1. TM
Individual Map
EXECUTIVE REPORT
S A M P L E R E P O R T

2. TM
Individual Map
EXECUTIVE REPORT
P R O V I D E D B Y
Hiring new employees and managing current
teams to their highest potential are important
and expensive responsibilities. You need a
resource that makes it simple to identify the
unique characteristics of everyone you
manage.
1 2 3 4 5 6 7 8 9 10
Larry’s wiring meets 78% of the characteristics you requested
for candidates being considered in this role.
See Additional Observations on page 5.
SUMMARY
Rational (NT)
Ÿ Logic
Ÿ Future-oriented Ideas
Ÿ Improving Systems and Processes
INTJs
Ÿ Analytical Problem-solving
Ÿ Improving Systems/Processes with Innovative
Ideas
Strategic Thinker
Ÿ Focusing on What Could Be
Ÿ Absorbing and Analyzing Information
Ÿ Stretching Thinking for the Future
Developer Patterns
Ÿ Direct
Ÿ Daring
Ÿ Demanding
Ÿ In Charge
This natural drive for creating and implementing innovative solutions to analytical problems means Larry will thrive
in any positions that:
Ÿ Allow for the use of analytical skills to problem-solve in a challenging environment.
Ÿ Require taking responsibility for implementing ideas to create efficient, innovative systems.

3. TM
Individual Map
EXECUTIVE REPORT
P R O V I D E D B Y
POTENTIAL ROLE CONTRIBUTIONS
Ÿ Develops long term vision, produces new ideas, anticipates what is outside current
knowledge
Ÿ Naturally skilled at absorbing and analyzing information to help your team make better
decisions
Ÿ Avoids "passing the buck"; seeks new or innovative problem-solving methods
POTENTIAL ROLE CHALLENGES
Ÿ May be single-minded or stubborn, not taking sufcient account of current realities
Ÿ May appear to make decisions that are unrelated to the present facts
Ÿ Might have trouble completing high volumes of tasks, inuencing others, or connecting
relationally.
Ÿ May be impatient or unsympathetic
Ÿ May have trouble participating or collaborating with others
Ÿ Might struggle with follow-through and quality control
POTENTIAL LEADERSHIP ABILITY
Ÿ With the right training, Larry’s wiring indicates likely success leading small/medium/large
groups at the direct/indirect levels.

4. The Individual Map from Talent Insights synthesizes three
time-tested and proven assessments evaluating a person’s
individual personality, natural strengths and behaviors.
TM
Individual Map
EXECUTIVE REPORT
P R O V I D E D B Y
I N T J
INTROVERTED
Thoughtful, Reserved,
Independent, and
Focused
iNTUITION
Innovative,
Forward-thinking,
Imaginative, and
Theoretical
THINKING
Analytical, Objective,
Rational, and
Tough-minded
JUDGING
Organized,
Determined,
Dedicated, and
Decisive
INTJ’s are analytical problem-solvers, eager to improve systems and processes
with their innovative ideas.
People with this approach keep us all focused on what could be, constantly
absorbing and analyzing information, they help the team make better decisions
and stretch their thinking for the future.
PERSONALITY
STRENGTHS
BEHAVIOR
1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10
This is a behavioral style motivated by control and personal power to measure their progress
by their achievements and success, maintaining a sense of personal momentum.
Attention to Detail Decision-Making Pace Decision-Making Focus
Unconcerned Meticulous Slow Fast Social Acceptance Logic

5. TM
Individual Map
EXECUTIVE REPORT
P R O V I D E D B Y
POTENTIAL CONTRIBUTIONS LARRY COULD MAKE TO THE TEAM
Ÿ Developing long term vision
Ÿ Producing radical ideas
Ÿ Foreseeing the future
Ÿ Anticipating what is outside current knowledge
Ÿ Focusing on what could be
Ÿ Absorbing and analyzing information
Ÿ Stretching thinking for the future
Potential Challenges Larry Could Bring to the Team
Ÿ May not express appreciation for the contributions of others (particularly where it hasn't been
fully competent)
Ÿ May not delegate enough
Ÿ May need to be reminded people are involved in the tasks to be completed
Ÿ May tend to overuse directness and force of character or authority
These contributions are most helpful when...
Ÿ Radical change is needed
Ÿ Change is a long term activity
Ÿ There are challenging problems to solve
Ÿ A pace-setter for task completion is needed
These contributions may not be effective when...
Ÿ There are immediate dangers
Ÿ The group may not survive in the short term
Ÿ Task completion, rather than innovation, is desired
When Managing Larry
Ÿ Provide a logical, efcient, structured, and analytical environment, with colleagues who are
competent, intelligent, and productive
Ÿ Allow use of analytical skills to problem-solve in a challenging environment, and to take
responsibility for implementing ideas to create efcient, innovative systems
Ÿ Provide support for new solutions or implementation of ideas for improvement
Ÿ Do not require too many unexpected events to be dealt with
Ÿ Allow some alone time
Ÿ Help identify other methods of achievement besides force of character
TEAMING WITH OTHERS

6. TM
Individual Map
EXECUTIVE REPORT
P R O V I D E D B Y
Once the three-part assessment has been completed, Talent Insights
Analysts develops customized interview questions tailored to the job
duties and characteristics you specify for the position being filled. We
then blend those with the candidate or employee’s wiring to create
questions that draw out the most authentic response.
The Executive Report highlights the most pertinent information gathered during the conducted
Structured Interview. Talent Insights’ uniqueness is in the sum of the assessment and
Structured Interview findings. Together, you get greater information than the sum of the parts.
Hire better. Manage smarter. At an affordable price!
Call Us Today (800) 601-5320
The following questions were addressed in Larry’s 15 minute Structured Interview (Day - mm/dd at ##pm). These
questions reect natural areas of struggle for a person with Larry’s temperament, strengths and behavior prole. The
questions are designed to determine this candidate’s awareness and openness to modifying less effective behavior in
order to become more successful in the workplace.
We recommend:
Ÿ You listen to the interview
Ÿ Evaluate Larry’s responses to determine how those responses reect an ability to be successful in your organization
and the responsibilities assigned
Structured Interview Questions
(NOTE: The bulleted information in blue italics gives the reason for the question being asked. It is intended
to aid you in listening to the candidate’s response.)
1. Have you had a chance to read through the report? Do the results seem like an accurate description of you?
Ÿ The goal of this question is to establish if the candidate has taken the time to familiarize themselves with the report and if they
are in agreement with the results.
2. Tell me about the last time you showed appreciation to a co-worker for lending a hand. What was the occasion? What did you
say? How did they react?
¡ IMPACT ON OTHERS
High Scoring Answer: Listen for answers that reveal...
• (Awareness) an awareness that the participant needs to consider the consequences and impact a decision or
comment may have on another person,
• (Consistency with Wiring) an acknowledgment that the participant can steamroll others with strong
convictions, and
• (Teachability) an understanding that the participant will be most effective when trying to be persuasive in the
approach rather than being unyielding, forceful or critical.
Low Scoring Answer: Listen for answers that reveal...
• (Awareness) an unawareness that the participant's need to intentionally consider the consequences and impact
a decision or comment may have on another person is somewhat unique,
• (Consistency with Wiring) a denial or dismissal that the participant can steamroll others, and
• (Teachability) an excuse or defense of the participant's lack of tact and diplomacy, often speaking too forcefully
and directly, due to the participant's own ability to be objective when being criticized.