Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment Results
These are your Top 5 Leadership Characteristics:
Creating the New and DifferentYou are able to envision a future that no one else sees and invent things that haven’t beenimagined. You focus a lot of your time on gathering information and asking good questions.Because you value all points of view and look broadly for information, you are able to makeconnections across many fields and use analogies that help you think differently about aproblem. During brainstorming, you value the outlandish and the absurd—which can sparknew thinking. You don’t judge. You don’t hem people in. You believe that many people withdifferent ways of looking at the world will always outperform any one individual’s ideas. Youare not afraid of failure. Fail early, fail often is almost a mantra for you. You expect a result thatwill wow clients and strive to make it a reality.
Acting with Honor and CharacterYou know what you stand for. Your actions are rooted in a stable set of values. You can becounted on to act consistently and stay true to your word. Others trust you because yourbeliefs and actions match. People see you walking your talk. They sense your authenticity andyour character.
Managing Work ProcessesYou understand and manage processes well. You know that the best processes are dynamicand require constant evaluation and tweaking. You see how all the pieces fit together and howone affects the other. You build in feedback loops and monitor key metrics. Optimizing forefficiency is something you focus on—you are always looking for continuous improvement.
Balancing Work/LifeYou have multiple roles and interests in your life. You are clear about your priorities, and you
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment ResultsBalancing Work/Life: Top 5 Characteristics (Cont'd)
find balance that works for you. You recognize the need to be flexible on the work andpersonal fronts. At times, you may work long hours because you’re on a deadline. Other times,you take advantage of a lull at work and spend more time with family. You recognize the risksand costs associated with how you choose to spend your time, and you are comfortable withthe choices you make.
Demonstrating Personal FlexibilityYou are self-aware. Not only do you seek feedback from others, you can pick up on subtlecues that you need to adjust your behavior or approach. You observe how people respond indifferent situations and you adjust. You reflect on conversations and interactions so that youcan learn what to do differently. You are interested in improving yourself, developing skills, andenhancing your performance on the job.
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment Results
Potential Blind SpotsBlind spots are characteristics that you overestimate. You are likely to see yourself as stronger in these skills thanothers see you. A self assessment can give you insight on potential areas for self improvement, however, askingothers for their input by doing a network assessment will give you far greater insight on your blind spots. Here areyour potential blind spots and some ideas for next steps:
Dealing with TroubleOne of the most difficult aspects of leadership is challenging the status quo, dealing withdilemmas, and handling conflict with others. Leaders that fail to do this effectively risk adivided team, a resentful staff, and a culture of mistrust.
Take the long view – Giving negative feedback is uncomfortable in the moment, butwithholding such feedback can be a disservice in the long-term. Honest feedback openslines of communication and opens the door for development and improvement over time.
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Commit to transparency – Everyone should be held to the same standards of behavior,and processes for receiving feedback and addressing problems should be uniform acrossthe team. Make sure everyone is clear on what the standards and practices are and try tokeep rules consistent over time.
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Build trust – Consistency, honesty, and respect are essential ingredients to building trust.Feedback should be given consistently, in private, and whenever possible, in person.Remove anger and generalizations from your message (i.e., “always,” “never”). Point outspecific behaviors that need changing and collaborate on a shared plan for improvement.
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Being Open and ReceptiveStress is noisy, and when you’re overwhelmed, it can be very hard to quiet down and payattention to what others are experiencing. Part of effective leadership is learning how to turndown the volume on your own stress so you can fully engage the people around you.
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment ResultsBeing Open and Receptive: Blind Spots (Cont'd)
Regulate your emotions – Among the first things to go when you’re pushed beyond yourlimits are your openness and calm. Meditation, deep breathing, and long walks are nothealth fads, they’re business tools. Develop a tool set for keeping yourself on an even keel.
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Open the door – Literally open your door to casual check-ins, spontaneous conversation,and lending an ear to someone seeking advice. Figuratively open the door to hear others’ideas or concerns. Essential in this effort is keeping your defensiveness at bay andrecognizing feedback as an avenue for addressing grievances and building strongerrelationships.
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Share – Listen ten times more than you talk. When you are ready to pipe in to theconversation, don’t hesitate to share something about yourself, use humor, maybe evencombine the two and be self-deprecating. Showing your human side will reassure otherpeople that you are someone they can talk to.
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment Results
Potential Hidden StrengthsHidden strengths are characteristics that you underestimate. You are likely to see yourself as weaker in theseskills than others see you. A self assessment can give you insight on potential areas for self improvement,however, asking others for their input by doing a network assessment will give you far greater insight on yourhidden strengths. Here are your potential hidden strengths:
Managing UpYou relate well with higher management. You manage your career well. You know what youwant in your career. You are proactive in positioning yourself—your career aspirations andinterests—to leaders who will influence your career trajectory. You do not hesitate to takeadvantage of opportunities that showcase your skills to higher management. This requiresconfidence, but gaining the support of your boss and senior leaders makes the risk worth it toyou.
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment Results
Problem AreasProblem areas can be hard to talk about. However, we want to arm you with as much information as possibleabout the roots of success as well as known causes of derailment. Through studying the career trajectories ofthousands of individual contributors, managers, and executives, we’ve identified the five most common barriersto career success. If you suspect one or more of these areas is a problem for you, the section below will provideinitial steps toward improvement.
