Talent Insights®Team Report
Samuel SampleVP of SamplesTTI08.19.2021
Copyright © 2006-2021. Target Training International, Ltd.
Table of Contents
Introduction 5Introduction - Behaviors 6Team DISC Overview 7The TTI Success Insights ® Wheel 8Promoter Team Characteristics - (I) 9Promoter Team DISC Graphs - (I) 10Persuader Team Characteristics - (D/I) 11Persuader Team DISC Graphs - (D/I) 12Relater Team Characteristics - (I/S) 13Relater Team DISC Graphs - (I/S) 14Conductor Team Characteristics - (D) 15Supporter Team Characteristics - (S) 16Coordinator Team Characteristics - (S/C) 17Analyzer Team Characteristics - (C) 18Implementor Team Characteristics - (C/D) 19Wheel Segment Definitions 20Team Member Overview 21Team Member Characteristics 22Ideal Environment for Team Members 23Words That Don't Work With Team Members 24Group Wheel Natural 25Group Wheel Adapted 26
Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Table of ContentsContinued
Group Wheel Migration 27Behavioral Hierarchy Defined 28The Bell Curve Defined 29Behavioral Style Comparison 30Introduction - 12 Driving Forces ® 31Team Driving Forces Overview 32Driving Forces Defined 33Intentional Team Characteristics 34Intentional Primary Drivers 35Resourceful Team Characteristics 36Resourceful Primary Drivers 37Harmonious Team Characteristics 38Harmonious Primary Drivers 39Altruistic Team Characteristics 40Commanding Team Characteristics 41Structured Team Characteristics 42Instinctive Team Characteristics 43Selfless Team Characteristics 44Objective Team Characteristics 45Intellectual Team Characteristics 46Collaborative Team Characteristics 47Receptive Team Characteristics 48
Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Table of ContentsContinued
Knowledge Overview 49Utility Overview 50Surroundings Overview 51Others Overview 52Power Overview 53Methodologies Overview 54Driving Forces Wheel 55The Bell Curve Defined 56Driving Forces Comparison 57Behaviors and Driving Forces Summary 58Primary Cluster Summary 59Situational Cluster Summary 60Indifferent Cluster Summary 61
Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
IntroductionThe TTI Talent Insights® Team Report is designed to increase the understanding of the team's makeup. The report provides insightinto two distinct areas, behaviors and driving forces. Revealing a team's potential by identifying strengths and weaknesses will leadto personal and professional development and a higher level of productivity.
BehaviorsThis section of the report is designed to help reveal how individual behaviors influence the team dynamic. The ability to interacteffectively with other team members is key to a team's success, and this report reveals each individual's behavioral style within theteam framework.
Driving ForcesThis section of the report provides the why behind a team's actions. Understanding the dynamics of the drivers within the team,why they do what they do, reveals energizers, stressors and more about the team and its members.
Behaviors and Driving Forces SummaryThis section is a visual representation of the team from a behavioral and driving forces standpoint ordered into primary, situationaland indifferent clusters.
5 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
IntroductionBehaviorsPredictable patterns of human nature can be accurately measured through behavioral assessments. A clear understanding of these predictablebehaviors can enable productive outcomes. When individual behavioral scores are compiled to examine members of a team, managers are ableto see areas of strength, pursue improvement opportunities, and secure the resources needed to deliver on organizational goals.
CONTENTS OF THE REPORT
Overview - A summary examining the composition ofyour team for both DISC and behavioralsegmentation expressed as a percentage.
Team Composition - Defines the makeup of yourorganization by behavioral segment and shares theDISC graphs of individuals on your team.
Behavioral Segment Analysis - Examines theindividuals within each segment, segmentcharacteristics, ways to communicate, and idealenvironment.
Group Wheel Plots - Identifies the natural, adapted,and migrated styles of each team member.
Behavioral Style Comparison - Compares individualscores to others on the team, team averages, andpopulation means.
TEAM MEMBER LIST
Sue AndersonAmanda DoeFrank JonesJohn SmithJoe Williams
6 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Team DISC OverviewThe TTI Success Insights® wheel is a graphic representation of a team's behavioral make-up among the four quadrants of the DISC wheel.
FASTER
PAC
ED
PEOPLE ORIENTEDSL
OW
ER P
AC
ED
TASK ORIENTED
D
IS
C20% (1)
80% (4)0% (0)
0% (0)
OBSERVING DISC
Have you ever noticed:
Some people are forceful, direct, and results-oriented
Some are optimistic, fun, and talkative
Some are steady, patient, and relaxed
Some are precise, accurate, and detail-oriented
DEFINING DISC
DominanceHow you respond to problems and challenges
InfluenceHow you influence others to your point of view
SteadinessHow you respond to the pace of the environment
ComplianceHow you respond to rules and procedures
7 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
The TTI Success Insights ® WheelThe wheel illustrates the blending of the four DISC styles, while demonstrating the similarities and differences in behavioral styles among the teammembers. This wheel shows the behavioral composition of a team, represented as percentages in each of the eight segments.
CONDUCTORPERSU
ADER
PROM
OTER
RELATER
SUPPORTERCO
ORD
INAT
OR
ANALY
ZER
IMPLEMENTOR
D
D/I
I
I/S
S
S/C
C
C/D
0%
20%
60%20%
0%
0%
0%0%
BEHAVIORAL SEGMENT DEFINITIONS
CONDUCTOR - D - People who tend to be direct, decisive, andseek results.
