Team Diversity Report | Life Engineering

psychometric DIVERSITY Report

Below is the Psychometric Diversity report for this team. Remember that this is just one window into diversity, and it’s important to consider all aspects of diversity when making organizational decisions.

diversity index

The Diversity Index shows you the overall psychometric diversity for this team in a single number. It’s a good overview of total diversity. To understand the diversity for this team more granularly, see below for individual psychometric diversity scores.

DIVERSITY INDEX

LOW HIGH

These are the individual Diversity Scores for each psychometric attribute. Select one to learn more.

DIVERSITY

AVG ELEMENT DIVERSITY

DIVERSITY

AVG ATTRIBUTE DIVERSITY

DIVERSITY

Potential Energy

DIVERSITY

CONFIDENCE

DIVERSITY

AUTONOMY

DIVERSITY

Connectedness

DIVERSITY

PASSION

DIVERSITY

ORIENT ELEMENTS

DIVERSITY

ASSEMBLE ELEMENTS

DIVERSITY

ACT ELEMENTS

DIVERSITY

ACHIEVE ELEMENTS

element DIVERSITY

This is the degree of diversity this team has across each of the 16 Elements of Personality. Each Element represents a certain personality type.

An individual’s total personality is a formula of 16 Elements, interacting to make up the chemistry of who they are. This chart shows you how diverse each of those personality types are within this group.

High Diversity in a given Element implies that there’s a high degree of variation in how this group scored on that Element. It signals that in this group’s population, there’s a good distribution of those have this Element in their personality and those who don’t.

High diversity scores across Elements indicates a likelihood of high variability across all psychometric attributes correlated with each of the various personality types.

Element DIVERSITY report

This view shows the Diversity Score across all 16 Elements. It measures the level of similarity in responses (by Element) between those in your group.

DIVERSITY SCORE

LOW HIGH

average attribute diversity

This number shows the average degree of diversity across all core attributes for this team.

For the diversity of each individual attribute, as well as more about what that attribute means, see below.

DIVERSITY SCORE

LOW HIGH

Potential Energy

Potential Energy describes this group’s intrinsic level of self-motivation. It represents their inherent capacity and propensity to engage and the energy they have when they do. High Potential Energy indicates a strong inherent drive, while low Potential Energy may suggest a reliance on external factors for motivation.

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Potential Energy

Potential Energy is a comprehensive measure that captures an individual’s intrinsic level of self-motivation. It describes the total energy available that can be converted into Engagement Energy (the energy of action).

This Potential Energy (or capacity for intrinsic motivation, as proposed in Self-Determination Theory) is driven by an internal sense of interest or enjoyment rather than relying on external pressures or rewards.

high potential energy

A high Potential Energy score suggests a strong inclination towards self-motivation. Individuals with high Potential Energy are likely to be naturally driven to engage in activities due to a sense of enjoyment and personal importance. They will exhibit a high level of enthusiasm for these activities.

These individuals are likely to be naturally curious, proactive, persistent, and resilient in the face of challenges, and they often derive a high level of satisfaction and fulfillment from their activities.

low potential energy

On the other hand, a low Potential Energy score might suggest that an individual is less intrinsically motivated, or for one reason or another, at this point in time, just has less energy to give. This doesn’t mean they have no motivation, but rather rely more on external factors for motivation and energy. These could include things like compensation, rewards or recognition, but likely have less innate passion for the activities they engage in.

These individuals might find it more challenging to initiate or persist in activities, especially when faced with obstacles or setbacks, or when extrinsic motivators are absent or don’t measure up to expectations.

changing potential energy

Unlike your Personal Energy Profile, which defines the Elements that most comprise your core personality, and tend to change very little (if ever), your Potential Energy score can change greatly over time.

There are simply times in life when you have more energy and times when you have less energy. These variations in Potential Energy, or the energy you have available to engage can cause you to experience cycles of engagement (or disengagement) in life.

