About this report

The results shown in the Activation assessment below are grouped into five parts.

The report begins with an exploration of Kim’s 'external rewards'. These three preferences (Material Reward, Career Reward and Social Reward) reveal the mix of influences from outside of Kim, which move them to take action.

Next, we’ll display five 'internal drives' - A Person, A Producer, A Helper, A Catalyst and Pressure of Time - each of which plays its part, not only on Kim’s potential on-the-job performance but also in the way they rate their personal satisfaction with whatever they’re doing.

To create an even more complete understanding of Kim’s activators, we delve into three separate 'focus contexts': the past, the present and the future.

Finally, we’ll complete the picture by showing Kim’s self-perception of their progress towards their own personal goals.

Results for Kim Lee

Notes about the first three factors

Remember, Material Reward, Career Reward and Social Reward are concerned with rating and comparing three external or ‘extrinsic’ rewards. The main significance of these factors is that they’re usually beyond the direct control of those who seek them. It’s likely that, as with most people, Kim has to “earn” these rewards from their environment. As their circumstances change, so their desire for these rewards will be changing, and these factors simply represent where things stand as of now.

• When it comes to Material Reward, Kim they are strongly influenced by the prospect of financial gain and other material benefits. They will certainly expect these as a return on their investment of personal resources, whether those resources involve the input of their time, effort, money or otherwise.

• Kim is ambitious about Career Reward, and should respond well to the prospect of a leadership role, a worthwhile place in a group, team or organisation, or perhaps involvement in managerial decision making.

• Kim is a person who actively seeks to develop relationships and friendships, as this provides them with a sense of Social Reward. They will respond to a friendly environment and a consistently warm approach. Without it, they could be left feeling unwanted or left out. Keep in mind that social rewards can come from negative attention too (for example social media or simply the attention gained from being a Catalyst, the preference for which is shown elsewhere in this report).

Notes about the next five factors

Feelings, and how we arrive at them, are a complex area. As a way of addressing that complexity, and to allow Kim the space to keep their feelings private, we examine five intrinsic recognition drivers, which report on Kim’s need for recognition as: A Person, A Producer, A Helper and A Catalyst. Also in this group is Pressure of Time, which depicts Kim’s need to gain recognition for meeting time pressures.

• Kim responds very favourably to acceptance as an equal and to recognition as A Person - of who they are rather and not just the role they play or the work they do. A person of high self esteem, they think highly both of themself and of other people.

• Kim sees themself as A Producer. They get satisfaction from work itself, and from getting results. They respond well to open recognition of their achievement and their commitment to tasks.

• Kim will be responsive to requests for help or support and to opportunities to serve others. As A Helper, if the need is great enough, they’ll change their priorities for others, and may also take on their responsibilities if asked.

• Something of A Catalyst, they respond to difficult tasks and challenges by working to set their own objectives and priorities, and to choose their own work methods. Kim needs to feel that they have freedom to operate.

• They are moderately responsive when it comes to the Pressure of Time. Deadlines and priorities will push Kim along as they seek to meet their time commitments.

Focus of Activation

The next three behaviours, Focus on Past, Focus on Present and Focus on Future, help to place activation into a context, by reporting Kim’s orientation to past, present and future events.

• Kim spends a moderate amount of time thinking about the past. For some, too much Focus on Past can divert energy from what is happening here and now, or from planning for the future. Kim’s Focus on Past may be desirable and effective, but this - as with all behaviours - depends on the situational context.

• With regard to their Focus on Present, Kim pays attention to the events and issues of the day, and they take action to keep on top of things as they happen.

• Looking at the final factor in this ’time’ grouping, it’s apparent that Kim puts only a moderate amount of time into thinking about what might happen in the future. Rather than Focus on Future, they choose to orient themself towards Focus on Past and Focus on Present.

The final factor

The report’s last factor, Headway, examines perceived ‘life position’, offering insight into how Kim perceives their progression when it comes to things like, for example, "Where have I come from – how did I get here – where am I now – where am I going – how do I get there – will I get there?"

• Lastly, on Kim’s self-perception of Headway: they have a plan for their future and a measure of confidence that they’ll achieve their personal objectives by following a particular course of action.