PERSUADER - D/I - People who tend to convince others byappealing to reason, understanding, or emotion.
PROMOTER - I - People who tend to verbalize many thoughts toinfluence outcomes.
RELATER - I/S - People who tend to take time, think positively, andare focused on interpersonal relationships.
SUPPORTER - S - People who tend to be champions of soundideas, working steadily and diligently to ensure a project is fullyrealized.
COORDINATOR - S/C - People who tend to be fact-oriented andadhere to proven methods to complete projects and tasks.
ANALYZER - C - People who tend to seek out accuracy in allactivities and ensure the highest quality possible by gatheringprecise data.
IMPLEMENTOR - C/D - People who tend to assess, leverage factsand figures, and advance toward a solution.
8 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Promoter Team Characteristics - (I)Promoters tend to verbalize many thoughts to influence outcomes. The following information will give the team members a clear understandingand appreciation of Promoters.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Communicate well with othersPeople-orientedAdvocate for new ideas and productsBring the team togetherEnjoy convincing people
POTENTIAL WEAKNESSES
Overly optimistic about team abilitiesReact based on emotionsOvervalue the skills of othersEmphasize fun over efficiencyListen selectively to team members
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Effective use of humorMotivate others towards goalsGood mixer
17.46%of the Population
3/560% of the Team
WORDS THAT WORK
FlexibleExcitingInspiring
WORDS THAT DON'T WORK
OrdinaryQuietStrict
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Promoter Team DISC Graphs - (I)PROMOTER TEAM
Amanda DoeJohn SmithJoe Williams
D
0
20
40
60
80
100
55
I
67
S
13
C
64
A. D
oe
D
0
20
40
60
80
100
25
I
100
S
75
C
35
J. S
mit
h
D
0
20
40
60
80
100
25
I
100
S
75
C
35
J. W
illia
ms
10 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Persuader Team Characteristics - (D/I)Persuaders tend to convince others by appealing to reason, understanding, or emotion. The following information will give the team members aclear understanding and appreciation of Persuaders.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Get results through team membersUse their intuitionDecisive and aggressive when presented with challengesIndependent and autonomousEngage others in projects and tasks
POTENTIAL WEAKNESSES
Let emotions get in the way of decision-makingTake on too many responsibilities at onceLeave tasks unfinishedDo not follow up and follow through as neededAvoid conflict within the team
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Cordially enterprisingAccomplishes goals through peopleInnovative
12.68%of the Population
1/520% of the Team
WORDS THAT WORK
AmazingUnprecedentedExtraordinary
WORDS THAT DON'T WORK
StandardizedStructuredUniform
11 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Persuader Team DISC Graphs - (D/I)PERSUADER TEAM
Frank JonesD
0
20
40
60
80
100
77
I
65
S
13
C
35
F. J
ones
12 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Relater Team Characteristics - (I/S)Relaters tend to take time, think positively, and are focused on interpersonal relationships. The following information will give the team membersa clear understanding and appreciation of Relaters.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Show loyaltyOffer understanding and friendshipProtect and value people and thingsPromote and implement ideasHelp others using empathy and understanding
POTENTIAL WEAKNESSES
Accept the current situationHold grudgesAgree with the opinions of othersAvoid confrontationAct without urgency
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Cooperative member of the teamService-orientedTenacious
20.08%of the Population
1/520% of the Team
WORDS THAT WORK
EasygoingSimpleResponsive
WORDS THAT DON'T WORK
ComplexAbstractAnalytical
13 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Relater Team DISC Graphs - (I/S)RELATER TEAM
Sue AndersonD
0
20
40
60
80
100
33
I
100
S
100
C
15
S. A
nd
erso
n
14 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Conductor Team Characteristics - (D)Conductors tend to be direct, decisive, and seek results. The following information may be characteristics that are missing or could benefit thecurrent team.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Energized by direct answersEnjoys confrontationSeeking problems to solveComfortable with power and authorityHappy to work on challenging assignments
POTENTIAL WEAKNESSES
Overstep authority within the teamDislike routine workOver delegate and under instructPoor or selective listeningMake decisions without all of the facts
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Venturesome, ambitiousPioneeringSelf starter
7.12%of the Population
0/50% of the Team
WORDS THAT WORK
QuickAdvantageDecisive
WORDS THAT DON'T WORK
InconsistentFollow directionsPatient
15 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Supporter Team Characteristics - (S)Supporters tend to be champions of sound ideas, working steadily and diligently to ensure a project is fully realized. The following informationmay be characteristics that are missing or could benefit the current team.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Perform well in team environmentsConform to established proceduresAdd stability to the teamFocus on team activitiesComfort others and show patience
POTENTIAL WEAKNESSES
Get into too much detailDo the work themselves, rather than delegateDo not forgive faults or mistakesResist team-initiated changesLack a sense of urgency
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Consistent and steadyPatient and empatheticGood listener
11.90%of the Population
0/50% of the Team
WORDS THAT WORK
ConsistentUsualSecure
WORDS THAT DON'T WORK
UnexpectedUrgentConfrontation
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Coordinator Team Characteristics - (S/C)Coordinators tend to be fact-oriented and adhere to proven methods to complete projects and tasks. The following information may becharacteristics that are missing or could benefit the current team.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Shows self-disciplineUnderstand and preserve the need for quality systemsFollow projects through to completionImplement and fine-tune the planMake tough decisions without letting emotions interfere
POTENTIAL WEAKNESSES
Communicate indirectlyResist change without reasoningSuppress feelingsHide true feelingsDownplay accomplishments
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Objective outlookConscientious and steadyLooks for logical solutions
21.28%of the Population
0/50% of the Team
WORDS THAT WORK
ProvenStandardOrganized
WORDS THAT DON'T WORK
UnfamiliarHecticIncomplete
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Analyzer Team Characteristics - (C)Analyzers tend to seek out accuracy in all activities and are careful to gather precise data to ensure the highest quality possible. The followinginformation may be characteristics that are missing or could benefit the current team.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Use data to problem solveMaintain high standards for self and subordinatesUse facts to support their opinion and causeThink criticallyAccurate and precise
POTENTIAL WEAKNESSES
Do the work themselves and do not delegateKeep their feelings to themselvesHesitate to act without sufficient factsLean on team leader or supervisorConceal new ideas
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
Will gather data for decision makingDefines, clarifies, and testsMaintains standards
5.12%of the Population
0/50% of the Team
WORDS THAT WORK
FactualPreciseVerified
WORDS THAT DON'T WORK
ImagineEducated guessExperimental
18 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Implementor Team Characteristics - (C/D)Implementors tend to assess, leverage facts and figures, and advance toward a solution. The following information may be characteristics thatare missing or could benefit the current team.