Often the reasons for these fluctuations are circumstantial. But you have control over your Potential Energy. You have the ability to dramatically improve and impact how much Energy you have to apply to the contexts of your life that matter most (your Critical Contexts). To learn more about this, visit the Potential Energy principle in the Achievement Academy.

understanding potential energy

Understanding your level of Potential Energy is crucial as it can provide valuable insights into your personal energy landscape.

It can guide you in identifying activities that you are naturally drawn to and in which you are likely to persist and succeed. It can also help you understand potential challenges and areas for growth.

Whether you have high or low Potential Energy, it’s not about good or bad, but about understanding your unique motivational needs and preferences and how they shape your life.

By understanding and effectively managing your Potential Energy, you can enhance your well-being, performance, and overall life satisfaction.

Potential Energy is a sophisticated and complex concept and there’s much more to really understand about it.

To truly dive into what Potential Energy is and what your score means to you, visit the Potential Energy principle in the Principle Knowledge Base of the Achievement Academy.

Potential Energy

Read more about this principle in the principle knowledge base.

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DivERSITY

confidence & Self-Efficacy

This describes how confident this team is in their skills and abilities, and how much they believe that they can positively impact the things they do. It impacts how assertive and bold they are and illustrates their willingness to take risks. It’s important to note that confidence is not a representation of actual skills or abilities, but rather a measure of their perception of these.

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CONFIDENCE & SELF-EFFICACY

Confidence and Self-Efficacy represent your belief in your abilities and your capacity to use those abilities to achieve desired outcomes in life. There are 3 main factors at work here, Perceived Competence, Confidence, and Self-Efficacy.

Perceived Competence: This refers to an individual’s belief about their ability or skill in a specific area. It’s about how competent or capable they perceive themselves to be. Perceived competence is domain-specific and is often influenced by past experiences and feedback from others. For example, if an individual has been successful in a task in the past, they may perceive themselves as competent in that task.
Confidence: Confidence is a broader term that refers to a general belief in one’s abilities. It’s a feeling of self-assuredness that comes from an appreciation of our own abilities or qualities. Confidence can be domain-specific (e.g., I am confident in my ability to cook a good meal) or more general (e.g., I am a confident person). Confidence is often seen as a personality trait that can influence behavior across a variety of situations.
Self-Efficacy: Self-efficacy, a concept introduced by psychologist Albert Bandura, is more specific than confidence. It refers to an individual’s belief in their capacity to execute behaviors necessary to produce specific performance attainments. It’s not just about knowing what to do, but also believing that you can do it in a particular context. Self-efficacy is context-specific and can vary depending on the situation. For example, a person might have high self-efficacy in cooking but low self-efficacy in public speaking.

In summary, while all three terms relate to an individual’s belief in their abilities, they differ in their specificity and context. Perceived competence is about one’s skills in a specific domain, confidence is a more general belief in one’s abilities, and self-efficacy is about one’s belief in their ability to succeed in specific situations or tasks.

high confidence and self-efficacy

When you score high in Confidence and Self-Efficacy, it means you generally feel capable and believe in your ability to perform tasks, overcome challenges, and achieve your goals in various aspects of your life. You trust in your skills and are likely to take on challenges, persist in the face of obstacles, and bounce back from setbacks. This belief in your abilities can fuel your motivation, enhance your performance, and lead to greater satisfaction and well-being.

low Confidence & self-efficacy

On the other hand, if you score lower in Confidence and Self-Efficacy, it doesn’t mean you lack abilities or skills. Instead, it may indicate that you’re less certain about your capacity to use those skills to achieve desired outcomes. You might be more hesitant to take on challenges or may feel more discouraged by setbacks. However, remember that confidence and self-efficacy can be developed. By setting achievable goals, seeking out experiences that build your skills, and cultivating a growth mindset, you can enhance your confidence and self-efficacy over time.

understanding confidence and self-eficacy

Understanding your Confidence and Self-Efficacy score in your PEP can provide valuable insights into your motivations, behaviors, and potential areas for growth. It can help you identify where you feel most capable and where you might want to focus on building your confidence and belief in your abilities. This understanding can empower you to make choices that align with your strengths, challenge areas where you want to grow, and ultimately lead a more fulfilling and successful life.

