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Confidential
Job Match Management Report
for
Sally Sample

Monday, June 28, 2004

Profiles International Consultancies (Gulf & M.E.)
Al Khaleej Center
615
Dubai, 26850
++971 4 3599969

Copyright ? 2001-2004 - Profiles International, Inc. ? Profiles Office Park ? 5205 Lake Shore Drive ? Waco, TX 76710 ? 254-751-1644

Job Match Management Report Sally Sample

GUIDE TO THE JOB MATCH MANAGEMENT REPORT

The Profiles Sales Indicator Job Match Management Report presents the following information
you will find helpful for managing Sally Sample:

? Sales Indicator Summary �C This chart provides a snapshot of the Sales
Success Qualities Sally Sample brings to the job. It shows the overall
match to the job and individual scores. You will also see how the scores
match the target pattern.

? Sales Success Qualities �C This section of the report has a more complete
description of the Sales Success Qualities you can expect from Sally
Sample.

? Critical Sales Behaviors �C This section describes Sally Sample with
regard to seven Critical Sales Behaviors considered important for success
in selling.

Please consult the User��s Guide for additional information on using these results in
working with Ms. Sample


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Sales Indicator Summary
Job Match Pattern: Sales Person General

Job Match Percent 93%

Competitiveness
? Reserved ? Persuasive
? Non-confrontational X ?
?
Confident
Assertive
? Cooperative
Low High

Self-Reliance
? Welcomes support ? Independent
? Appreciates the
need for procedures
X ? Individualistic

Low High

Persistence
? Flexible ? Persevering
? Good sensitivity X ?
?
Unwavering
Emotionally tough
? Limited follow-through
Low High

Energy
? High endurance
? Systematic Spontaneous
? Steady paced X ?
? Fast paced
? Patient
Low High

Sales Drive
? Relaxed ? Success oriented
?
?
Unassuming
Process focused
X ?
?
Outcome focused
Internally driven
Low High

The shaded areas represent the range of characteristics provided by your organization for this job pattern.
The ��X��s�� indicate this individual��s scores.

The Distortion Scale deals with how candid and frank the respondent was while taking this assessment.
The range for this scale is 1 to 9, with higher scores suggesting greater candor.
The Distortion Scale score on this assessment is 9


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Sales Success Qualities
This section further details the results for Ms. Sample. For each quality, you will see the Job
Match Pattern and the score obtained. Following this, the bulleted statements from the
individual��s report are shown, along with comments directed toward her supervisor. Should the
score fall outside of the Job Match Pattern, additional comments are provided.

Competitiveness

X
Low High

? It can be unproblematic for her to command others and direct strategy, but she is also
usually able to hand over leadership to others. This balance should ensure good relations
with team members.
? She is sometimes one of the first to accept a leadership role, yet rarely finds following
others irritating. Only in rare occasions will she need your coaching to effectively work with
an authoritative individual.
? She usually takes pleasure in the prospect of being prominent in a group. Unless a high
level of dominance is required, she will lead others in a fair and authoritative manner.
? Her self-assurance in expressing herself may rarely be misunderstood as gratuitous pride.
She is usually able to assert herself without bruising the egos of others.

Self-Reliance

X
Low High

? She probably performs best when a supervisor sets occasional goals for her to attain, while
also fostering her self-reliance. At this moderate level of self-reliance, she is likely to keep
up with what is expected of a salesperson.
? Now and then, she may need to practice a sales call with a script. Over time, however, her
confidence should increase. You may only have to coach her through the sales process
during the early phases of her improvement.
? It can be annoying for her to relate to an excessively distant supervisor, but at moderate
levels she may appreciate a little autonomy. She accepts a balance of autonomy and
organized procedures.
? A sales environment that rewards her conformity is generally suited with her performance
style, but she may feel the occasional need to try individualized approaches. Applaud her
independent successes, but coach her as needed on how a failure may have been avoided
with more structure.



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Persistence

X
Low High

? If undertaking a group project is creating tension among associates, she usually persists
with minimal hesitation. Her emotional toughness keeps her going under stress, but you
may have to mediate between she and the team if her above average persistence causes a
lack of empathy for the feelings of others.
? Time pressures or minor setbacks occasionally break down her tenacity, but for the most
part she appears resolute. She may, on rare occasions, require your motivational support,
but should perform as expected in most situations.
? There are times when she may find herself striving for accomplishment while others have
decided the probability of failure is too great. Disagreements may ensue, with her focus and
resolution creating stress for others. Reward her diligence, but encourage as much
understanding as possible.
? She is ready to accept a challenge, but if failure is a potential result, she is also willing to
consider the need to rethink such a risky objective. Her balanced level of perseverance
requires only occasional support.