STRENGTHS AND WEAKNESSES
POTENTIAL STRENGTHS
Use time wellFinish tasks quicklyExpect high performance standardsAware and sensitive to the cost of errors and mistakesShare creative ideas
POTENTIAL WEAKNESSES
Come across as insincereDisregard the feelings of team membersTake on too much within the teamOveruse facts and figuresBecome demanding under stress
BEHAVIORAL ATTRIBUTES
Task Oriented People Oriented
Slower Paced Faster Paced
VALUE TO THE ORGANIZATION
CreativityExcellent troubleshooterPursues rational outcomes
4.22%of the Population
0/50% of the Team
WORDS THAT WORK
FunctionActionData
WORDS THAT DON'T WORK
RelaxPerceptionAssume
19 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Wheel Segment DefinitionsThe following matrix illustrates the blending of the four DISC styles into eight segments. Each segment contains a definition and the percentage ofteam members in the respective segment. Segments are deliberately located beside the segment that has the opposing style.
CONDUCTOR - D (0%)
People who tend to be direct, decisive, and seek results.
PERSUADER - D/I (20%)
People who tend to convince others by appealing to reason,understanding, or emotion.
PROMOTER - I (60%)
People who tend to verbalize many thoughts to influenceoutcomes.
RELATER - I/S (20%)
People who tend to take time, think positively, and are focusedon interpersonal relationships.
SUPPORTER - S (0%)
People who tend to be champions of sound ideas, workingsteadily and diligently to ensure a project is fully realized.
COORDINATOR - S/C (0%)
People who tend to be fact-oriented and adhere to provenmethods to complete projects and tasks.
ANALYZER - C (0%)
People who tend to seek out accuracy in all activities and ensurethe highest quality possible by gathering precise data.
IMPLEMENTOR - C/D (0%)
People who tend to assess, leverage facts and figures, andadvance toward a solution.
20 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Team Member OverviewThe following matrix illustrates the blending of the four DISC styles into eight segments. Each segment contains team members and thepercentage of team members in the respective segment. Segments are deliberately located beside the segment that has the opposing style.
CONDUCTOR - D (0%)
PERSUADER - D/I (20%)Frank Jones
PROMOTER - I (60%)Amanda DoeJohn SmithJoe Williams
RELATER - I/S (20%)Sue Anderson
SUPPORTER - S (0%)
COORDINATOR - S/C (0%)
ANALYZER - C (0%)
IMPLEMENTOR - C/D (0%)
21 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Team Member Characteristics
CONDUCTOR
PERSUAD
ER
PROM
OTER
RELATER
SUPPORTER
COO
RDIN
ATO
R
ANALY
ZER
IMPLEMENTOR Competitive
Direct
Results-oriented
Acts with urgency
Change agent
Strong willedQ
uick to changeIndependent
Opti m
isticConfident
Chari s matic
Infl u ential
Trusti
ng
Convincin
g
Inspiri
ng
Outgoing
Cordial
Cheerful
Good supporterTeam player
PersistentCooperativeEmpathetic
CompassionateAccom
m
odating
Reflective
Persistent
Com
posed
Dependable
Good listener
Slow
to c
hang
eSe
lf-di
scip
l ined
Exec
u tor
Logi
cal
Real
ist ic
Proc
ess-
orie
nted
Prec
ise
Accurate
Focu
s o
n quality
Critic
al
listener
Non-
verb
al co
mmunicator
Detail
-oriented Creative
Thorough thinkerTask-oriented
Fact-basedSelectiveInventive
0%
20%
60%
20%
0%
0%
0%0%
22 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Ideal Environment for Team Members
CONDUCTOR
PERSUAD
ER
PROM
OTER
RELATER
SUPPORTER
COO
RDIN
ATO
R
ANALY
ZER
IMPLEMENTOR
Bold and aggressive actions
Challenging assignments
Expedites action
Firm and quick decision making
Results-orientedEnthusiasm
Persuasive comm
unicationsResults thro ugh people
Testing of new ideas
Competiti on w
ith others
People conta
ct
Solutions to "p
eople pr
oble
ms"
Optimist
ic outlo
ok
Verbalizes thoughts
and
idea
s
Varied acti
vitie
s
TeamworkCoaching and counselingService to othersCooperative work environment
Assistance to customersLogical thinking
Systematic routine
Relaxed pace
Team participation
Security
Adhe
renc
e to
sta
ndar
dsRo
utin
e w
ork
Gui
delin
es to
follo
wFa
cts
and
data
to a
naly
zeD
iplo
mac
y an
d co
oper
atio
n
High
qua
lity st
andards
Proc
edure
s to fo
llow
Clea
n an
d tid
y worksta
tion
Accuracy
Analy
sis of
facts
