Skills Discovery Report
Participant: Adithya S K
Interaction Date: 16, Oct 2021
About
The report provides a comprehensive analysis of the skills measured throughout the Skills Discovery Test. The skills are measured through a variety of scenarios and provide insights into the strengths and areas of improvement. The report enables a deeper understanding of your skills, cultural orientation, speech indicators and a summary of key takeaways from the scenarios. It allows you to evaluate yourself objectively and identify the areas that can be further improved for personal and professional growth.
Legend
| Score | Indicator |
|---|---|
| 2 | Starting Point |
| 4 | Learning Phase |
| 6 | Growth Stage |
| 8 | Proficient |
| 10 | High Achiever |
Question 1
How do you handle conflicts within a team?
Response
When conflicts arise within a team, I believe in addressing them openly and promptly. I would encourage the team members involved to express their concerns and perspectives, and facilitate a constructive discussion to find a resolution. It's important to remain neutral and ensure that all voices are heard.
Feedback
1) What went well? The candidate demonstrated a proactive approach to conflict resolution by emphasizing open communication and creating a safe space for team members to express their concerns. 2) What did not work? The candidate could have provided an example from their past experience to showcase their practical application of conflict resolution skills. 3) Generate a sample candidate answer response: Handling conflicts within a team requires open communication and active listening. I would create a safe environment for team members to express their concerns and work towards finding a resolution together. In a past project, I faced a conflict between two team members and successfully mediated a discussion that led to a mutually agreeable solution. 4) Rating of the response on a scale of 1 to 10: 7/10
Question 2
How do you motivate your team members?
Response
Motivating team members is essential for maintaining high productivity and morale. I believe in understanding the individual strengths and goals of team members and aligning tasks accordingly. Providing recognition and rewards for achievements, fostering a positive work environment, and offering professional development opportunities are also effective motivators.
Feedback
1) What went well? The candidate highlighted the importance of understanding individual strengths and aligning tasks to maximize motivation. They also mentioned several common motivational techniques. 2) What did not work? The candidate missed an opportunity to provide a personal example of successfully motivating a team member. 3) Generate a sample candidate answer response: Motivating team members is a priority for me. I believe in understanding each team member's strengths and interests and assigning tasks accordingly. For instance, in a previous project, I motivated a team member by recognizing their exceptional performance publicly and rewarding them with a small bonus. 4) Rating of the response on a scale of 1 to 10: 8/10
Question 3
How do you handle tight project deadlines?
Response
When faced with tight project deadlines, I prioritize tasks and create a detailed schedule to ensure efficient time management. I would also collaborate closely with team members, delegating responsibilities effectively and providing the necessary support. Additionally, I believe in regularly monitoring progress and making adjustments as needed to meet the deadline.
Feedback
1) What went well? The candidate provided a structured approach to handling tight project deadlines by emphasizing prioritization, collaboration, and monitoring progress. 2) What did not work? The candidate could have elaborated on their experience in successfully managing a project with tight deadlines. 3) Generate a sample candidate answer response: Tight project deadlines require a structured approach. I would prioritize tasks, collaborate closely with the team, and monitor progress regularly. In a previous project, I successfully managed a project with a tight deadline by setting clear milestones, closely coordinating with team members, and making timely adjustments to ensure on-time delivery. 4) Rating of the response on a scale of 1 to 10: 9/10
Question 4
How do you handle scope changes in a project?
Response
Scope changes are common in projects, and it's important to manage them effectively. I would start by thoroughly analyzing the impact of the change on the project timeline, budget, and resources. Then, I would communicate the implications to stakeholders and work collaboratively to evaluate alternatives and make informed decisions. By maintaining clear documentation and ensuring effective communication, I can minimize the impact of scope changes on project success.
Feedback
1) What went well? The candidate demonstrated a methodical approach to handling scope changes by considering their impact and involving stakeholders in the decision-making process. 2) What did not work? The candidate could have provided an example of successfully managing a scope change and mitigating its impact on a project. 3) Generate a sample candidate answer response: Scope changes require careful analysis and collaboration. I would assess the impact on the project timeline, budget, and resources and involve stakeholders in the decision-making process. In a previous project, I successfully managed a scope change by working closely with the client to prioritize requirements and adjust the project plan accordingly, ensuring minimal disruption to the project's objectives. 4) Rating of the response on a scale of 1 to 10: 8/10
Question 5
How do you handle team members who are not meeting expectations?