Energy

X
Low High

While Ms. Sample achieved an Energy Level score comparable with most people, it is below
the profile for this Job Match Pattern. This suggests that her capacity to keep up a fast pace of
work is moderately less than the position typically requires. Discussion questions should
explore the possibility that for Ms. Sample, the position may be too challenging and could lead
to frustration and a reduction in her level of performance.
? She probably appreciates an occasional break, in order to regain her strength in the middle
of a tough workday. In most common situations, you should be able to rely upon her to
respond with the appropriate level of energy.
? When the task burden allows for a fair share of her attention, she tends to achieve more.
Maintaining an organized pattern of goal setting should be effective for her.
? It can be taxing for her to have to manage more than her average share of responsibilities
at once. Creating a disciplined approach may be an important objective for you to set for
her.
? Individuals who are in a persistent rush can create hassles for her if they insist she follow
their lead at all times. Encourage her patient tendencies so that she can move forward at
the group��s pace as much as possible.



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Sales Drive

X
Low High

? When the risks are balanced by the opportunities, she is usually willing to pursue a
particular prospect. You may even encourage her, on occasion, to accept higher risks by
thinking objectively about the potential rewards.
? She enjoys being influential in her relationships, but this could occasionally cut short the
sharing of information by others. Try to mediate any of her dominant tendencies when
appropriate, while fostering her ability to influence clients in a method pleasing to others.
? She has a tendency to juggle many tasks at one time with minimal distress. This is clearly
an advantage in a fast paced environment, but can be cause for frustration if she is not
adequately challenged.
? Although generally able to work out "a plan", she has a tendency to favor immediate
issues. More deliberate thinkers may be needed for planning, but she is apt to excel in
situations that call for quick answers.



5


Critical Sales Behaviors
This section presents seven sales behaviors that were developed from a combination of Sales
Success Qualities. They are typically considered important for success in most selling
situations. The statements provided should be considered when working with Ms. Sample.

PROSPECTING
Ms. Sample will usually pursue prospects until she has them appropriately qualified. Sally
understands the need for prospecting and is willing to invest some of her energy in doing so.
She can be creative in her approach to prospecting, but appreciates the structure provided by
a supervisor or another member of the team.

CLOSING THE SALE
Ms. Sample can be competitive while maintaining the understanding that the prospect��s
perspective may have merit. She has the relatively high level of drive to be motivated by the
process of making a sale. Also, Sally is willing to adapt her closing approach to fit the situation,
demonstrating good perseverance in the need to make the sale.

CALL RELUCTANCE
Ms. Sample has a good potential to overcome the call reluctance that she may experience
from time to time. Her moderate level of energy will feed her sales drive and allow her to do
what needs to be done with some effort. She may enjoy the opportunity to establish and meet
goals and to compete for rewards. Part of her motivation to overcome call reluctance originates
in her level of drive.

SELF-STARTING
When the workplace offers only occasional distractions, Ms. Sample should demonstrate some
effectiveness in self-starting performance, assuming supervision and guidance are typically
available. Her pace is somewhat measured and deliberate, performing best in a one-step-at-a-
time fashion. Ms. Sample may perform well when a supervisor sets short-term goals for her to
attain. It is usually not a problem for her to deal with an attentive supervisor. Her level of drive
is good and may be utilized to help motivate additional self-starting behavior.

WORKING WITH A TEAM
Ms. Sample will usually be able to hand over leadership to others. On the other hand, when
needed it comes easy for Ms. Sample to lead others and direct the course of action. This
balance should ensure good relations with team members and she can also be more
diplomatic than others. The source of her motivation is very likely from the challenge to win. It


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usually does not take an outside motivation, like the inspiration of her managers, to get her
going and this can have a positive effect when she is working with a team.

BUILDING AND MAINTAINING RELATIONSHIPS
Her pace is generally measured and deliberate, initiating and maintaining relationships in a
one-step-at-a-time fashion. However, while maintaining relations with clients may create stress
among her team members, Ms. Sample usually persists with minimal hesitation. Time
pressures or minor setbacks do not usually break down her resolve. This tenacity can be an
effective tool in maintaining or establishing relations with clients. Ms. Sample may need a
reliable system to turn to and specific goals set when establishing client relationships and her
energy will need occasional replenishing.

COMPENSATION PREFERENCE
When competition takes form, she will usually be ready for the challenge. Her relative strength
is a need for compensation in the form of recognition and public accolades for effective
performance, balanced occasionally with practical compensations. Reward her through
chances to succeed on a level playing field and provide the structure she occasionally needs
to move forward. Ms. Sample derives motivation from within, taking the lead as a source of
encouragement to others. Although the service she provides to customers and clients is
essential, the winning aspects of successful sales are a greater reward for her.

NOTE: This job match pattern should reflect your expectations and/or how your top performers responded to
the Profiles Sales Indicator. The report indicates how this individual��s results compared with the job match
pattern. A continuing review of the impact and effectiveness of this job match pattern is important to ensure that
it reflects your company's needs and culture.
When using this report for decision-making, its contents should not be used as the basis for more than one-third
of any decision. Profiles International, Inc. is only responsible for the contents of this report and is not liable for
any unauthorized disclosure or misuse of the information contained herein.


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