Charles Poulton's Reach 360
Charles Poulton’s Reach 36006 Mar 2020
360 ReportCharles Poulton06 Mar 2020ContentsOverview .2Leading Profile Matrix .3Summary .4REACH Quotient: 3.34 out of 5.00 .4REACH Competencies.5REACHing to the Counselor Profile .6Comments on REACHing to the Counselor Profile .7REACHing to the Coach Profile .8Comments on REACHing to the Coach Profile .9REACHing to the Driver Profile .10Comments on REACHing to the Driver Profile .11REACHing to the Advisor Profile.12Comments on REACHing to the Advisor Profile.13Conversation Starters .14Contact Information .16Important Note .17 2020 Leading Psychometric Solutions, LLC1 Page
360 ReportCharles Poulton06 Mar 2020OverviewThe REACH 360 program provides a diverse and observation-based review of your Leading Profile –that is, the style with which you feel most comfortable exercising influence over others. This reviewwas derived by comparing feedback from multiple sources, in the form of ratings and observations.Depending on the participants involved in your REACH 360 program, this may include: superiors,direct reports, peers, clients and others. These participants are referred to as “raters” throughout thisreport and their feedback is disclosed anonymously. To protect confidentiality, for any rater category inwhich there was only one participant (except for the Superior category), the ratings were consolidatedwith others in the undisclosed category.Raters provided numerical scores based on their observation of specific competencies that are alignedwith four clusters, one for each of the primary Leading Profiles: Counselor, Coach, Driver and Advisor.When you completed the REACH Profile, you provided scores for these same competencies, based onyour comfort level in demonstrating each profile.Most people tend to exhibit one Leading Profile more so than the others, based on their motivationalpreferences and tendencies. Your primary Leading Profile is found on page two of this report. Whileyour Leading Profile tends to be your “go to” style, your performance as a leader may depend largelyon competencies that may be associated with other Leading Profiles. After all, a successful leadermust be able to interact with a variety of people, each with their own unique motivational preferencesand tendencies.Your agility in leveraging all four Leading Profiles, with skill and in the optimal circumstances, canmake all the difference in how your team relates to others and achieves its goals. Referred to as yourREACH, these relational and achievement aspects of your leading are the key focus of this report. Byrelating to others using a combination of styles, and by achieving goals through diverse approaches,you can expand your REACH and strengthen your influence as a leader. Such growth comes fromawareness and adjustment, both of which are encouraged in this REACH 360 program. 2020 Leading Psychometric Solutions, LLC2 Page
360 ReportCharles Poulton06 Mar 2020Leading Profile MatrixWhen you completed the REACH Profile, you indicated your preferences and tendencies for how youapproach common circumstances (such as at work, home or in the community). These preferencesand tendencies combine to reveal one of four Leading Profiles. Based on your responses to theREACH Profile, your primary Leading Profile is best described as the: Advisor Profile.Profile SummaryThe Advisor Profile is most commonly recognized as being: more Task-focused than People-focused, meaning that you may be more objective andreserved in how you relate with others; and,more Thinking-oriented than Acting-oriented, meaning that you may be more methodical andthoughtful about achieving your goals.Profile MakersYourPersonalStyleProfileThe key “markers” or behaviours ofthe Advisor Profile include:Communicating with a reserved, formal styleHandling conflict by identifying compromisesDelegating by "teaching" the suggested approachPlanning through methodical, detailed preparationLearning with careful, step-by-step reflectionImportant NoteThe closer your plot is to any corner of the matrix, the more your overall style will be similar to theprofile shown in the respective quadrant. In contrast, the farther away your plot is from any corner, theless likely your style will reflect the profile indicated. The closer the plot is to the center of the matrix,the more your style is moderated, meaning you may tend to exhibit some of the characteristics of allfour styles and may tend to be more fluid in your approach. There will be occasions where you mayexhibit some characteristics of each profile, depending on the situation. The matrix shown here simplyportrays your most common, primary Leading Profile.RoundingAll statistics provided on this report are derived from calculations performed at the observation level.As such, some averages and overall scores may differ due to rounding. 2020 Leading Psychometric Solutions, LLC3 Page
