Beware the Wolf inside you....

Our background has a huge Influence on our outlook and approach to life.

When you meet some people they are instantly likeable, whilst others take a little time to warm to.

Never be led by first impressions though.

All of us are a blend of good and bad and it takes time to establish who we will admire, respect and Love.

A diamond is hidden in a lump of coal and for some it’s too much trouble to search for it.

Some look at the beautiful “outward” appearance of a person and never consider whether what’s on the inside is beautiful.

To find something ugly where we expected something good is disappointing and could even be disastrous.

All of us make bad decisions at times in life.

Some will learn from it and others will ignore it.

Some of us welcome advice given properly and others resent it.

In all of us there is a fight at times when making choices.

Short term thinkers arrive at different decisions to long term thinkers.

Our values determine our personality but all of us struggle at times with conflicting choices.

Some call it the battle between good and evil.

What a Grandfather shared with his Grandson is worth keeping in mind:

“There is a battle of two Wolves that live within us. One is evil, anger, fear, jealousy, greed, resentment, anxiety, lies and ego. The other is good, joy, peace, love, hope, humility, kindness, empathy and trust”

As only a child can ask the boy replies “Which one wins Grandfather?”

“The one you feed” came the reply.

Habits, good or bad, are formed.

Positive people don’t tend to do well around negative people.

The environments we place ourselves in “feed” us.

In everyday life we will find ourselves in changing environments and we need to adapt....but at the end of the day the environment we have chosen for ourselves reveals much about us.

People make choices and this must be respected but it does not mean they should impose their mould on us.

Better that we are true to what people can see about us.....by feeding the right Wolf.

Personal and shared success is satisfying

The most satisfying outcomes in life are never the easy ones.

They are usually the result of greater effort in the face of increased odds.

The more we achieve the greater our confidence becomes.

Inner strength is a resolve that tells us to “give it our best shot”.

We should not confuse confidence with “cockiness” though.

“Cocky” people shout a lot to distract us from noticing they aren’t doing much personally whereas confident people get their head down until the job is done.

Without perseverance it’s impossible to see a task to its conclusion.

The more times we aim high and achieve the more we believe that the Impossible is not beyond us.

Big challenges may have to be taken in stages but even small steps are moving forward.

Most things can be improved and many obstacles can be resolved.

Being overly self reliant though can trip us up.

Understanding the role of others and taking them along with us gets the job done more quickly and helps others to learn to stretch themselves too.

People who might not cope with a “full load” can often be developed by beginning to succeed with a “half load” and encouragement.

We never stop learning and improving if we engage with the challenges presented to us.

Competing with ourselves and working with others in a supportive way breeds a positive spirit and produces personal and shared success.

It brings huge satisfaction.

Reach forward...but take those behind you forward too.

Whose attitude provides the best lesson?

It’s generally held that as you get past 65 years of age you develop a “grumpy” mentality but observation tells me it’s time to change such thinking.

It strikes me that people in their 60s/70s and 80s are far more upbeat than an 18 year old.

Try it.

During conversation throw in the idea that we have “another day of challenges ahead” and await the response.

A 70 year old will tell you to make the most of it and enjoy it and the 18 year old, seeming like they are just waking from slumber at noon, will say “tell me about it” and relate how life is boring with people want too much out of you.

Now, I might have missed something, but is youth not the exciting time of life? Everything should seem possible.

My advice would be to spend some time with Granddad and Grandma, who having faced the worst of times, still believe in optimism and effort.

It may just be a stoic approach to life but “attitude” makes a big difference to life and Influences the community’s character.

Modern education gives people a huge start in life but educators just teach facts and have little time for character building.

Show me someone who has “character” and my expectation is that they will achieve more in all aspects of their life.

Character sets you apart, develops leadership strengths and gets the job done when others gave up long ago.

You have a value others lack but employers need reminding to look for this quality over and above education.

Character helps us see beyond ourselves and demands we continue to Improve.

It pushes you on beyond what is normally felt possible because you push the barriers to see what is possible.

When we set limits in our mind we limit outcomes.