and dataLogical decisionsStudying and solving problems
Efficient methodologyEffective time-managementFact-based solutions
0%
20%
60%
20%
0%
0%
0%0%
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Words That Don't Work with Team Members
CONDUCTOR
PERSUAD
ER
PROM
OTER
RELATER
SUPPORTER
COO
RDIN
ATO
R
ANALY
ZER
IMPLEMENTOR Inconsistent
Follow directions
Patient
StandardizedStructured
Uniform
Ordinar
y
Quiet
Strict
ComplexAbstract
AnalyticalUnexpected
Urgent
Confrontation
Unf
amili
arH
ectic
Inco
mpl
ete
Imag
ine
Educ
ate
d guess
Exper
imental
RelaxPerception
Assume
0%
20%
60%
20%
0%
0%
0%0%
24 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Group Wheel Natural
FASTER PA
CED
PEOPLE ORIENTED
SLO
WER
PA
CED
TASK ORIENTED
CONDUCTOR
PERSUAD
ER
PROM
OTER
RELATER
SUPPORTER
COO
RDIN
ATO
R
ANALYZER
IMPLEMENTOR
1
2
3
45
6
7
8
9
10
11
12
13
14
15
1617
18
19
20
21
22
23
24
2526
27
28
29
30
31
323334
35
36
37
38
39
40
4142
43
44
45
46
47
484950
51
52
53
54
55
56
57
5859
60
1
2
3
45
Natural
Team Members1: Sue Anderson2: Amanda Doe3: Frank Jones4: John Smith5: Joe Williams
25 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Group Wheel Adapted
FASTER PA
CED
PEOPLE ORIENTED
SLO
WER
PA
CED
TASK ORIENTED
CONDUCTOR
PERSUAD
ER
PROM
OTER
RELATER
SUPPORTER
COO
RDIN
ATO
R
ANALYZER
IMPLEMENTOR
1
2
3
45
6
7
8
9
10
11
12
13
14
15
1617
18
19
20
21
22
23
24
2526
27
28
29
30
31
323334
35
36
37
38
39
40
4142
43
44
45
46
47
484950
51
52
53
54
55
56
57
5859
60
1
2
3
4 5
Adapted
Team Members1: Sue Anderson2: Amanda Doe3: Frank Jones4: John Smith5: Joe Williams
26 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Group Wheel Migration
FASTER PA
CED
PEOPLE ORIENTED
SLO
WER
PA
CED
TASK ORIENTED
CONDUCTOR
PERSUAD
ER
PROM
OTER
RELATER
SUPPORTER
COO
RDIN
ATO
R
ANALYZER
IMPLEMENTOR
1
2
3
45
6
7
8
9
10
11
12
13
14
15
1617
18
19
20
21
22
23
24
2526
27
28
29
30
31
323334
35
36
37
38
39
40
4142
43
44
45
46
47
484950
51
52
53
54
55
56
57
5859
60
1
1
2
2
3
3
4
4
5
5
Adapted Natural
Team Members1: Sue Anderson2: Amanda Doe3: Frank Jones4: John Smith5: Joe Williams
27 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Behavioral Hierarchy DefinedTwelve behavioral factors that are critical to team success are measured in this assessment. Comprehending each phrase and its definition drivesa common language that will enable you to compare individual scores, the team average, and the population means on subsequent pages.
Analysis - Compile, confirm and organize information.
Competitive - Want to win or gain an advantage.
Consistent - Perform predictably in repetitive situations.
Customer-Oriented - Identify and fulfill customer expectations.
Persistence - Finish tasks despite challenges or resistance.
Following Policy - Adhere to rules, regulations, or existingmethods.
Frequent Change - Rapidly shift between tasks.
Interaction - Frequently engage and communicate with others.
Organized Workplace - Establish and maintain specific order indaily activities.
People-Oriented - Build rapport with a wide range of individuals.
Urgency - Take immediate action.
Versatile - Adapt to various situations with ease.
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The Bell Curve DefinedUnderstanding how to read a bell curve and standard deviation will enable you to clearly analyze the composition of your team.
For example, if the assessment scores of 100 people are collectedand used in a normal probability distribution, 68 people,representing 68% of the 100 assessment scores, should fall withinone standard deviation of the mean. Thirty four percent will be onestandard deviation above the mean and 34% will be one standarddeviation below the mean. The remaining 32% of people will betwo or more standard deviations away from the mean. Sixteenpercent will be two or more standard deviations above the meanand 16% will be two or more standard deviations below the mean.
The bell curve, known as a normal distribution, is the mostcommon type of distribution for a population. The highestpoint on the curve, represents the highest population ofpeople, or the mean of the group. The standard deviation is anumber used to show how data is spread out from the mean,representing a percentage of the total data collected.