Confidence & Self-Efficacy

Read more about this principle in the principle knowledge base.

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DIVERSITY

Connectedness

Connectedness describes this team’s natural tendency to reach out, form connections, and and include other people. It’s an indication of the fulfillment and joy they get from being connected to and associating with others. You can think of it as their collective need for social interaction.

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Connectedness

Connectedness reflects the degree to which you involve others in various aspects of your life and how much you value social interactions and relationships. It’s about more than just the number of social connections you have; it’s about the quality of those connections and the extent to which you integrate social aspects into your life.

A high score in connectedness suggests that you actively seek to involve others in your life, whether it’s sharing perspectives, involving others in your plans, seeking mentorship, or finding renewal in doing things with others. It indicates that you value social interactions and relationships and see them as an integral part of your life journey.

On the other hand, a lower score in connectedness might suggest that you prefer to navigate life more independently, or that you may find it more challenging to involve others in your life. This doesn’t necessarily mean you lack social skills or relationships, but rather that you might prefer a degree of solitude or independence in your activities and decisions.

Understanding Connectedness and Relatedness

Connectedness is closely associated with the concept of relatedness, a fundamental psychological need as identified in Self-Determination Theory. Relatedness refers to the need to form meaningful and satisfying relationships with others, to feel a sense of belonging and emotional connection.

A high score in connectedness suggests a strong sense of relatedness.

It indicates that you not only seek social interactions, but you also strive for deeper, more meaningful connections. You value the emotional bonds you form with others and derive a sense of belonging and security from these relationships. You actively involve others in various aspects of your life, such as sharing perspectives, involving others in your plans, seeking mentorship, and finding renewal in doing things with others.

A lower score in connectedness, while suggesting a preference for more independence, does not necessarily mean a lack of relatedness.

You may still have meaningful relationships and a sense of belonging, but you might prefer to navigate certain aspects of life more independently. It could also indicate areas where you might want to focus on enhancing your sense of relatedness, such as by deepening existing relationships or building new ones.

Understanding your level of connectedness and relatedness can provide valuable insights into your social behavior and preferences. It can guide you in nurturing your relationships, improving your social skills, and finding the right balance between independence and social engagement. Whether you score high or low in connectedness, remember that it’s not about good or bad, but about understanding your unique social needs and preferences and how they shape your life.

This aspect of connectedness and relatedness is vital to feeling like we’re thriving in life and finding purpose, meaning, and fulfillment. You can explore this concept more fully by visiting the Connectedness principle in the Principle Inventory of our Achievement Academy.

Connectedness

Read more about this principle in the principle knowledge base.

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DIVERSITY

autonomy

Autonomy is a measure of this group’s perceived control, influence, and ability generally. It reflects the degree to which they feel they can make independent decisions, influence outcomes, and shape their own path. Autonomy is about them wanting the freedom to act according to their own will, according to their own values, interests, and beliefs.

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Autonomy

Autonomy is about having the freedom to make choices that are in alignment with your identity (your most authentic self).

High Autonomy

High levels of autonomy are associated with feeling a strong sense of personal freedom and self-determination across various life domains.

Individuals with high autonomy believe they have a significant influence over their surroundings, relationships, personal growth, and the achievement of their goals.

They feel secure in their identity, confident in their ability to find resources and guidance, and believe in their capacity to make a difference.

High autonomy is also associated with a strong sense of personal efficacy, control, and feeling like they have the ability to shape their life according to their values and interests.

Low Autonomy

Low autonomy often leads to a feeling of being constrained or controlled.

Individuals with low autonomy may feel that their actions and decisions are heavily influenced by external factors or pressures, rather than being a true reflection of their personal values and interests.