Never doubt the power of your thinking in achieving things.

By saying its “possible” or “Impossible” the dye is set.

Could it be that at 70 you might lack energy but at 18 you might lack motivation?

Granddad will feel limited and perhaps frustrated but a lack of motivation is like being disabled.

Youth is unique so don’t waste it.

Charitable Status needs to deliver what it promotes

Have you noticed how Town Centres are beginning to look shabby as more and more retail stores disappear?

Even modern shopping malls are being hit now by increasing empty units.

I was interested to hear that when asked the question recently that management said very firmly they would never consider a Charity Shop in a shopping mall as it would lower the tone.

It’s certainly true that there is no shortage of Charity shops in Town Centres and more and more people are turning to them for bargains.

I have no issues with the great job Charity shops achieve....apart from the fact that they are as ruthless as any business I have encountered.

The positives are the kindness of volunteers who work hard and those who support them by supplying good quality items for the benefit of others.

I was Interested recently in the Governments realisation that they need to review Charitable Status since the numbers registered are enormous.

A genuine charity doing great work to support research or needy parts of society is a fine thing.

I remember my Daughter in her 20s saying she would never go in them.

Years and three children later when times are harder you can’t keep her out of them now and hearing her singing their praises is a good indicator to how they help families budget.

I fight the slightly cynical part of my brain that looks at a highly paid management structure that shouts for unpaid volunteers and too often are removed from the sharp end of the service.

For many it’s just a career that pays as well as others and I doubt many have done a day’s work in any of their own shops, whilst making clear to shop managers enough is never enough.

There are so many needed charities that each of us will pick a couple we favour most.

If someone in our family died from Cancer, research will be close to our hearts.

If animals are a great love for us, then PDSA may be our choice.

We are not short of choices.

The well known names reassure us but the several charity bags that drop through our doors weekly are often unknown and likely not what they seem.

The big issue for the giver is whether what they give largely arrives at the source intended?

It may be possible to check but I would like to think charitable status had enough scrutiny to say in general terms what the percentage of every pound reached the destination we expect....but definitions are often blurred enough to be vague.

If Charities are run like a business they need to be effective and accountable.

They also need to be realistic.

Sometimes their pricing is more than the original purchase price and gaining revenue will only work when it gives something to the buyer who is well tuned in these days.

Stock has no value until it’s sold.

To all the volunteers who work for nothing to benefit others, great commendation is due.

By choosing wisely the rest of us can feel happier that our good Intentions were respected.

Summary Biography

Derek Carpenter is based in South Yorkshire, at the heart of the United Kingdom.

His background is specialist sales in Europe and he is a Chartered Marketer.

He is well known for developing leading brands from an “Idea” within the UK and European markets.

As Managing Director and Sales and Marketing Director, He led American owned Companies to unrivalled success in Europe, establishing specialist distribution in all key Countries.

His current support to business can be seen at:

http://www.linkedin.com/in/derekcarpenter55

He has wide Board experience and formerly served as a Governor at both Barnsley College, the UKs Outstanding achiever in Education and Barnsley Hospital NHS Foundation Trust in support of his local community.

He was previously the Elected Vice President of His local Chamber of Commerce and served as a Board Director for Barnsley Development Agency to support the social and economic needs of local people.

He is an approved business coach and former Ambassador for SMEs on behalf of the Chartered Institute of Marketing in Yorkshire and the North East.

Reflecting his Philosophy Derek says:

“Sales and Marketing often find themselves in “opposition” within Companies but they work best when adding both strengths within a business. Like most sales people I felt I was a “natural” Marketer. I was proved wrong but developing both skills made a huge difference to the outcomes of a business. Good listening skills and the ability to communicate effectively are at the heart of real success. Outward confidence is little use if we have poor Inner skills. All of us learn from each other and the best listeners, those who will try a new approach before rejecting it, are the ones who get the best success and enjoy what they do. I spend a lot of time encouraging people to “think” and adapt Ideas to their own personality. In the end things only happen for people if they are proactive as opposed to reactive. If at worst someone does not agree with an idea nothing is lost, since they will have reaffirmed why they have a belief in the alternative and it will renew their commitment. A transfer of knowledge is vital to any business for its future success and it often begins with an idea that springs from nothing. Knowledge is the best Investment because it produces the highest return for everyone”.

