers on this scale love beauty, both in art and in nature. They become easily involved and absorbed in artistic and natural events. They are not necessarily artistically trained nor talented, although many will be. Low scorers lack aesthetic sensitivity and interest in the arts. Your score is in the 95th percentile which is very high. Your result indicates that you are consistently engaged with the arts and nature. You care as much or more about how something looks as what it does. Emotionality The Emotionality scale describes a person's level of verbal, physical and behavioral expression of feelings. Persons high on Emotionality have good access to and awareness of their own feelings. Low scorers are less aware of their feelings and tend not to express their emotions openly. Your score is in the 47th percentile which is typical.Your result indicates that you will sometimes express your feelings to others, but at other times will focus on realities instead. Adventurousness The Adventurousness scale indicates an individual's desire for new and often foreign, experiences, High scorers on Adventurousness are eager to try new activities, travel to foreign lands, and experience different things. They find familiarity and routine boring and will take a new route home just because it is different. Low scorers tend to feel uncomfortable with change and prefer familiar routines. They tend to take the same route home repeatedly, without feeling that they are missing out something Your score is in the 93rd percentile which is very high. Your result indicates that you prefer new and unique experiences over daily routine. Cognition The Cognition scale indicates an individual's preference for people and things versus ideas and concepts. Ideas and Artistic Interests are the two most important, central aspects of Openness to Experience, High scorers on Cognition love to play with ideas. They are open to new and unusual ideas and like to debate intellectual issues. They enjoy riddles, puzzles, and brain teasers. Low scorers on Cognition love dealing with either people or things rather than ideas. They regard cognitive exercises as a waste of time. Cognition should not be equated with intelligence, however. Cognition is a cognitive style, not an intellectual ability, although those who score higher on Cognition also score slightly higher on standardized intelligence tests than do individuals scoring low on Cognition. Your score is in the 85th percentile which is high. Your result indicates a preference for possibilities, theory, and big ideas over the concrete reality of the here and now. Broad-mindedness The Broad-mindedness scale refers to one’s level of readiness to challenge authority, convention, and traditional values. In its most extreme form, Broad-mindedness can even represent outright hostility toward rules, sympathy for law-breakers, and love of ambiguity, chaos, and disorder. Low scorers on Broad-mindedness prefer the security and stability brought by conformity to tradition. Your score is in the 73rd percentile which is high. Your result indicates that you tend to question moral certainty and authority at times.corer ating =} Your ratingAgreeableness Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Agreeableness reflects individual differences in concern with cooperation and social harmony.Agreeable individuals value getting along with others. They are, therefore, considerate, friendly, generous, helpful, and willing to compromise their interests with others’. Agreeable people also have an optimistic view of human nature. They believe most people are basically honest, decent, and trustworthy. Those who score low on Agreeableness are pessimistic about human nature and believe most people are self-interested and place a low priority on getting along with others. They can learn to trust others, but only when it is possible to verify what the other party is doing or both parties hold something over the other to ensure mutual damage in the event of a breach of trust. Sometimes low-scorers' scepticism about others’ motives causes them to be seen by others as suspicious, unfriendly, and uncooperative Agreeableness is obviously advantageous for attaining and maintaining popularity. Agreeable people are better liked than disagreeable people. On the other hand, Agreeableness is not useful in situations that require tough or absolute objective decisions. Disagreeable people can make excellent scientists, critics, or soldiers. =O Your Your Cohort percentile rating —_rating Agreeableness 79th 38 38 Trust 88th 43 38 Candor 83rd 45 43 Altruism 62nd 40 43 Cooperation 5th 2.0 38 Modesty 94th 43 28 sympathy 79th 40 38 Agreeableness Your score falls in the 79th percentile which is high. Your result indicates that you believe most people are good, and as a result you try to be pleasant, sympathetic, and cooperative. Traits TrustThe Trust scale measures one's level of belief that others will do what is expected. A person high in Trust assumes that most people are fair, honest, and have good intentions. Persons low in, Trust see others as selfish, devious, and potentially dangerous. Your score is in the 88th percentile which is high. Your result indicates that you trust most people most of the time, unless they do something that violates your trust. Candor ‘The Candor scale indicates a person's beliefs in or forming judgements on “right” and “wrong”, "good" and "bad". High scorers on this scale see no need for pretence or manipulation when dealing with others. They are therefore candid, frank, and sincere. Low scorers believe that a certain amount of guardedness or deception in social relationships is necessary. People find it relatively easy to relate to the straightforward high-scorers on this scale, and more difficult to relate to those not-straightforward (Iow-scorers) on this scale. It should be made clear that low scorers are not unprincipled or immoral; they are simply more self-protective and less willing to openly reveal the whole truth Your score is in the 83rd percentile which is high. Your result indicates that you tend to reveal some of your true self to most people most of the time. Altruism The Altruism scale identifies the level of concern people have for the well-being of others without regard for their own well-being. Altruistic people find helping other people genuinely rewarding. Consequently, they are generally willing to assist those who are in need. Altruistic people find that