360 ReportCharles Poulton06 Mar 2020SummaryThe ratings provided on the REACH 360 survey were averaged to derive your overall REACHQuotient.REACH Quotient: 3.34 out of 5.00The REACH Quotient is graphically displayed as a circular zone around your matrix plot, revealing theprofile(s) within which you may be most effective exercising influence. The larger the REACH zonedepicted, the greater the skill and agility with which you may adapt to other profiles when RElating toothers and ACHieving goals.Your ProfileREACH ZoneBased onOverall Rating(Self)A comparative breakdown of your REACH is presented below, comparing your self-ratings to theaverage ratings provided by your (4) raters.Profile ComparisonStylesCombinedRating0Counseling Characteristics3.25SelfRaters3.003.31Coaching Characteristics3.20SelfRaters3.503.12Driving Characteristics3.50SelfRaters3.753.44Advising Characteristics3.40SelfRaters4.503.1212345Your REACH Quotient is derived from calculations reported on Page 4. Detailed ratings and narrativecomments for each profile are provided on the following pages. 2020 Leading Psychometric Solutions, LLC4 Page
360 ReportCharles Poulton06 Mar 2020REACH CompetenciesEach of the four profiles can be recognized by the extent to which you demonstrate specificcompetencies in your leading. You may be very comfortable in demonstrating certain competencies,while others may be more challenging. These competencies are shown below, comparing your ratingswith the ratings provided by your (4) raters.Counseling Characteristics (the “who”)Assimilating team membersCultivating team spiritIdentifying personal needsRecognizing others' effortsAverage:Coaching Characteristics (the “why”)Building rapportEasing tensions during conflictFinding opportunities for synergyRallying others around a causeAverage:Driving Characteristics (the “what”)Establishing clear expectationsEvaluating individual performanceExercising control over processesGuiding team during changeAverage:Advising Characteristics (the “how”)Addressing quality concernsAligning resources with needsDesigning team structure/functionIntegrating diverse perspectivesAverage:RatingSelf 3.00Raters 3.25Self 4.00Raters 3.75Self 2.00Raters 3.00Self 3.00Raters 3.25Self 3.00Raters 3.31RatingSelf 3.00Raters 3.50Self 3.00Raters 2.50Self 4.00Raters 3.00Self 4.00Raters 3.50Self 3.50Raters 3.12RatingSelf 4.00Raters 3.75Self 3.00Raters 2.75Self 4.00Raters 3.50Self 4.00Raters 3.75Self 3.75Raters 3.44RatingSelf 5.00Raters 3.75Self 5.00Raters 3.50Self 5.00Raters 2.75Self 3.00Raters 2.50Self 4.50Raters 3.1201More ChallengingLess Effective01More ChallengingLess Effective012Moderate22Moderate02More ChallengingLess EffectiveModerate4345More ComfortableMore Effective345More ComfortableMore Effective345More ComfortableMore EffectiveYour REACH Zone, shown on the 2x2 Matrix throughout this report, is derived from the OverallREACH Quotient. On the pages that follow, you will find more detailed information regarding theratings and observations gathered via the REACH 360 program. 2020 Leading Psychometric Solutions, LLC5More ComfortableMore EffectiveModerateMore ChallengingLess Effective135 Page
360 ReportCharles Poulton06 Mar 2020REACHing to the Counselor ProfileThe Counselor encourages a welcoming and nurturingclimate in which team members recognize and care for eachother's interests. The Counselor answers the “who” questionsto ensure that team members are appreciated and supported.Raters were asked to evaluate the frequency andeffectiveness with which you may leverage this profile. Thesummary and detailed results are presented below:Self-Rating: 3.00Rater Categories: 3.31 (Rater Average)Direct Reports (2) 3.00Peers (1) 3.75Others (1) 3.50Based on your responses to the REACH Profile,the Advisor Profile is your primary styleGap: 0.31Overall, your Self-Rating is lower than the average ratingprovided by your raters.Observation StatisticsRaters were asked to evaluate the extent to which you REACH to the Counselor Profile based on thefollowing observations of your leading interactions.CharacteristicAssimilating team membersCultivating team spiritIdentifying personal needsRecognizing others' effortsRatingSelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)0 1 2 3 4 .003.004.003.00 2020 Leading Psychometric Solutions, 0.00Hi3343444423343343Lo33434344223433436 Page