Invest in Knowledge for BEST results

In times of plenty everyone has the scope to find a work opportunity that Improves their life.

In economic downturn some will fare better than others.

It’s gratifying that some who never took full advantage of their education time went on to become great achievers. What they have in common is motivation and a will to succeed. Often you will find they preferred sports to knowledge when at school.

They are the exception though.

For the rest of us we develop our level of skills through acquiring knowledge and then practising hard.

In general we get knowledge in two ways.

Either in our own pursuit of personal development or through our employer’s training.

In recent years I have found it discouraging to find many Companies do not recognise the value of Investing in staff or simply lose sight of it in favour of what they see as more compelling Issues that demand time.

The transfer of knowledge is vital for Companies stability and future.

Neglect it and you will soon be following your competitors rather than leading them.

Think of any outstanding professional footballer and you will find they stayed behind when everyone else had left to train to a higher level.

As a young salesman my Managing Director gave staff a tip.

To set aside reading time and absorb Information from a product specification or safety data sheet, picking out points that could be understood and explained better to add value.

The general opinion was that there were better ways to bore yourself to death!

I have always taken the view that an Idea from someone successful is worth checking out.

He was overwhelmingly right.

Many people hand out Important Information but have never read or understood it themselves. You look pretty stupid when asked to explain a point!

A problem exists though when an employer loses sight of the need to develop staff.

You see a common problem when someone leaves after ten years and no-one has any Idea how the job was done.

Succession planning is vital to a business but often nonexistent.

A question for senior managers might be “do you know how to do the job if it was needed?”

Thinking you have others who perform the daily tasks is not helpful when they are not there!

You get greater respect by asking your staff what methods they find best in accomplishing their tasks.

If you have staff that have no desire to learn more or get Involved you have a problem looming.

I recall years ago the frustration one of my salesman was causing departments in our business.

He was always asking questions, phoning in to clarify something and generally soaking up as much from people as he could.

He would ring in at the end of a day to check all his customers had received their promised delivery.

I was asked “to have a word”.

I understood that it was having an “effect” on others but my view was that the level of Involvement meant something.

This salesman wanted to learn, succeed and cared for his customers.

In truth he was just young!

We had “our word” and found a way to satisfy everyone.

Years later we laughed about it but he turned out to be the most successful of his group.

He had an appetite to learn and put things into practise.

The moral of the story is not to get frustrated with staff. Those who want to learn are a big asset.

That does not mean that those who are quieter are to be neglected.

Give them the environment, tools, training and encouragement and they will make a big Impact on the business.

Whatever other Investment you may reduce, neglect your staff development at great risk to the future.

Fully occupied, well trained staff do a high quality job and you get the best return on Investment by maximising their skills.

Find your customers Primary Objectives

 

Good sales people develop a wide variety of skills with experience.

Inexperienced sales people stand out.

They tell you their Company history, why they are biggest and best and when they leave they know nothing about you (the customer) or your needs.

Time runs out and they go to their next call and do the same.

At the end of the day they tell the boss they have seen fifty people and got a lot of interest!

These sales people deal in “pipeline” orders. They are always coming, backed up by another fifty.

In truth it’s better to see ten people and convert 8.

How do you Identify them in limited time though?

It helps to develop a script to keep focus.

Look at this Primary Objective sheet.(Below)

List the ten most relevant Issues that the Industry you visit find common and challenging. (You may have to ask)

Hand it to the customer and ask him to mark the five most relevant priorities to him. (Most Industries have common problems)

Ask him if he would add any priority to the list you had not considered.

This will help you refine the list for other calls.

Take the sheet back and deal with each one of the five and forget the five not ticked.

Discuss each one and then ask “does what I’ve shown you satisfy YOUR need?”

If no, Identify and deal with what was missing.

