energy profile comparison
candidate:
John Macnamara
Internal:
Sales high performers
Congruence summary
This is the Total Congruence score. It shows you how similar or dissimilar, congruent or diverse these two selections are to each other. It combines all individual attribute scores into a single score.
Below are the individual Congruence Scores for each main attribute of the Energy Profile. Click on one, or simply scroll down to learn more about what it means.
Energy Formula
ELEMENTS
Potential Energy
Pillars
CONFIDENCE
AUTONOMY
CONNECTEDNESS
PASSION
CONGRUENCY DETAILS and side-by-side comparison
core motivator congruence
These Elements make up the core chemistry of those you selected for comparison. These are their core, driving motivations, their distinctive competencies, personality traits, and tendencies.
If you’re trying to match a candidate to a high-performer profile, you may be looking for congruency. Or if you’re looking to add balance to a team, you could be looking for Element diversity. Here you’ll see their Core Motivator Congruency Score.
candidate:
John Macnamara
Motivator 1
Motivator 2
Motivator 3
Motivator 4
Motivator 5
candidate:
John Macnamara
Motivator 1
Motivator 2
Motivator 3
Motivator 4
Motivator 5
Internal:
Sales high performers
element congruence
The Motivation Profile is a simple view of how the individuals or groups in your comparison scored across the 16 Elements. If an Element has a higher rating, it means it has a higher propensity to be a core motivator.
That also means those Elements will be a core part of who they are, and a good indicator of the things they’re likely to be good at. There are two views available to help you compare your selections. Select one to see the report and learn more about it.
Element Congruency report
This view shows the Congruency Score across all 16 Elements. It measures the level of similarity in responses (by Element) between those in your comparison. It does not show how they rated by element. To see how they rated in each Element, select the “Side-By-Side” option above.
If you’re looking to match a profile, you’ll want to look for a high degree of similarity across a lot of Elements, particularly in the Elements that matter most. If you’re looking for team diversity, you may want the opposite.
side-by-side comparison
Here you can see a direct, side-by-side comparison of how each of the people or groups you selected rated on each Element. This level of specificity is valuable if there are specific Elements you’re trying to optimize for and want to see details by Element.
John Macnamara
Sales high performers
potential energy congruence
The self-motivation score describes how naturally motivated someone is. It’s a measure of their own ability and tendency to be self-driven.
A high score indicates a high-degree of self-motivation. These are those who tend to find the ability to keep themselves moving without a lot of external assistance.
A low score is an indication that someone relies on external factors to get and stay motivated and may need extra assistance to maintain motivation over time.
Knowing their motivation profile can help you know how to help that individual stay motivated.
John Macnamara
Sales high performers
achievement process comparison
This comparison focuses on comparing how your selections rated across the 4 cornerstone Pillars of the Achievement Process.
Some people have a balanced presence across the 4 Pillars, while others tend to have dominant strengths in one Pillar, or maybe two. This comparison can help you determine fit based on what role the individual will fill and the type of work they need to do.
You may be hiring them to fill a cultural role or fill a diversity need to create a well-balanced team, in which case you’ll be looking for more variability and diversity across Pillars.
If you’re comparing an individual to a profile of top performers, you’ll want to look for strong congruence (or similarities) by the Pillar or Elements you know matter most.
This report assesses multiple aptitudes by Pillar to give you a holistic understanding of an employees capability in that Pillar.
Confidence – This captures the individual’s natural, existing level of perceived ability in that Element… their feeling of mastery, ability and effectiveness.
Autonomy – This captures how much an individual feels independence, and that they have choice and control.
Relatedness – This captures the individual’s need and desire to involve others. It’s their propensity to be social and inclusive.
Passion – This captures the level of intrinsic energy the individual has for the Elements and within the Pillar. It’s a measure of how much natural energy they have for that Element or that Pillar.
Below all of these scores combined and sorted by Pillar for easy comparison.
pillar Congruency report
CONFIDENCE
AUTONOMY
RELATEDNESS
PASSION
TOTAL PILLAR CONGRUENCE
ORIENT
John Macnamara
ORIENT
Sales high performers
pillar Congruency report
CONFIDENCE
AUTONOMY
RELATEDNESS
PASSION
TOTAL PILLAR CONGRUENCE
assemble
John Macnamara
assemble
Sales high performers
pillar Congruency report
CONFIDENCE
AUTONOMY
RELATEDNESS
PASSION
TOTAL PILLAR CONGRUENCE
act
John Macnamara
act
Sales high performers
pillar Congruency report
CONFIDENCE
AUTONOMY
RELATEDNESS
PASSION
TOTAL PILLAR CONGRUENCE
achieve
John Macnamara
achieve
Sales high performers
Team Engagement
Measure employee engagement
across your team members
professional readout
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THE 5 VOICES OF ORGANIZATIONAL achievement
For organizations to be effective, they must be market driven and employee centered. To be employee centered, you have to deeply understand your employees. You have to have true empathy and understanding for them in order to help them be satisfied, engaged, and high-performing. This is captured in our 5 Voices model. Learn more here.