360 ReportCharles Poulton06 Mar 2020Comments on REACHing to the Counselor ProfileRaters were asked to provide optional comments regarding your utilization of the Counselor Profile.Any comments provided are shown below: I think Charles (like me) could be more attuned to the personal needs of others as we get socaught up in the business we sometimes neglect the people. As COO Charles has to have ahandle on getting new starters assimilated into the YumYum way of being which he does veryeffectively. Charles is OK at recognising the needs of his immediate team but not so much of other teammembers that are part of operations. Sometimes he is oblivious to this or doesn't see it as hisconcern at all. Even though it is not his direct responsibility it comes across as uncaring. All good 2020 Leading Psychometric Solutions, LLC7 Page
360 ReportCharles Poulton06 Mar 2020REACHing to the Coach ProfileThe Coach inspires team members through emotional appealto face challenges with urgency and passion. The Coachanswers the “why” questions to ensure that team membersare emotionally engaged in fulfilling their shared purpose.Raters were asked to evaluate the frequency andeffectiveness with which you may leverage this profile. Thesummary and detailed results are presented below:Self-Rating: 3.50Rater Categories: 3.12 (Rater Average)Direct Reports (2) 3.00Peers (1) 3.75Others (1) 2.75Based on your responses to the REACH Profile,the Advisor Profile is your primary styleGap: 0.38Overall, your Self-Rating is higher than the average ratingprovided by your raters. This may be a blind spot within yourleadership style.Observation StatisticsRaters were asked to evaluate the extent to which you REACH to the Coach Profile based on thefollowing observations of your leading interactions.CharacteristicBuilding rapportEasing tensions duringconflictFinding opportunities forsynergyRallying others around acauseRatingSelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)3.003.004.004.003.002.503.002.00SelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)0 1 2 3 4 44434343 2020 Leading Psychometric Solutions, LLC0.001.001.008 Page
360 ReportCharles Poulton06 Mar 2020Comments on REACHing to the Coach ProfileRaters were asked to provide optional comments regarding your utilization of the Coach Profile. Anycomments provided are shown below: Charles is a role model in using the different strengths of the people that report to him. He canhave a tendency to let people sort their own differences out and only get involved when thingsbecome serious - perhaps he could get involved earlier on before things escalate. Charles is good at keeping us all focused on the mission of YumYum Dairy and is enthusiasticabout projects. He is not so good at recognising conflict in the team and helping us sort it out.This has led to some people leaving . All good Great 2020 Leading Psychometric Solutions, LLC9 Page
360 ReportCharles Poulton06 Mar 2020REACHing to the Driver ProfileThe Driver directs team members’ contributions to complywith expectations and meet timely performance goals. TheDriver answers the “what” questions to ensure that teammembers are focused and accountable in pursuing desiredoutcomes.Raters were asked to evaluate the frequency andeffectiveness with which you may leverage this profile. Thesummary and detailed results are presented below:Self-Rating: 3.75Rater Categories: 3.44 (Rater Average)Direct Reports (2) 3.00Peers (1) 4.00Others (1) 3.75Based on your responses to the REACH Profile,the Advisor Profile is your primary styleGap: 0.31Overall, your Self-Rating is higher than the average ratingprovided by your raters. This may be a blind spot within yourleadership style.Observation StatisticsRaters were asked to evaluate the extent to which you REACH to the Driver Profile based on thefollowing observations of your leading interactions.CharacteristicRatingEstablishing clearexpectationsEvaluating individualperformanceExercising control overprocessesGuiding team during change0 1 2 3 4 5GapHiLoSelfDirect Reports (2)Peers (1)Others (1)4.003.504.004.000.500.000.0044444344SelfDirect Reports (2)Peers (1)Others (1)3.002.003.004.001.000.001.0033343134SelfDirect Reports (2)Peers (1)Others (1)4.003.005.003.001.001.001.0043534353SelfDirect Reports (2)Peers (1)Others (1)4.003.504.004.000.500.000.0044444344 2020 Leading Psychometric Solutions, LLC10 P a g e