16% 34% 34% 16%
Two or more standard deviations below the mean
One standard deviation below the mean
One standard deviation above the mean
Two or more standard deviations above the mean
29 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Behavioral Style Comparison
Behavioral Characteristics
Interaction
People-Oriented
Customer-Oriented
Versatile
Frequent Change
Consistent
Competitive
Persistence
Following Policy
Urgency
Analysis
Organized Workplace
Team A
vg.
85
72
71
68
65
50
48
48
48
47
33
30
S. Anders
on
100
90
83
55
60
52
40
47
48
16
15
15
A. Doe
55
50
50
70
68
45
60
52
52
77
60
55
F. Jo
nes
70
50
43
85
80
32
80
40
35
95
40
30
J. Sm
ith
100
85
90
65
58
60
30
50
52
23
25
25
J. Willi
ams
100
85
90
65
58
60
30
50
52
23
25
25
Mean
58
64
63
54
52
62
49
62
61
43
54
53
Two or more standard deviations below the mean
One standard deviation below the mean
One standard deviation above the mean
Two or more standard deviations above the mean
30 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Introduction12 Driving Forces®
Contents of the Report
Overview - A summary examining the composition ofyour team’s Driving Forces.
Team Characteristics - Defines the makeup of yourorganization by Driving Forces segment and sharesthe primary cluster graphs of individuals on yourteam.
Primary Cluster Overview - Lists each team memberby their primary Driving Forces.
Driving Forces Group Bars - Identifies the primary,situational, and indifferent clusters of the team.
Driving Forces Comparison - Compares individualscores to others on the team, team averages, andpopulation means.
Team Member List
Sue AndersonAmanda DoeFrank JonesJohn SmithJoe Williams
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Team Driving Forces OverviewObserving Driving Forces
Have you ever noticed some people:
Seek knowledge relevant and useful to their current situationSeek to expand their understanding and knowledge in allendeavorsTend to be unrestrained in the application of resourcesTend to utilize and apply their resources to maximize returnSeek function in their surroundingsSeek to fully experience their surroundingsTend to be selective in who they help and serveTend to serve, help and eliminate the suffering of othersindiscriminatelySeek to share power, recognition and controlSeek to be recognized and control their own destinyTend to remain open and flexible in their methodologies andapproach to lifeTend to live within defined systems and traditionalapproaches
IntellectualResourceful
Harm
onious
Altr
uist
ic
Commandin
g
StructuredInstinctive
Selfless
Objective
Inte
ntio
nal
Colla
borativ
e
Receptive
Segment breakdown of each team member's #1Driving Force
0%20%
20%
0%
0%0%0%
0%
0%
60%
0%0%
32 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Driving Forces Defined
Knowledge
Instinctive - People who are driven by utilizing pastexperiences, intuition and seeking specific knowledgewhen necessary.Instinctive - People who are driven by utilizing pastexperiences, intuition and seeking specific knowledgewhen necessary.
Intellectual - People who are driven by opportunitiesto learn, acquire knowledge and the discovery of truth.Intellectual - People who are driven by opportunitiesto learn, acquire knowledge and the discovery of truth.
Utility
Selfless - People who are driven by completing tasksfor the sake of completion, with little expectation ofpersonal return.Selfless - People who are driven by completing tasksfor the sake of completion, with little expectation ofpersonal return.
Resourceful - People who are driven by practicalresults, maximizing both efficiency and returns for theirinvestments of time, talent, energy and resources.Resourceful - People who are driven by practicalresults, maximizing both efficiency and returns for theirinvestments of time, talent, energy and resources.
Surroundings
Objective - People who are driven by the functionalityand objectivity of their surroundings.Objective - People who are driven by the functionalityand objectivity of their surroundings.
Harmonious - People who are driven by theexperience, subjective viewpoints and balance in theirsurroundings.Harmonious - People who are driven by theexperience, subjective viewpoints and balance in theirsurroundings.
Others
Intentional - People who are driven to assist others fora specific purpose, not just for the sake of being helpfulor supportive.Intentional - People who are driven to assist others fora specific purpose, not just for the sake of being helpfulor supportive.
Altruistic - People who are driven to assist others forthe satisfaction of being helpful or supportive.Altruistic - People who are driven to assist others forthe satisfaction of being helpful or supportive.
Power
Collaborative - People who are driven by being in asupporting role and contributing with little need forindividual recognition.Collaborative - People who are driven by being in asupporting role and contributing with little need forindividual recognition.
Commanding - People who are driven by status,recognition and control over personal freedom.Commanding - People who are driven by status,recognition and control over personal freedom.
Methodologies
Receptive - People who are driven by new ideas,methods and opportunities that fall outside a definedsystem for living.Receptive - People who are driven by new ideas,methods and opportunities that fall outside a definedsystem for living.
Structured - People who are driven by traditionalapproaches, proven methods and a defined system forliving.Structured - People who are driven by traditionalapproaches, proven methods and a defined system forliving.
33 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Intentional Team CharacteristicsThe following information will give team members a clear understanding and appreciation of team members with Intentional as their number onedriving force.