doing things for others is a form of self-fulfilment rather than self-sacrifice. Low scorers on this scale do not particularly experience concern for helping those in need, Requests for help feel like an imposition rather than an opportunity for selt-fulfilment. Your score is in the 62nd percentile which is typical Your result indicates that you struggle to balance the needs of others against your own needs. You will generally help when asked, Cooperation ‘The Cooperation scale measures an individual's tendency to work towards the same end or in competition with others. individuals who score high on this scale dislike confrontations. They are perfectly willing to compromise or to deny their own needs in order to get along with others, Those who score low on this scale are more likely to intimidate others to get their way. Your score is in the Sth percentile which is very low.Your result indicates that you are competitive and will fight for what you want. Modesty The Modesty scale rates one’s tendency to rate success or positivity to oneself and failure or negativity to external factors. High scorers on this scale do not like to claim that they are better than other people. In some cases, this attitude may derive from low self-confidence or self- esteem. Nonetheless, some people with high self-esteem find immodesty unseemly. Those who are willing to describe themselves as superior tend to be seen as disagreeably arrogant by other people. Your score is in the 94th percentile which is very high. Your result indicates that you consistently present yourself in a modest and humble way, avoiding the hazards of self-promotion. sympathy The Sympathy scale measures one’s ability to care or be concerned for others feelings or well- being, People who score high on this scale are tender-hearted and compassionate. They feel the pain of others vicariously and are easily moved to pity. Low scorers are not affected strongly by human suffering, They pride themselves on making objective judgments based on reason. They are more concerned with truth and impartial justice than with mercy. Your score is in the 79th percentile which is high. Your result indicates that you prefer sympathy over rationality. Rationality matters, but, sympathy is a core value.1 oorer ain =} your ratingConscientiousness Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Conscientiousness concerns the way in which we control, regulate, and direct our lives. It is particularly important in understanding how we control our impulses. Impulse is sometimes good, for example when time constraints require a snap decision. Also, in times of play rather than work, acting spontaneously and impulsively can be fun. Impulsive individuals can be seen by others as colorful, "fun to be with", amusing or unconventional Nonetheless, acting on impulse can sometimes lead to trouble. For example, some impulses produce immediate rewards but undesirable, long-term consequences. Examples include excessive socializing that leads to being fired from one's job, hurling an insult that causes the breakup of an important relationship, or using pleasure-inducing drugs that eventually destroy one's health. The benefits of high Conscientiousness are straight-forward. Conscientious individuals avoid trouble and achieve high levels of success through purposeful planning and persistence, They are also positively regarded by others as intelligent and reliable. On the negative side, they can be compulsive perfectionists and workaholics. Furthermore, extremely conscientious individuals might be regarded as stuffy and boring. Non-conscientious people may be criticized for their unreliability, lack of ambition, and failure to stay within the lines. On the other hand, they are more spontaneous and flexible, never missing opportunity as it arises due to pre-existing plans. =O Your Your Cohort percentile rating —_rating Conscientiousness 76th 39 44 Self-belief 59th 40 44 Orderliness 95th 48 39 Dutifulness 62nd 40 44 een a7th 45 44 Self-discipline 67th 35 39 Planning 19th 25 38 Conscientiousness Your score falls in the 76th percentile which is high. Your result indicates that you prefer to live a structured life where you set clear goals and pursue them with determination. You don't tend to be spontaneous and can be slow and methodical coming to a decision.Traits Self-bs The Self-belief scale refers to the level confidence one has in her/his ability to accomplish things. High scorers believe they have the intelligence (common sense), drive, and self-control necessary for achieving success. Low scorers do not feel effective and may have a sense that they are not in control of their lives. Your score is in the 59th percentile which is typical. Your result indicates that you sometimes question your abilities on some things, but are confident in other abilities, Orderliness The Orderliness scale refers a person’s level of preference for structure, perfection and detail. Persons with high scores on Orderliness are well-organized. They like to live according to routines and schedules. They keep lists and make plans. Low scorers tend to be disorganized and scattered. Your score is in the 95th percentile which is very high. Your result indicates that you are highly organized, orderly, and in control of your life. Dutifulness The Dutifulness scale reflects the strength of a person's sincere sense of responsibility and obligation. Those who score high on Dutifulness have a strong sense of moral obligation. Low scorers find contracts, rules, and regulations overly confining. They are likely to be seen as. unreliable or even irresponsible. Your score is in the 62nd percentile which is typical. Your result suggests that you respect rules, but will bend them a bit when necessary. Achievement-striving The Achievement-striving scale measures the likelihood of a person to set personal goals beyond their performance level. Individuals who score high on this scale strive hard to achieve excellence. Their drive to be recognized as successful compels and propels ther toward their lofty goals. They often have a strong sense of direction in life. However, extremely high scores may be too single-minded and obsessed with their work. Low scorers are content to get by with a minimal amount of work and might be seen by others as lazy. Your score is in the 87th percentile which is high.Your result indicates that you are ambitious and will work for what you want. The Self-discipline scale is what