360 ReportCharles Poulton06 Mar 2020Comments on REACHing to the Driver ProfileRaters were asked to provide optional comments regarding your utilization of the Driver Profile. Anycomments provided are shown below: Charles is very close to the business and leads from the front in terms of operations. Thecompany is undergoing some major change at the moment and Charles is instrumental inguiding the business through this in a calm and disciplined manner. One area where Charlescould perhaps pay more attention is giving more regular feedback on performance to his seniorleadership team. I haven't had a proper performance review since I cam here. It is all too casual for me. I getfeedback but I don't get a chance to know what else I should be doing to improve. All good 2020 Leading Psychometric Solutions, LLC11 P a g e
360 ReportCharles Poulton06 Mar 2020REACHing to the Advisor ProfileThe Advisor is recognized for maintaining a stable andstructured work process in which resources are used tomaximize team members’ efficiency. The Advisor answersthe “how” questions to ensure the team operates in an orderlyand consistent manner.Raters were asked to evaluate the frequency andeffectiveness with which you may leverage this profile. Thesummary and detailed results are presented below:Self-Rating: 4.50Rater Categories: 3.12 (Rater Average)Direct Reports (2) 3.12Peers (1) 4.25Others (1) 2.00Based on your responses to the REACH Profile,the Advisor Profile is your primary styleGap: 1.38Overall, your Self-Rating is higher than the average ratingprovided by your raters. This may be a blind spot within yourleadership style.Observation StatisticsRaters were asked to evaluate the extent to which you REACH to the Advisor Profile based on thefollowing observations of your leading interactions.CharacteristicRatingAddressing quality concernsAligning resources withneedsDesigning teamstructure/functionIntegrating diverseperspectivesSelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)5.003.505.003.005.003.505.002.00SelfDirect Reports (2)Peers (1)Others (1)SelfDirect Reports (2)Peers (1)Others (1)0 1 2 3 4 33323232 2020 Leading Psychometric Solutions, LLC1.500.002.0012 P a g e
360 ReportCharles Poulton06 Mar 2020Comments on REACHing to the Advisor ProfileRaters were asked to provide optional comments regarding your utilization of the Advisor Profile. Anycomments provided are shown below: Charles has led the quality control of the business for many years to his credit. He can at timesbe a little headstrong in his decision making and could benefit from taking on more diverseperspectives especially in making strategic decisions. Charles should listen more to the ideas of his team as we are best placed to improve things.Some of my team are discouraged from offering suggestions for improvement as nothingappears to ever happen. All good 2020 Leading Psychometric Solutions, LLC13 P a g e
360 ReportCharles Poulton06 Mar 2020Conversation Starters Reflecting on your own Leading Style or Personal Style Profile and your personal preferencesand needs, can you think about your leaders (past or present) that have had distinctly differentstyles to you?a. What do you think their primary style tended to be?b. Can you reflect on how their style affected your experience in their team?c. What were the strengths of their style?d. What were the gaps or missed opportunities?e. Were there specific things they consistently did (that you liked or didn’t like)?f. Can you reflect on things they often didn’t do at all, or didn’t do well that could haveimproved your experience and performance when working for them? Thinking about your team, can you guess what mix of styles you can predict they are?a. Take some time to mark your team members on the Summary on page four of thisdocument.b. Looking at where you anticipate your team members are, and thinking about yourexperience with different leaders in the previous question, can you relate to theperspective of your current reviewers? With the awareness that people move into different quadrants at different times based on manysituational influences, it is interesting to reflect on key leadership activities and how they arelikely