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

0%

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

0%

LOW HIGH
Perspective 26%
Identity 20%
Objective 24%
Plan 19%
Relationship 20%
Space 15%
Mentor 17%
Environment 20%
Score 18%
Momentum 23%
Investment 19%
Alignment 19%
Impact 27%
Growth 24%
Value 16%
Renewal 21%

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

0%

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 team members’ intrinsic levels of self-motivation in aggregate. 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. Teams with high aggregate Potential Energy scores are likely to be naturally driven to engage in activities due to a sense of enjoyment and personal importance. They are likely to exhibit a high level of enthusiasm for these activities. 

Individuals within a group like this 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 on the whole, this team 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. 

The individuals within a group like this 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 the Personal Energy Profile, which defines the Elements that most comprise one’s core personality, and tend to change very little (if ever), the Potential Energy score for a group of individuals can change greatly over time. This happens as the individuals within this group change.

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

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

understanding potential energy

Understanding this group’s level of Potential Energy is crucial as it can provide valuable insights into the personal energy landscape of the individuals within the group. 

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

Whether this group has high or low Potential Energy, it’s not about good or bad, but about understanding their unique motivational needs and preferences and how they shape their life.

By understanding and effectively managing Potential Energy, this team can enhance the well-being, performance, and overall life satisfaction of each member.

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 this team’s score means, visit the Potential Energy principle in the Principle Knowledge Base of the Achievement Academy.

Potential Energy

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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 one’s belief in their abilities and their 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.

In aggregate, a group’s level of Confidence and Self-Efficacy will reflect the individuals’ Perceived Competence, Confidence, and Self-Efficacy. Remember that some members of the group will have higher Confidence and Self-Efficacy, while others will have lower.

high confidence and self-efficacy

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

low Confidence & self-efficacy

On the other hand, if a team scores lower in Confidence and Self-Efficacy, it doesn’t mean they lack abilities or skills. Instead, it may indicate that they’re less certain about their capacity to use those skills to achieve desired outcomes. They 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 their skills, and cultivating a growth mindset, they can enhance their confidence and self-efficacy over time. 

understanding confidence and self-eficacy

Understanding this group’s Confidence and Self-Efficacy score in their PEP can provide valuable insights into their motivations, behaviors, and potential areas for growth. It can help you identify where they may feel most capable and where they might want to focus on building their confidence and belief in their abilities. This understanding can empower you to help them align with their strengths, challenge areas where they want to grow, and ultimately lead to more fulfilling and successful life and work. 

Confidence & Self-Efficacy

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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 individuals in a group involve others in various aspects of their life and how much they value social interactions and relationships. It’s about more than just the number of social connections they have; it’s about the quality of those connections and the extent to which they integrate social aspects into their life. 

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

On the other hand, a lower score in connectedness might suggest that individuals in this group prefer to navigate life more independently, or that they may find it more challenging to involve others in their life. This doesn’t necessarily mean they lack social skills or relationships, but rather that they might prefer a degree of solitude or independence in their 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. Keep in mind that because the Connectedness score is an aggregate score, some individuals in the group will have higher levels of Connectedness than others.

A high score indicates that on the whole, individuals in this group not only seek social interactions, but they also strive for deeper, more meaningful connections. They value the emotional bonds they form with others and derive a sense of belonging and security from these relationships. They actively involve others in various aspects of their life, such as sharing perspectives, involving others in their 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.

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

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

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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 one’s identity (their most authentic self). The aggregate Autonomy score for this group indicates how much Autonomy the individuals in this group feel they have on the whole. Keep in mind that some of the individuals will have higher levels of Autonomy than others.

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.

When a group feels a low level of Autonomy, that can also be a critical Departure Trigger. Not all members may feel the same way, but if the Autonomy score is low, that could be a significant cause for concern.

Increasing Autonomy

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

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

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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

0%

LOW HIGH

pillar Congruency report

Perspective 26%
Identity 20%
Objective 24%
Plan 19%

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

0%

LOW HIGH

pillar Congruency report

Relationship 20%
Space 15%
Mentor 17%
Environment 20%

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

0%

LOW HIGH

pillar Congruency report

Score 18%
Momentum 23%
Investment 19%
Alignment 19%

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

0%

LOW HIGH

pillar Congruency report

Impact 27%
Growth 24%
Value 16%
Renewal 21%

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