A quick guide to help you through some terminologies ...

When reading through self-development reports such as 360, MBTI, NEO, DiSC etc. it is good to have an understanding of some of the terminologies used …

BEHAVIORAL COMPETENCIES

ACTION ORIENTED

Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm which support the overall goal.

ATTRACTS TOP TALENT

Attracting and selecting the best talent to meet current and future business needs which is a major quality to have in a leader.

BALANCES STAKEHOLDERS

Anticipating and balancing the needs of multiple stakeholders in order to avoid surprises and unnecessary errors..

BEING RESILIENT

Rebounding from setbacks and adversity when facing difficult situations which happens frequently. The ability to bounce back easily and/or to be flexible makes a big part of a great leader.

BUILDS EFFECTIVE TEAMS

Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals are a very important skill to have as a modern leader.

BUILDS NETWORKS

Effectively building formal and informal relationship networks inside and outside the organization so that alliances can be established with various stakeholders.

BUSINESS INSIGHT

Applying knowledge of the business to advance the company’s goals so that trends and shortcomings can be anticipated early.

COLLABORATES

Building partnerships and working collaboratively with others to meet shared objectives and to check in in regards to company goals and targets.

COMMUNICATES EFFECTIVELY

Developing and delivering communications that convey a clear understanding of the unique needs of different audiences and being able to adapt to different styles of communication.

COURAGE

Stepping up to address difficult issues and saying what needs to be said with the necessary respect when conveying a tough message.

CULTIVATES INNOVATION

Creating new and better ways for the organization to be ahead of the curve in terms of innovations in order to be successful.

CUSTOMER FOCUS

Building strong customer relationships and delivering customer-centric solutions without losing focus of the internal customers.

DECISION QUALITY

Making good and timely decisions that keep the organization moving forward while at the same time challenging the status quo whenever needed.

DEMONSTRATES SELF-AWARENESS

Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses and working on those respectively.

DEVELOPS TALENT

Developing people to meet both their career goals and the organization’s goals.

DIRECTS WORK/DELEGATES

Providing direction, delegating, and removing obstacles for their team mates to get work done.

DRIVES ENGAGEMENT

Creating a climate where people are motivated to do their best to help the organization achieve its objectives. Actively asking open questions.

DRIVES RESULTS

Consistently achieving results, even under tough circumstances.

DRIVES VISION AND PURPOSE

Painting a compelling picture of the vision and strategy that motivates others to action.

ENSURES ACCOUNTABILITY

Holding self and others accountable to meet commitments.

BUSINESS ACUMEN

Interpreting and applying understanding of key business indicators to make better business decisions.

GLOBAL PERSPECTIVE

Taking a broad view when approaching issues, using a global lens.

INSTILLS TRUST

Gaining the confidence and trust of others through honesty, integrity, and authenticity.

INTERPERSONAL SAVVY

Relating openly and comfortably with diverse groups of people.

MANAGES AMBIGUITY

Operating effectively, even when things are not certain or the way forward is not clear.

MANAGES COMPLEXITY

Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.

MANAGES CONFLICT

Handling conflict situations effectively, with respect and the common goal in mind.

AGILE LEARNING

Actively learning through experimentation when tackling problems, using both successes and failures as valuable learnings.

OPTIMIZES WORK PROCESSES

Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.

ORGANIZATIONAL SAVVY

Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.

PERSUADES

Using compelling arguments to gain the support and commitment of others.

PLANS AND ALIGNS

Planning and prioritizing work to meet commitments aligned with organizational goals.

RESOURCEFULNESS

Securing and deploying resources effectively and efficiently.

SELF-DEVELOPMENT

Actively seeking new ways to grow and be challenged using both formal and informal development channels.

SITUATIONAL ADAPTABILITY

Adapting approach and demeanor in real time to match the shifting demands of different situations.

STRATEGIC MINDSET

Seeing ahead to future possibilities and translating them into breakthrough strategies.