to be perceived differently by different people, for example:a. Delegation (Establishing Clear Expectations) – given all other things being equal, if youwere to consider each primary style – Drivers, Advisors, Counselors, Coaches, discussthe ways you may adapt your delegation to each of them. And how might perfectdelegation to a Driver compare to a Counselor or Advisor?b. When considering another activity such as inducting new team members (Assimilatingteam members) if you were to look back to your Leading Profile or Personal Style Profileand look specifically at your Affiliation Dimensions (one of your ‘Relating dimensions’) ifyou consider people at opposite ends of the spectrum, how might their different needsfor affiliation or less independence influence their feedback score/experience?Is there anything you would change moving forward when hiring different people? 2020 Leading Psychometric Solutions, LLC14 P a g e
360 ReportCharles Poulton06 Mar 2020 These have been designed as thought-provoking questions, reflect on your feedback, yourteam members, and reflect on opportunities to be as effective as you can be as a leader withthe people, challenges and needs of your current situation, context and team.a. What next?Sometimes awareness is the key, so you can have empathy for a reaction you wouldn’thave previously understood.b. Sometimes learning new leadership skills is most important, so you can give yourselfeasy to implement strategies to do the things you don’t tend to do and improve yourleadership effectiveness. (The system has generated training and coachingrecommendations for you to help take the next step)c. Sometimes identifying strengths of people around you and delegating/asking them tohelp fill the gaps for you is the best decision. For example, if there are quality issues,could you ask a detail-oriented person to proof/QA for you? If there’s team synergylacking, could you nominate a person with strong social tendencies to create social orteam building opportunities?d. Often the biggest impact comes from developing awareness and empathy and improvingyour skills to be a more complete leader - in other words growing your REACH Quotientand making the most of the diversity in your team as highlighted in point C. 2020 Leading Psychometric Solutions, LLC15 P a g e
360 ReportCharles Poulton06 Mar 2020Contact InformationFor more information regarding the REACH suite of products and services available to help youdevelop and coach high performers, please contact your REACH Partner:The OrgDev Institute 61 490 036 evinstitute.co/ 2020 Leading Psychometric Solutions, LLC16 P a g e
360 ReportCharles Poulton06 Mar 2020Important NoteThe information contained herein describes certain behavioral preferences and tendencies derivedfrom the participant's self-reporting. While such patterns of behavior tend to be consistent over time,these can change based on circumstances beyond the scope of what has been measured by thissurvey. Therefore, this information does not represent a comprehensive measure of psychologicaltraits, nor does it claim to represent a prediction of future behavior. No part of this information isintended to convey a psychological, medical, or psychiatric evaluation, and in no way is thisinformation intended to convey an evaluation of employability. This information is intended to provideinsight that is useful in coaching, team-building, and other aspects of professional development andtraining. No employment decision should be made based, in whole or in part, on the results containedherein, and no indication of suitability for employment should be inferred or implied based on theREACH Profile. 2020 Leading Psychometric Solutions, LLC17 P a g e
The ratings provided on the REACH 360 survey were averaged to derive your overall REACH Quotient. REACH Quotient: 3.34 out of 5.00 The REACH Quotient is graphically displayed as a circular zone around your matrix plot, revealing the profile(s) within which you may be most effective exercising influence. The larger the REACH zone
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Your REACH: The agility of your unique profile is graphically displayed as a circular zone around your plot. This zone may be seen as the area of the matrix within which you feel most comfortable interacting with others. The larger the "REACH", the greater the agility with which you may adapt to
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