If yes, place your own tick at the side of his to emphasise you have both reached agreement and go on to the next.

After satisfying all five make a presumptive closing question e.g. “would next week or the week after be best for you to take the product/service?”

However the discussion goes you will find it easy to find and remove obstacles in a professional way dealing with what the customer has raised personally.

Your visit stays relevant with good use of time.

What you learn gives you the best of advantage.

Reaching agreement denies your competitor access. In time he will dread the idea that you got there before him.

Making the calls Interesting will spur you on to greater levels of conversion.

In time it becomes second nature.

The customer will notice your different approach and value it.

Of course, you will never know unless you try!

Heres an Idea for the Script style you might use. Place it on a Company Letterhead style for emphasis.

Adapt it in no particular order.

Such a simple tool will Increase your success.

I know because I tried it first and was amazed.

If you are in an Industry that demands proposal writing this method can form the basis of your outline. (See Proposal Writing)

Primary Objectives

(Please mark your five priorities)

 

Safe working environment

Reduced solvent use

Reduced solvent emissions

Regard for the environment

Quality of product

Reduced energy consumption

Increased productivity

Full technical support

 

Continuous improvement

Competitive product pricing

Write proposals that show value

Writing a Proposal – Adapted from Primary Objectives Script

Contact details

Date.

Dear………..

                       Firstly, I send my grateful thanks for your time and valuable input to our discussions when we met.

In summary, the points that formed your objectives were these:

·        To seek a safer alternative for Trichloroethylene

·        To seek compliance with the Solvent Emissions Directive (SED)

·        To reduce your solvent consumption

·        To seek a “Future proof” degreasing product offering critical cleaning standards.

·        To ensure specialist technical support

·        To maintain regulatory updates.

(Make these fit the discussion and devise headings to make your strongest points) e.g.

Product Recommendation

Name the product and the reasons why.

Solvent Emissions Directive

Offer reassurance against the above choice, reminding him why it is sensible to seek an alternative to his existing product.

Solvent Reduction Programme

Tell him how you can assist him, the methods and the targets. Confirm you will set up internal monitoring for data feedback to confirm progress.

Additional benefits of using (your recommendation)

(This is a vital heading as it gives benefits/value prior to telling him costs)

     Give positive benefits e.g.

Increased productivity (How much)

Energy saving

Reduced environmental impact (Why)

More litres per tonne from your recommendation…etc etc  The more the better but make them real.

Full technical support

Tell him what your Company gives that is superior to his existing situation and the value it offers.

Tell him you will do quarterly or bi - annual progress updates with him. (This adds value and maintains access)

Regulatory updates

As full and active members of the Chemical Business Association www.chemical.org.uk  and fully committed to Responsible care you are updated in advance of any changes that might impact on future regulation.

Your investment   (Investment is a better word than Cost)

Keep it simple. Note his return on Investment of £s listed earlier, based on his objectives.

Delivery

Give typical times or what was agreed

     Terms and conditions

Include credit terms offered and always refer to terms and conditions attached.

    Other useful Contacts

At the very least give relevant Colleagues details, position and direct Tel as a means of early support. This is reassuring and impacts on the perception of your Company.

Summary comments:

Be positive and assumptive that this is the correct choice and assume the order in due course which will receive early attention or reaffirm the agreed arrangement made during your visit.

Tell him you will contact him on a particular day and make sure of the follow up.

Assume a valued long term relationship and offer a thank you for placing his confidence in you.

(Written properly this proposal becomes the reference document for both parties. Once you create a header template it’s easy to personalise it.

In the case of a high priced product, always give a professional approach that is fully recorded.

Design is flexible but the value is proven.

You need to stand out and be remembered as a good listener and communicator.)

Never be Inclined to rush to an Opinion

I had the privilege of giving a 45 minute talk to an audience of 100 successful business people only to be disappointed on my way home that I had broken my own rule.

I have always worked on the basis that having to listen to someone speak to a group can seem, at times, pretty boring.

We have all been there.

People who are highly talented are not always good at speaking or teaching.