Response
When team members are not meeting expectations, I believe in addressing the issue promptly and privately. I would start by having a one-on-one conversation to understand any challenges they may be facing and provide constructive feedback. If necessary, I would offer additional support or training. However, if the issue persists despite efforts to improve, I would involve relevant stakeholders and explore appropriate actions, such as performance improvement plans or reassignment of tasks.
Feedback
1) What went well? The candidate outlined a systematic approach to addressing underperforming team members by emphasizing communication, support, and involving stakeholders when necessary. 2) What did not work? The candidate missed an opportunity to provide a specific example of handling an underperforming team member. 3) Generate a sample candidate answer response: Addressing underperforming team members requires open communication and support. I would have a private conversation to understand any challenges they may be facing and provide constructive feedback. In a past project, I successfully helped an underperforming team member by providing additional training and mentorship, which led to a significant improvement in their performance. 4) Rating of the response on a scale of 1 to 10: 7/10
| Cultural Context 1 | Hierarchy | Cultural Context 2 | Concensual |
| Cultural Context 3 | Persuasion | Cultural Context 4 | Argumentative |
| Cultural Context 5 | Relationship-based | Cultural Context 6 | High Context Communication |
| Cultural Context 7 | Indirect Negative Feedback |
| Indicator | Value | Reference Range |
|---|---|---|
| Fluency | 84% | Higher than 80% |
| Pace | 128 | 180 to 260 Words per minute |
| Unusual Pauses | 1 count(s) | Less than 2 counts |
| Power word density | 10% | More than 20% |
| Filler word density | 20% | Less than 7.5% |
What words you use...
Power Words :
- Management,
- Project,
- Additional,
- Recognition,
- Time,
- Evaluate,
- Goals,
- Aligning,
- Improvement,
- Conversation,
- Delegating,
- Ensuring,
- Success,
- Positive,
- Decisions,
- Effectively,
- Team,
- Communication,
- Encourage,
- Provide,
- Impact,
- Resources,
- Feedback,
- Offer,
- Perspectives,
- Responsibilities,
- Deadlines,
- Believe,
- Projects,
- Deadline,
- Understand,
- Essential,
- Rewards,
- Maintaining,
- Meeting,
- Improve,
- Adjustments,
- Performance,
- Offering,
- Change,
- Effective,
- Needed,
- Expectations,
- Support,
- Communicate,
- Ensure,
- Productivity,
- Development,
- Efficient,
- Fostering,
- Opportunities
Filler Words :
- Believe,
- Team,
- Accordingly,
- Despite,
- Then,
- Additionally,
- However,
- Also
People
- Communication: Communication skills are the ability to express oneself clearly and effectively. It is the skill of conveying information clearly and efficiently to ensure effective understanding and collaboration.
- Object Handle: Objection handling is the ability to successfully navigate and respond to concerns or pushback raised by employees over new initiatives, proposals, or directives from management.
- Solve problem: Problem solving is the ability to identify and solve problems. It is the aptitude to analyze challenges, devise innovative solutions, and make sound decisions to achieve desired outcomes.
- Social skills: Build rapport and relate well to people from diverse backgrounds; emotionally intelligent.
Process
- Others best: Motivate and empower people around you to achieve their full potential through encouragement, effective delegation, and providing support.
- Flexible: Adapt readily to changing priorities, environments, or requirements; willing and able to modify approaches to achieve goals.
- Coaching: Coaching is the ability to help others develop their skills and abilities.It includes the practice of guiding and developing individuals, unlocking their potential and fostering continuous growth.
- Method Approach: Adopt a systematic, step-by-step approach to ensure tasks are completed thoroughly, accurately, and efficiently.
Partnership
- Collaboration: Collaboration is the ability to work together with others to achieve a common goal. It includes working harmoniously with others, leveraging diverse perspectives, and combining efforts effectively.
- Accountable: Being accountable involves taking ownership, responsibly addressing challenges, and transparently delivering on commitments, fostering trust and results.
- Improve lives: Proactively seek out opportunities to have a positive impact on others through acts of service, mentorship, or community leadership.
- Negotiation: Negotiation skills are the ability to reach an agreement that is mutually beneficial.
Personality
- Empathy: Empathy is the ability to understand and share the feelings of others. It is the capacity to understand perspectives of others, promoting compassion and strong interpersonal connections.
- Decisiveness: Decisiveness is the ability to make decisions quickly and effectively. It is the skill of making well-considered and timely choices, crucial for effective leadership and problem-solving.
- Self Assure: Project confidence in your abilities and decisions; willing to take calculated risks and responsibility for outcomes.
- Concision: Concision is the ability to communicate information clearly and precisely, focusing on essential points while avoiding unnecessary complexity or ambiguity.