Strengths and Weaknesses
Potential StrengthsWill help others when others are willing to work hardSeek to develop or help others when they can see futureopportunitiesDownplay emotions when making decisions concerning peopleChoose who, when, and how much to help based on thedesired outcomeExpect people to be self-reliant and resist intervening untilnecessary
Potential WeaknessesMay expect something in return each time they help or serveothersFocus on themselves, perhaps at the expense of othersMay create scenarios that benefit themselves more than othersTend to value people as an opportunity or resource rather thanas an individual
Intentional Altruistic
Others
Energizers
Rely on selfBenefit personallyDevelop internal advocates
Stressors
Disregard contributionSupport others in needMake emotion-based decisions
14%of the Population
3/560% of the Team
Words That Work
SelectiveDeliberateBenefit
Words That Don't Work
VolunteerCompassionKindness
34 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Intentional Primary DriversIntentional Team
Amanda DoeJohn SmithJoe Williams
99 Intentional
81Commanding
68 Objective
67ResourcefulA
. Doe
100 Intentional
83 Objective
79Structured
76 Collaborative
J. S
mit
h
100 Intentional
83 Objective
79Structured
76 CollaborativeJ. W
illia
ms
35 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Resourceful Team CharacteristicsThe following information will give team members a clear understanding and appreciation of team members with Resourceful as their numberone driving force.
Strengths and Weaknesses
Potential StrengthsConfigure resources to maximize outputFocus on the return on investmentMaximize efficiency and productivitySensitive to wasting time, resources, or opportunitiesFocus on achieving measurable and practical results
Potential WeaknessesMay be perceived as a workaholicMay view material possessions and money as a scorecardTend to view people and resources as tools to achieve anoutcomeMay only be willing to give if there is an opportunity for areturn
Selfless Resourceful
Utility
Energizers
Obtain practical resultsFocus on efficiencyCompensate based on performance
Stressors
Be redundantWaste timeIgnore the return on investment
6%of the Population
1/520% of the Team
Words That Work
ProfitableMaximizeBenefit
Words That Don't Work
ReworkEndlessCasual
36 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Resourceful Primary DriversResourceful Team
Sue Anderson100Resourceful
97 Intentional
85 Receptive
76CommandingS. A
nd
erso
n
37 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Harmonious Team CharacteristicsThe following information will give team members a clear understanding and appreciation of team members with Harmonious as their numberone driving force.
Strengths and Weaknesses
Potential StrengthsFocus on the emotions and balance in the environmentSee the importance of the experienceSee value in and enjoy the experience of their surroundingsValue the journey as much as the destinationSeek to create harmony and balance in their surroundings andrelationships
Potential WeaknessesAn imbalance or distraction in one area may affect other or allaspects of lifePursuit of experiences supersedes practical concernsConcern for appearance may slow progress, function andtangible outcomesSubjective feeling can conflict with objective reality
Objective Harmonious
Surroundings
Energizers
Seek balance in lifeAppreciate beauty and harmonyExpress imagination
Stressors
Encounter chaosHave lackluster surroundingsOveremphasize function
4%of the Population
1/520% of the Team
Words That Work
SubjectiveExpressionBalance
Words That Don't Work
DullCompartmentalizeFunction
38 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Harmonious Primary DriversHarmonious Team
Frank Jones72Harmonious
64 Intentional
56 Collaborative
49 SelflessF.
Jon
es
39 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Altruistic Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsTake notice of and responds to people in needSeek to help and support othersBelieve that all people should have the opportunity to be thebest they can beVolunteer and give generously of themselvesAct to alleviate suffering of others
Potential WeaknessesAct to alleviate suffering of others even at their own detrimentMay support others at the expense of their own workMay prioritize others' needs over their own needsBase personal decisions on the impact to others not self
Intentional Altruistic
Others
Energizers
Realize the potential in othersParticipate in charitable eventsEliminate conflict
Stressors
Act inconsideratelyPut self firstObserve favoritism
6%of the Population
0/50% of the Team
Words That Work
VolunteerCompassionComfort
Words That Don't Work
PurposefulIntentionalSelective
40 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Commanding Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsStrive to advance their positionStrive to set themselves apartCreate winning strategies and outcomesSeek to control their own destinyValue status and public recognition
Potential WeaknessesTend to have a me versus we attitudeMay not consider people in seeking personal advancementMay over emphasize the need to control or direct people andprojectsCan be driven by the desire to achieve status and recognition
Collaborative Commanding
Power
Energizers
Lead a groupCreate and control destinyObtain status symbols
Stressors
Work behind the scenesHave a small workspaceDelay personal advancement
13%of the Population
0/50% of the Team
Words That Work
AwardWinLead
Words That Don't Work
ShareSupportiveCooperative
41 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Structured Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsSeek to establish standards by which they operateValue a traditional and proven approachPlace a high value on working within defined and structuredsystemsTend to have a "code" by which to liveMay protect and potentially promote principles and beliefs
Potential WeaknessesTend to resist change to established proceduresMay place personal ideology before that of the organizationCan be closed-minded and judgmental toward otherviewpointsCan over-promote their philosophy to others
Receptive Structured
Methodologies
Energizers
Advance their causeFit within a structureSeek consistency
Stressors
Ignore established protocolsRedesign existing systemsDisregard tradition
5%of the Population
0/50% of the Team
Words That Work
OrderConstantIdeology
Words That Don't Work
New methodsProgressivePossibilities
42 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Instinctive Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsComfortable starting a project before gathering all informationSeek information that has a direct applicationCan rely on past experiencesSeek specific information to address a current situationUnderstand the value of intuition