I always work on the basis of a true statement by Sir Gerry Robinson: “There is no such thing as a “Perfect" Presenter, Just someone with clear thinking”.

If everyone can take away one useful point I am happy.

Getting people’s attention span is key and I make it obvious I intend to “Interact” with them to add some humour.

I take an early view by reactions as to who to engage with to liven things up.

If it’s the “Boss” the audience love it.

On this occasion one Man stood out, motionless, lifeless and without expression, even when everyone else was laughing.

Not being the fool I look it seemed Imperative not to Interact one to one with him

After the meeting, those that feel able give you their feelings and thanks and this feels very rewarding.

Others send emails the day after and some have even taken to Twitter.

As I was packing to leave I noticed the expressionless Man coming towards me, perhaps confident because the room had now all but emptied.

Having taken some compliments I felt it fair that I allow him to be the alternative balance.

Imagine my amazement when he very generously related some points I had made that reinforced his own values and thanked me for the easiest 45 minutes he had sat through.

I naturally thanked him suggesting that my goal was always to get people to realise that we lose sight of Important things at times.

He said if it helped he could personally say that it enabled him to now reinforce the points I made.

He had not Intended to drop in but found himself with an hour to spare.

I asked him his role in the Company?

He was the CEO!

How had I broken my own rule?

I advocate never to form opinions too soon as it limits us.

Outward appearance is no guide to the real person within.

Here was a Man at the top of his profession, not generally known for expressing himself too openly, being humble enough to share his thanks.

What made him smile for the first time all night was that I had amused him by being playful with the Managing Director.

Oops!

That explains the laughter in the room.

Before you ask...I find it best not to know because I do not want to Inhibit my presentation.

Clear thinking is far more Important as Sir Gerry was right to conclude.

Tested for suitability!

Having taken a Psychometric test recently I was reminded of others I did in previous years.

My first encounter would be in the late 80s or early 90s.

Everyone from our Managing Director down was to have one.

I remember everyone wondering why and some being anxious.

What was funny was that our Managing Director, the best I have ever worked with, was so horrified with his own that he said it would never be seen on “pain of death!”

We never let him forget it and much as he shared his amusement at how creative we were at reminding him, it never did get to be seen.

One brave colleague offered “did it confirm you were a Psycho then?”

We never had them again!

What’s Interesting is that we must already have an “Image” of ourselves, so the results may question our Ideas.

I have no Issues with this since it helps to measure an alternative view.

Usually you read “there are no right and wrong answers”

It would be Interesting to finish the test by being able to add “there are no right and wrong Interpretations”

All the tests taken by me have approached the exercise differently.

I guess it might be argued that with time better methods have been found.

Until recently my last test was in 2010.

It’s fair to say that over twenty years since my first I might find some changes.

I won’t know until reading the latest but I was pleased in 2010 that I had retained my positive approach.

In fact my motivation and commitment has never been higher.

I like to think I have become “smarter” with time though.

My measurement will be 2010 which revealed these views:

This is an individual report generated from the responses made on the GPQ personality questionnaire. The report looks at ways of dealing with the world and other people. It reflects the value they place on certain ways of behaving. It does not measure skill, but rather their comfort in acting that way. As a general personality questionnaire it synthesises the particular responses on a number of scales and reflects these back. If there is any doubt about the interpretation of this report, please ask the person who produced it. It has been produced with every care and in good faith, and should be read as indicative of certain trends in attitudes at the time of taking it. No liability can be accepted by the interpreter.

Influence

They enjoy selling, are comfortable using negotiation, like to change other people's views.

In controlling others they are similar to the majority, less likely to take the lead, are less comfortable with being in charge, may tell others what to do in some situations

They may express their opinions on many occasions, tend to make disagreement clear, are prepared to criticise others from time to time.

They act in a similar manner to most people in following their own approaches, and are less prepared to disregard majority decisions.

Sociability

They are lively and animated in groups, talkative, enjoying attention.

The company of others provides some enjoyment, they prefer to be around people, and can miss the company of others if operating alone for even a short time.