many people call “willpower” refers to the ability to persist at difficult or unpleasant tasks until they are completed. People who possess high self-discipline are able to overcome reluctance to begin tasks and stay on track despite distractions. Those with low self-discipline procrastinate and show poor follow-through, often failing to complete tasks- even tasks they want very much to complete. Your score is in the 67th percentile which is typical. Your result indicates that you are typically focused in your work, but can be distracted from time-to-time like most people. Plan 1% The Planning scale describes an individual's disposition to think through possibilities before acting. High scorers on the Planning scale take their time when making decisions. Low scorers often say or do the first thing that comes to mind without deliberating over alternatives and the probable consequences of those alternatives Your score is in the 19th percentile which is low. Your result indicates that you often make snap decisons, sometimes without much planning.corer ating =} Your ratingWhat next? Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Understanding your results is only one step in your personal journey. What matters is where you take it from here. You should stop and consider what this means for you and your personal, work and career goals. Here are some questions to consider: 1, How well does your personality profile benefit you versus challenge you in terms of the career path you have chosen? 2. How has your personality benefitted versus challenged you in interpersonal interactions at work or activities? 3. How has your personality helped versus hindered you when interacting in teams? 4, How could you manage your personal style to better fit your work role, and how could your work role be adapted to better fit your personality? 5. What skills do you need to work on and personal development plan do you need to create, given your career ambitions?Personal development use Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi Using this report for personal growth and development Personality assessments like the 5 STeP are a way to quickly characterize your preferred ways of interacting with others to help you better understand your fit with a group of people. They are not the same as psychometric tests used by some employers to test your abilities to do a certain job. Instead, these assessments are a good starting point for developing self-awareness, career fit, contribution to team dynamics, as well as your personal development needs. The Five Factor Model (FFM) is the most empirically verified perspective on personality to date. Your answers are never right or wrong, but rather are compared with others because everyone has some degree of each trait, but their amount varies across a range. The ratings offer a general description of a person’s most common preferences for interacting with others. Many methods for using the FFM exist. Although the 5 STeP Profile is based on the FFM, its additional tailoring features and simplified language for the global leader make it an even more sophisticated personality profile tool, capable of supporting your development needs in a range of contexts. The 5 STeP Profile does not determine your life’s potential or result. However, it can help you identify areas that may cause you challenges or friction with others. It may also help you better, understand what drives you and makes you unique. Your results are unlikely to change frequently, but can change over time, depending on life experiences and significant events. Your results serve as a basis for helping you develop strategies to become who you want to become For use in work In terms of the working environment, the 5 STeP Profile is a tool to help you understand your fellow employees and help you find ways to work together better, In other words, this assessment allows you and other managers to match people to the work and teams. You can also use it ensure new hires and employees are working with, not against, the culture. This makes the 5 STeP Profile a Useful lens to look at many types of relationships and interactions in several contexts. Potential uses for the 5 STeP Profile in working environment include, but are not limited to, ‘+ Refining job descriptions and the hiring process ‘+ Finding individuals that are a good fit with the company culture © Creating the right mix of team members for specific projects ‘Finding the right balance of personality types that is right for your business ‘+ Evaluating conflicts and understand communications ‘+ Understanding own personality and tendencies + Understanding co-workers and improving interactions ‘+ Using as a launch pad into difficult conversations, even if you disagree with the findings + And taking it a bit farther, but equally important in life..it can also help you understand and develop strategies for better personal relationships For use in relationships Some people say that “opposites attract”, others say "birds of a feather flock together”. However, the real answer lies not in whether the people around you are similar or different to you, rather that you understand each other's personality traits in order to find ways to better understand eachother. The 5 STeP can give you a means of identifying meaningful characteristics to help you better understand those you already know and work through any differences.Appendix Artem Dubovetskyi Confidential. Being viewed by: Artem Dubovetskyi The following information should give you more information on the scientific foundation for this report and its findings, as well as how to apply them for productive and constructive personal development and growth to achieve your potential. References Allport, G. W. (1927). Concepts of trait and personality. Psychological Bulletin, 24(5), 284-293. Dweck, C. S. (2007). Mindset: The new psychology of success. New York: Ballantine Books Johnson, JA. (2014). Measuring thirty facets of the Five Factor Model with a 120-item public domain inventory: Development of the IPIP-NEO-120. Journal of Research in Personality, 51, 78-89. Mueller, C. M., & Dweck, C. S, (1998). Intelligence praise can undermine motivation and performance. Journal of Personality and Social Psychology, 75, 33-52. ‘Snyder, M. (1987). A series of books in psychology. Public appearances, private realities: The psychology of self-monitoring. New York, NY, US: WH Freeman/Times Books/ Henry Holt & Co.