Potential WeaknessesMay disregard excess informationCan rely too much on past experience and intuitionMay start a project without all the required informationTend to jump to conclusions without gathering all theinformation
Instinctive Intellectual
Knowledge
Energizers
Learn on demandDiscover specific knowledgeDecide based on intuition
Stressors
Discuss hypothetical subjectsExcessively learnConduct extensive research
3%of the Population
0/50% of the Team
Words That Work
SpecificIntuitiveRelevant
Words That Don't Work
ComprehensiveExamineClassify
43 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Selfless Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsWilling to participate without consideration for personalcircumstanceFocus on the completion of a task rather than efficiencyProvide assistance and resources with minimal expectation ofpersonal returnDefine value or success by what comes out of a situation notwhat is put inAccomplish tasks simply for the sake of accomplishment
Potential WeaknessesTend to have casual approach to how performance ismeasuredMay value completion of the tasks over time, resources, ortalent limitationsMay view activity as productivityCan potentially waste resources
Selfless Resourceful
Utility
Energizers
Work on unrestricted projectsAct spontaneousComplete tasks
Stressors
Focus on the processAssess practical resultsMeasure success through efficiency
7%of the Population
0/50% of the Team
Words That Work
AccomplishCompleteCasual
Words That Don't Work
GainEfficientBenefit
44 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Objective Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsEmphasize the destination not the journeyIsolate personal challenges and remains focused on the taskFocus on the function not the appearanceCompartmentalize and focus on the situationCan succeed in chaotic environments
Potential WeaknessesTend to miss the overall experience by focusing only ontangible componentsMay ignore environments that are potentially distracting forothersMay overemphasize the function with disregard forappearanceCan over compartmentalize and miss the issues of the wholepicture
Objective Harmonious
Surroundings
Energizers
Persevere in ChaosCompartmentalizeAppreciate functionality
Stressors
Pursue intangible ideasBe subjectiveFocus on harmony
12%of the Population
0/50% of the Team
Words That Work
RealityDetachFactual
Words That Don't Work
HarmonyBeautySubjective
45 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Intellectual Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsSeek to make the unknown knownEager to learn and discoverResearch much more thoroughly compared to othersFocus on information and factsContinually seek new knowledge and information
Potential WeaknessesCan be perceived as lacking common senseMay pursue knowledge at the expense of practical mattersMay make decisions without subjective or emotionalconsiderationsCan value discovery over other priorities
Instinctive Intellectual
Knowledge
Energizers
Objectively analyze ideasDevote time to learnIncrease knowledge
Stressors
Approach ideas subjectivelyMake educated guessesRush through learning
16%of the Population
0/50% of the Team
Words That Work
LearnResearchIdentify
Words That Don't Work
GuessApplyIntuitive
46 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Collaborative Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsSeek to fit in rather than stand outFeels comfortable in a supporting roleFocus on what they contribute versus advancing their positionWorks behind the scenes to accomplish outcomesSet aside their own agenda for the good of thecompany/community
Potential WeaknessesCan be uncomfortable when they are singled out for theircontributionTend to back down on issues important to them to not "rockthe boat"May pass on leadership opportunitiesMay be overlooked because they do not promote themselves
Collaborative Commanding
Power
Energizers
Feel includedJoin supportive environmentsWork on team projects
Stressors
Recognize individual achievementsLead involuntarilyBe in egotistical environments
4%of the Population
0/50% of the Team
Words That Work
CooperativeSupportiveTogether
Words That Don't Work
IndividualCommandStatus
47 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Receptive Team CharacteristicsThe following information may be characteristics that are missing or could benefit the current team.
Strengths and Weaknesses
Potential StrengthsConsider themselves an independent thinkerDraw from many systems and ways of thinking to createsomething newOpen to new ideas, methods and opportunitiesSeek new ways to accomplish routine tasksAdopt only aspects of systems if they see a benefit
Potential WeaknessesResist systems or structures being forced on themResist overly structured ways of thinking and approachesQuestion every system and every step in a systemSeek change for the sake of change
Receptive Structured
Methodologies
Energizers
Create new systemsExplore possibilitiesQuestion unnecessary protocols
Stressors
Follow outdated processesWork with restrictionsSupport status quo
11%of the Population
0/50% of the Team
Words That Work
AgileOptionsPossibilities
Words That Don't Work
HierarchyRoutineTradition
48 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Knowledge Overview
1
2
3
4
Instinctive Intellectual
49 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Utility Overview
1
2
3
4
Selfless Resourceful
Sue Anderson
Frank Jones Amanda Doe
50 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Surroundings Overview
1
2
3
4
Objective Harmonious
Frank Jones
John SmithJoe Williams
Amanda Doe
51 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Others Overview
1
2
3
4
Intentional Altruistic
Amanda DoeJohn SmithJoe Williams
Sue AndersonFrank Jones
52 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Power Overview
1
2
3
4
Collaborative Commanding
Amanda Doe
Frank Jones
John SmithJoe Williams
Sue Anderson
53 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Methodologies Overview
1
2
3
4
Receptive Structured
Sue Anderson John SmithJoe Williams
54 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Driving Forces Group Bars
100 75 50 25 0 25 50 75 100Knowledge
40 51
IntellectualInstinctive
100 75 50 25 0 25 50 75 100Utility
18 51
ResourcefulSelfless
100 75 50 25 0 25 50 75 100Surroundings
56 31
HarmoniousObjective
100 75 50 25 0 25 50 75 100Others
92 5
AltruisticIntentional
4
100 75 50 25 0 25 50 75 100Power
44 57
CommandingCollaborative
100 75 50 25 0 25 50 75 100Methodologies
49 51
StructuredReceptive
n = 5
- Indifferent - Situational - Primary - Group Mean
55 Copyright © 1990-2021. Target Training International, Ltd.Samuel Sample
The Bell Curve DefinedUnderstanding how to read a bell curve and standard deviation will enable you to clearly analyze the composition of your team.