They feel as comfortable as most people do when first meeting others and maybe at ease in formal situations.

Empathy

They prefer not to have to discuss their achievements, and often keep quiet about personal success.

Consulting widely is their style, involving others in decision making, and less likely to make decisions alone.

They are sympathetic and considerate towards others, helpful and supportive, and involve themselves in others' problems.

Analysis

They like working with numbers and analysing statistical information as much as the majority of people do, and may base decisions on facts and figures.

Critically evaluating information is their strong preference, looking for potential limitations, and focusing upon errors.

They have a very strong preference for understanding and analysing the motives and behaviours of people.

Creativity and Change

They are average in their willingness to operate with well-established methods, and in their preference for more conventional approaches.

Their interest is in theories, and they enjoy discussing abstract concepts.

They have some preference for generating new ideas, being creative, thinking of original solutions

They have a strong preference for variety, trying out new things, a liking for changes to regular routine, and can become bored by repetitive work.

They may make some changes in behaviour to suit the situation and adapt their approach to different people but these are not the norm.

Structure

There is a tendency for them to take a long-term view, setting goals for the medium term, and comfortable with strategic thinking.

They focus on detail, prefer to be methodical, organised and systematic, and are likely to become preoccupied with detail.

They have a strong focus on getting things finished, persisting until the job is done.

They follow regulations to an average extent with some preference for knowing what the standards are, and breaking only those rules which are seen as very trivial.

Emotion

They normally find it easy to relax, do not often feel tense, and have a tendency to be generally calm and untroubled.

They always feel calm before important occasions, are not affected by key events, and do not worry.

They are not offended more than are most people by negative comments, can ignore some insults and criticism depending on who is being critical.

They expect things will turn out well, look to the positive aspects of a situation, and have an optimistic view of the future.

They trust people to a very significant extent, seeing others as reliable and honest, and believing what others say.

They openly express feelings, finding it difficult to conceal their emotions.

Dynamism

They thrive on activity, like to be busy, enjoy having a lot to do.

They have a moderate need to win, prefer competitive activities, and moderately dislike losing.

Ambitious and career-centred, they like to work to demanding goals and targets.

They make decisions at average pace, and are as cautious as many others.

Social Desirability

They have been less self-critical than most others in responses, and are more concerned to make a good impression, either consciously or subconsciousl

With Five as the accepted “average” when compared with the “general population” this is how I fared:

Bear in mind the scale considers a balance e.g. am I less or more relaxed than a typical person tested?

Relationships with people

Low score (1 – 3)

1

2

3

4

5

6

7

8

9

10

High score (8 –10)

Influence

Persuasive 8

rarely pressures others to change their views, dislikes selling, less comfortable using negotiation

l

enjoys selling, comfortable using negotiation, likes to change other people's views

Controlling 6

happy to let others take charge, dislikes telling people what to do, unlikely to take the lead

¡

likes to be in charge, takes the lead, tells others what to do, takes control

Outspoken 7

holds back from criticising others, may not express own views, unprepared to put forward own opinions

¡

freely expresses opinions, makes disagreement clear, prepared to criticise others

Independent Minded 5

accepts majority decisions, prepared to follow the consensus

¡

prefers to follow own approach, prepared to disregard majority decisions

Sociability

Outgoing 8

quiet and reserved in groups, dislikes being centre of attention

l

lively and animated in groups, talkative, enjoys attention

Affiliative 7

comfortable spending time away from people, values time spent alone, seldom misses the company of others

¡

enjoys others' company, likes to be around people, can miss the company of others

Socially Confident 6

feels more comfortable in less formal situations, can feel awkward when first meeting people

¡

feels comfortable when first meeting people, at ease in formal situations

Empathy

Modest 7

makes strengths and achievements known, talks about personal success

¡

dislikes discussing achievements, keeps quiet about personal success

Democratic 9

prepared to make decisions without consultation, prefers to make decisions alone

l

consults widely, involves others in decision making, less likely to make decisions alone

Caring 9

selective with sympathy and support, remains detached from others' personal problems

l

sympathetic and considerate towards others, helpful and supportive, gets involved in others' problems