They may feel less confident in their ability to influence their surroundings, relationships, and personal growth, and may struggle with goal achievement. Low autonomy can lead to feelings of helplessness, lack of control, and a disconnect from one’s authentic self.

Autonomy Preservation

People who have a high level of autonomy tend to have a high desire to maintain that autonomy.

The preservation of autonomy is critical to them. In most instances, they esteem it to be even more valuable than those who have no autonomy, but desire it (this is the principle of Loss Aversion).

Because of this, if someone has a high degree of autonomy and is put within a situation or environment or context where they have less autonomy, they will tend to quickly become dissatisfied.

This is a common Departure Trigger.

When this happens, they may first seek to reclaim their autonomy, but if it becomes clear that this is unlikely, dissatisfaction will become disengagement, and can rapidly fuel their acceleration through the stages of disengagement.

Increasing Autonomy

It is important to seek autonomy, and to increase the autonomy we feel across life’s domains, or critical contexts.

For more information on what Autonomy is, on how it works and how to increase it, click here to open the principle on Autonomy in our Principle Inventory of the Academy.

Autonomy

Read more about this principle in the principle knowledge base.

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DIVERSITY

passion

The Passion score describes the overall breadth of passion this group feels, or the overall level of passion they have. It’s an indication of the emotional enthusiasm they naturally carry, and can indicate their level of curiosity and energy for trying new things. Raw passion is a huge source of natural energy that drives engagement.

DIVERSITY

achievement process comparison

The Achievement Process consists of 6 primary pillars of excellence an individual or organization needs to power achievement.

Individuals, in their personalities, often have a single primary pillar, or maybe a primary and secondary pillar, indicating their propensity to favor (and be good at) activities corresponding to that pillar.

When personality profiles are compiled into a group view, what you see is which categories this group generally prefers, finds value in, motivation for, and has the likelihood to be successful at.

From a diversity perspective, having high diversity within a pillar implies this team has high variability, which could imply a strong balance of perspectives, talents, and motivations.

ORIENT

This number shows the average degree of diversity across the Elements of the Orient Pillar.

For the diversity of each individual Element within this pillar, see below.

DIVERSITY SCORE

LOW HIGH

pillar Congruency report

assemble

This number shows the average degree of diversity across the Elements of the Assemble Pillar.

For the diversity of each individual Element within this pillar, see below.

DIVERSITY SCORE

LOW HIGH

pillar Congruency report

act

This number shows the average degree of diversity across the Elements of the Act Pillar.

For the diversity of each individual Element within this pillar, see below.

DIVERSITY SCORE

LOW HIGH

pillar Congruency report

achieve

This number shows the average degree of diversity across the Elements of the Achieve Pillar.

For the diversity of each individual Element within this pillar, see below.

DIVERSITY SCORE

LOW HIGH

psychometric DIVERSITY Report

diversity index

AVG ELEMENT DIVERSITY

AVG ATTRIBUTE DIVERSITY

Potential Energy

CONFIDENCE

AUTONOMY

Connectedness

PASSION

ORIENT ELEMENTS

ASSEMBLE ELEMENTS

ACT ELEMENTS

ACHIEVE ELEMENTS

element DIVERSITY

Element DIVERSITY report

average attribute diversity

Potential Energy

Potential Energy

high potential energy

low potential energy

changing potential energy

understanding potential energy

confidence & Self-Efficacy

CONFIDENCE & SELF-EFFICACY

high confidence and self-efficacy

low Confidence & self-efficacy

understanding confidence and self-eficacy

Connectedness

Connectedness

Understanding Connectedness and Relatedness

autonomy

Autonomy

High Autonomy

Low Autonomy

Autonomy Preservation

Increasing Autonomy

passion

achievement process comparison

ORIENT

pillar Congruency report

assemble

pillar Congruency report

act

pillar Congruency report

achieve

pillar Congruency report

what to do now

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