For example, if the assessment scores of 100 people are collectedand used in a normal probability distribution, 68 people,representing 68% of the 100 assessment scores, should fall withinone standard deviation of the mean. Thirty four percent will be onestandard deviation above the mean and 34% will be one standarddeviation below the mean. The remaining 32% of people will betwo or more standard deviations away from the mean. Sixteenpercent will be two or more standard deviations above the meanand 16% will be two or more standard deviations below the mean.
The bell curve, known as a normal distribution, is the mostcommon type of distribution for a population. The highestpoint on the curve, represents the highest population ofpeople, or the mean of the group. The standard deviation is anumber used to show how data is spread out from the mean,representing a percentage of the total data collected.
16% 34% 34% 16%
Two or more standard deviations below the mean
One standard deviation below the mean
One standard deviation above the mean
Two or more standard deviations above the mean
56 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Driving Forces Comparison
Driving Forces
Intentional
Commanding
Objective
Intellectual
Resourceful
Structured
Receptive
Collaborative
Instinctive
Harmonious
Selfless
Altruistic
Team A
vg.
92
57
56
51
51
51
49
44
40
31
18
5
S. Anders
on
97
76
33
39
100
0
85
6
29
35
0
0
A. Doe
99
81
68
44
67
50
35
6
31
8
12
0
F. Jo
nes
64
29
14
39
38
47
31
56
38
72
49
25
J. Sm
ith
100
50
83
67
25
79
47
76
50
19
15
0
J. Willi
ams
100
50
83
67
25
79
47
76
50
19
15
0
Mean
49
49
49
53
42
36
47
35
29
36
40
35
Two or more standard deviations below the mean
One standard deviation below the mean
One standard deviation above the mean
Two or more standard deviations above the mean
57 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Behaviors and Driving Forces SummaryBehaviors and Driving Forces can be grouped into clusters, falling into one of three categories: primary, situational, and indifferent.Primary clusters best identify how and why a person will do what they do the majority of the time. Situational clusters show how aperson may react in certain situations. Indifferent clusters highlight areas where a person may be uninterested or needing to adaptto a given situation. Using these clusters in a team setting can identify strengths and weaknesses within the team and may highlightopportunities or a missing component of the team.
PRIMARY CLUSTER
Identifies what a person will dothe majority of the time
INDIFFERENT CLUSTER
Identifies areas where aperson may be uninterested
SITUATIONAL CLUSTER
Identifies how a person mayreact during certain situations
%Percentage of the team with this factor in each cluster
58 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Primary Cluster SummaryBEHAVIORAL PRIMARY CLUSTER DRIVING FORCES PRIMARY CLUSTER
Behavioral Characteristics Team Avg. Mean Driving Forces Team Avg. Mean
Interaction 85 58
People-Oriented 72 64
Customer-Oriented 71 63
Versatile 68 54
Intentional 92 49
Commanding 57 49
Objective 56 49
Intellectual 51 53
CLUSTER STATISTICS CLUSTER STATISTICS
Interaction
60%40%
People-Oriented
60% 20%
20%
Customer-Oriented
60% 20%
20%
Versatile
80%
20%
Intentional
100%
Commanding
40%
40%
20%
Objective
60% 20%
20%
Intellectual
100%
Primary Cluster Situational Cluster Indifferent Cluster
59 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Situational Cluster SummaryBEHAVIORAL SITUATIONAL CLUSTER DRIVING FORCES SITUATIONAL CLUSTER
Behavioral Characteristics Team Avg. Mean Driving Forces Team Avg. Mean
Frequent Change 65 52
Consistent 50 62
Competitive 48 49
Persistence 48 62
Resourceful 51 42
Structured 51 36
Receptive 49 47
Collaborative 44 35
CLUSTER STATISTICS CLUSTER STATISTICS
Frequent Change
60%40%
Consistent
60%40%
Competitive
20%
20% 60%
Persistence
80%
20%
Resourceful
40%
20%
40%
Structured
40%
40%
20%
Receptive
20%
60%
20%
Collaborative
60%40%
Primary Cluster Situational Cluster Indifferent Cluster
60 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample
Indifferent Cluster SummaryBEHAVIORAL INDIFFERENT CLUSTER DRIVING FORCES INDIFFERENT CLUSTER
Behavioral Characteristics Team Avg. Mean Driving Forces Team Avg. Mean
Following Policy 48 61
Urgency 47 43
Analysis 33 54
Organized Workplace 30 53
Instinctive 40 29
Harmonious 31 36
Selfless 18 40
Altruistic 5 35
CLUSTER STATISTICS CLUSTER STATISTICS
Following Policy
60%40%
Urgency
40%60%
Analysis
20%
20% 60%
Organized Workplace
20%
80%
Instinctive
100%
Harmonious
20%
20% 60%
Selfless
20%
80%
Altruistic
100%
Primary Cluster Situational Cluster Indifferent Cluster
61 Copyright © 2006-2021. Target Training International, Ltd.Samuel Sample