Doesn't Inspire or Build TalentOne of the toughest career transitions you’ll ever face is making the switch from individualcontributor to leader. When you’re used to relying entirely on yourself, it can be a shock to findyourself at the mercy of a team. Anyone in a new leadership role struggles with how torelinquish control, trust others, inspire people to bring their best, build a sense of teamcohesion, identify individual strengths, and grow leadership capabilities in others. If youstruggle in these areas, welcome to the club. But if you want to be a leader, it’s essential thatyou learn how to inspire and grow the people on your team by providing the right balance ofdirection, coaching, and support. You will see improvements in this area as you begin to giveup some control and depend upon others. Not doing so will likely slow or stall your careerprogress.
Be a leader – Contrary to what many people believe, emerging as a leader is not aboutdominating, outshining, and beating others to the punch. Great leaders are people whoknow how to elicit outstanding work from their team and help develop leadershipcapabilities in others. Great leaders listen closely to their team, cue into individualstrengths, and step aside so others can practice taking the lead.
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Keep it safe – Healthy debate is part of any strong team, but triangulation, favoritism,trash-talking, or sabotage is not. If you’re leading a team, you’re also helping to set the
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment ResultsDoesn't Inspire or Build Talent: Problem Areas (Cont'd)
tone for what’s acceptable. Allowing for bad behavior makes the team unsafe andunhealthy. It’s all right to be the downer sometimes, set limits, and referee so that peoplecan relax and connect and do their best work.Delegate to develop – Delegation is not only about leveraging your team and increasingefficiency, it’s also about developing the members of your team. Bringing them closer totough decision making, complex problem solving, and personal investment means you’renot overburdened, and they’re stretching and growing on the job.
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment Results
Korn/Ferry InsightsHere’s how you compare to others:
Creating the New and DifferentCreating the New and Different is correlated with strong performance at the manager andexecutive levels. Most people’s skill level in Creating the New and Different is low, and it isharder to develop than most leadership skills. For these reasons, it is a good idea to focus ondeveloping this skill as early as possible in your career. Your ability to generate breakthroughswill be noticed, appreciated, and sought after because it is the source of competitiveadvantage that companies seek.
Acting with Honor and CharacterActing with Honor and Character is ranked highest in importance compared to all otherleadership skills. It is the foundation upon which all other leadership skills are built. Mostpeople are highly skilled in Acting with Honor and Character. It is moderately difficult todevelop. Being trustworthy, consistent, and ethical are viewed by most employers as price-of-admission leadership qualities.
Managing Work ProcessesManaging Work Processes is highly correlated with strong performance at the manager level.Managers are often responsible for seeing the big picture and understanding how the piecesinterrelate. Most people are low in this skill, and it is moderately difficult to develop. The abilityto see a process as a dynamic system and to understand how tweaks create ripple effects is avital contribution to a business and will differentiate you from other leaders.
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment ResultsBalancing Work/Life: Korn/Ferry Insights (Cont'd)
Balancing Work/Life ranks among the lowest skills for leaders at all levels, and it is harder todevelop than most leadership skills. Ultimately, the way you balance between work and life isa personal choice. The ability to consciously make trade-offs and get what you want out ofyour career and personal life helps you balance career achievement with other things youvalue.
Demonstrating Personal FlexibilityDemonstrating Personal Flexibility is a very low skill for most people. It is also harder forpeople to develop because it involves the willingness to respond to feedback and to change.Change can be hard for people, and personal change can be even more challenging. Yourability to adjust, adapt, and flex in response to feedback or changing conditions will make youa resilient and nimble leader.
Managing UpManaging Up is a strong skill for most people across all leadership levels. However, it may notbe surprising that the skill improves as leaders move up to the manager and executive levels.Many people are not aware of their ability to manage up—it is one of the most common hiddenstrengths for individual contributors, managers, and executives. Your ability to garner supportfrom senior leaders gives you the opportunity to position your ideas and influence your careertrajectory.
Dealing with TroubleDealing with Trouble is highly correlated with strong performance at the manager level.Dealing with Trouble is a rare skill among individual contributors but improves at the managerand executive levels. It takes courage to handle conflict, deliver tough feedback, and stick yourneck out for an unpopular idea. These are the things that make Dealing with Trouble harder todevelop. It is a good idea to begin to develop this skill as early as possible in your career so
Korn/Ferry’s ProSpective Assessment is an online assessment tool created by Korn/Ferry International to assist LinkedIn users with their career
development. Leadership characteristics are based on research by Lominger International, a Korn/Ferry company.
ProSpective Assessment
Christopher Krofton's Assessment ResultsDealing with Trouble: Korn/Ferry Insights (Cont'd)
that by the time you lead and manage others, you are prepared to handle tough, controversialsituations.
Being Open and ReceptiveMost people are moderately skilled in Being Open and Receptive, and it is moderately difficultto develop. Listening, patience, and a relaxed sense of humor are qualities that will help youbuild strong relationships with your colleagues and team.
Doesn't Inspire or Build TalentDoesn’t Inspire or Build Talent is a staller that can slow your career progress. Compared toother stallers, Doesn’t Inspire or Build Talent is the most likely to be a problem, and it is moreharmful to success. Many leaders underestimate this problem to some degree. This area is aknown derailer, especially at the manager and executive levels. The inability to select,develop, and empower talent will choke your ability to get results and lead a healthy,productive team.