TECH SAVVY

Anticipating and adopting innovations in business-building digital and technology applications.

VALUES DIFFERENCES

Recognizing the value that different perspectives and cultures bring to an organization.

TRAITS

ADAPTABILITY

Comfort with unanticipated changes of direction or approach.

AFFILIATION

A preference for aligning with a larger team or organization toward a common goal.

ASSERTIVENESS

The degree to which a person enjoys taking charge and directing others.

COMPOSURE

The ability to stay calm and poised in stressful, difficult, or ambiguous situations.

CONFIDENCE

The degree to which a person is convinced that they control the course of events in their life.

CREDIBILITY

The degree of consistency between a person’s words and actions.

CURIOSITY

The extent to which a person is likely to tackle problems in a novel way, see patterns in complex information, and pursue deep understanding.

EMPATHY

Being attuned to others’ feelings, motivations, and concerns.

FOCUS

Preference for organization, procedure, and exactitude.

HUMILITY

The degree to which a person is seen as courteous, free from self- absorption, and easy to get along with.

INFLUENCE

The ability to motivate and persuade others.

NEED FOR ACHIEVEMENT

A tendency to work intensely to achieve and exceed difficult standards.

OPENNESS TO DIFFERENCES

A desire to consider and explore differences in perspective, thought, and experience of people from a variety of backgrounds.

OPTIMISM

The degree to which a person tends to disregard disappointment, is satisfied with who they are, and expects the future to be bright.

PERSISTENCE

A tendency toward passionate and steadfast pursuit of personally valued long-term or lifetime goals, despite obstacles, discouragement, or distraction.

RISK-TAKING

A willingness to take a stand or to take chances based on limited information.

SITUATIONAL SELF-AWARENESS

Maintaining broad, receptive, and non-judgmental attention to present experience.

SOCIABILITY

The natural inclination to engage with and interact with others.

TOLERANCE OF AMBIGUITY

Comfort with uncertain, vague, or contradictory information that prevents a clear understanding or direction.

TRUST

An expectation of honesty and forthrightness on the part of oneself and others.

DRIVERS

AUTONOMY/INDEPENDENCE

The right to decide and follow your own initiative. How much direction do you need versus how important is it for you to be your own boss?

BALANCE

Motivated to integrate work and life in a sustainable, enjoyable, and meaningful way. On the contrast: How do you feel when you are unbalanced? What brings you out of balance and what do you need to be in balance?

BELONGING/FEELING LOVED/INTIMACY

The feeling of belonging to a system, feeling loved and cared for. That could also mean that you might value deep conversations, having meaningful exchanges about topics that matter to.

CHALLENGE

Motivated by achievement in the face of tough obstacles. Are you happy with goals that are easily achievable or do you strive for the goal that nobody has achieved before you?

COLLABORATION

A preference for work-related interdependence, group decision making, and pursuing shared goals. How much do you shy away from conflict in order to keep the collaboration smooth? How much do you welcome healthy conflict?

MEANING/PURPOSE

Having intrinsic motivation. Believing in something and/or following your personal “north star” that gives you satisfaction when reaching it.

NOVELTY

Being motivated by change and getting satisfaction out of new challenges that break up your routine.

PERSONAL GROWTH

Learning, studying, challenging yourself in order to grow yourself in terms of business or personality in order to achieve higher goals and to develop yourself.

POWER

Motivated to seek influence, recognition, and increasing levels of responsibility. What are you willing to do to get power or are you rather shying away from power? What is a healthy level of power for you in your environment?

SECURITY/CERTAINTY

The need for stability that provides a certain feeling of calm. What is it that you need to be content? What is it that you need to feel reassured in what you are doing is right?

STATUS

Status can be seen as a social or professional position within a system which could be in your family, in your work environment as well as in any other social environment like sport clubs etc.

STRUCTURE

A preference for process- oriented, structured, and stable work environments. If structure is your driver, are you aware what your triggers are? What level of structure do you like and what level do you need?