Thinking style

Low score (1 – 3)

1

2

3

4

5

6

7

8

9

10

High score (8 –10)

Analysis

Data Rational 6

prefers dealing with opinions and feelings rather than facts and figures, likely to avoid using statistics

¡

likes working with numbers, enjoys analysing statistical information, bases decisions on facts and figures

Evaluative 9

does not focus on potential limitations, dislikes critically analysing information, rarely looks for errors or mistakes

l

critically evaluates information, looks for potential limitations, focuses upon errors

Behavioural 8

does not question the reasons for people's behaviour, tends not to analyse people

l

tries to understand motives and behaviour, enjoys analysing people

Creativity and Change

Conventional 6

favours changes to work methods, prefers new approaches, less conventional

¡

prefers well established methods, favours a more conventional approach

Conceptual 10

prefers to deal with practical rather than theoretical issues, dislikes dealing with abstract concepts

l

interested in theories, enjoys discussing abstract concepts

Innovative 7

more likely to build on than generate ideas, less inclined to be creative and inventive

¡

generates new ideas, enjoys being creative, thinks of original solutions

Variety Seeking 9

prefers routine, is prepared to do repetitive work, does not seek variety

l

prefers variety, tries out new things, likes changes to regular routine, can become bored by repetitive work

Adaptable 5

behaves consistently across situations, unlikely to behave differently with different people

¡

changes behaviour to suit the situation, adapts approach to different people

Structure

Forward Thinking 7

more likely to focus upon immediate than long-term issues, less likely to take a strategic perspective

¡

takes a long-term view, sets goals for the future, more likely to take a strategic perspective

Detail Conscious 10

unlikely to become preoccupied with detail, less organised and systematic, dislikes tasks involving detail

l

focuses on detail, likes to be methodical, organised and systematic, may become preoccupied with detail

Conscientious 8

sees deadlines as flexible, prepared to leave some tasks unfinished

l

focuses on getting things finished, persists until the job is done

Rule Following 5

not restricted by rules and procedures, prepared to break rules, tends to dislike bureaucracy

¡

follows rules and regulations, prefers clear guidelines, finds it difficult to break rules

Feelings and emotions

Low score (1 – 3)

1

2

3

4

5

6

7

8

9

10

High score (8 –10)

Emotion

Relaxed 7

tends to feel tense, finds it difficult to relax, can find it hard to unwind after work

¡

finds it easy to relax, rarely feels tense, generally calm and untroubled

Worrying 3

feels calm before important occasions, less affected by key events, free from worry

l

feels nervous before important occasions, worries about things going wrong

Tough Minded 6

sensitive, easily hurt by criticism, upset by unfair comments or insults

¡

not easily offended, can ignore insults, may be insensitive to personal criticism

Optimistic 10

concerned about the future, expects things to go wrong, focuses on negative aspects of a situation

l

expects things will come out well, looks to the positive aspects of a situation, has an optimistic view of the future

Trusting 9

wary of others' intentions, finds it difficult to trust others, unlikely to be fooled by people

l

trusts people, sees others as reliable and honest, believes what others say

Emotionally Controlled 2

openly expresses feelings, finds it difficult to conceal feelings, displays emotion clearly

l

can conceal feelings from others, rarely displays emotion

Dynamism

Vigorous 8

likes to take things at a steady pace, dislikes excessive work demands

l

thrives on activity, likes to be busy, enjoys having a lot to do

Competitive 7

dislikes competing with others, feels that taking part is more important than winning

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has a need to win, enjoys competitive activities, dislikes losing

Achieving 10

sees career progression as less important, looks for achievable rather than highly ambitious targets

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ambitious and career-centred, likes to work to demanding goals and targets

Decisive 5

tends to be cautious when making decisions, likes to take time to reach conclusions

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makes fast decisions, reaches conclusions quickly, less cautious

Social Desirability 8

has been more self-critical in responses, is less concerned to make a good impression

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has been less self-critical in responses, is more concerned to make a good impression