INTERPRETING CAREERGRAPH

This information provides insight on the attributes that have been depicted in the Report to help identify your unique personality characteristics, and describe the behaviors and their effects in a wider scope for better understanding and interpretation of the CareerGraph Report. The information provided below is generic and does not ascribe to any particular person or characteristic; it is meant to be read in conjuction to the insights provided in the report.

CareerGraph uses it’s proprietary 7AS (7 Attribute Scale) to find an individual’s scale of operability in the working world and with particular focus on an ideal corporation. While individual policies may differ, we have taken a broad consensus on acceptable scales, behavior norms and work culture as the median to consider your fitment. We again seek to assure you that there is neither a perfect corporation, nor a perfect individual. Hence fitment is just like a nutbolt with five to six sides fits into a round role, thanks to it’s circular grooves. That’s fitment.

Now let us look at the Behavior attributes (alphabetically) we cover in our Report;Ability to foresee and articulate ideas over a longer time horizon.

Click here to see Description

Attributes Description
Aggression Quotient Ability to fight and see through the end of a deal or project in the face of obstacles and challenges.
Creativity Ability to imagination or ideas to create new content, visuals or design projects.
Decision Making The ability to solve complex problems and issues that require logical thinking and creativity beyond the rule book.
Emotional Stability This deals with your capability to handle pressures at the workplace and maintain a balanced and calm mindset in the face of mental and emotional turmoil.
Handling Conflict The ability to handle differences in a healthy and productive fashion and without bias.
Innovation Ability to think critically and apply or ideate change or alter requirements for existing or new markets and products or both articulated and unarticulated needs and/or structures.
Learning Quotient The capability and capacity to be on a continuous learning curve at work and in life.
Morality The ability to distinguish between right and wrong conduct for self and others.
Negotiation Ability to use diplomacy and tact to positively conclude and settle deals and differences.
Openness Ability to cooperate and collaborate with diverse teams and people with no moral bias.
Resourcefulness Ability to deal with limited resources and capabilities for reaching time-bound outcomes.
Self Esteem One’s subjective evaluation of one’s own worth.
Team Management Ability to coordinate a group of individuals to perform a defined task.
Team Player Ability to communicate and execute work with people towards attaining goals.
Vision Approach Ability to foresee and articulate ideas over a longer time horizon.

Let us showcase the components of a KRA (Key Result Areas) in a standard job role to highlight fitment better:

Table 1: KRAs(Key Result Areas) Vs Weightage
Parameter Weightage
Preferred Bachelor’s degree in any stream 8%
Process & Quality Oriented 10%
100% Attendance 8%
Excellent Typing Skill 8%
Basic computer skills 8%
Must work in shifts/weekends 10%
Good command of written and spoken English 10%
Listening &comprehending ability 10%
Maintain safe and clean working environment by complying with procedures, rules, and regulations 8%
Empathetic, Patience, Polite 4%
Time Management skill 4%
Submissive & follow instructions 4%
Hardworking 4%
Should be able to work with a Team 4%
Total 100%

The top 10 attributes that would be critical to employment by 2020 as per World Economic Forum are


Critical Problem Solving

Critical Thinking

Creativity

People Management

Coordinating with others

Emotional Intelligence

Judgment and Decision Making

Service Orientation

Negotiation

Cognitive Flexibility

Here is a graph from Prof.David Heming from Harvard University on the change in job roles from 1980 to 2012.

These attributes form the core for a junior to middle level job role in most organisations structured to deal with either ideas, data, machines or people or all of them together.

The temperament is shown in four colour blocks. Orange for warmth, Blue for a cool and calm temperament, Yelow for earthy/rustic and Green for practicality. Read the comments provided below the colour blocks to heed our suggestions for you. In any case, being thoughtful, practical, patient and calm-headed can never go wrong in whatever job role suits you

Orange – Jobs in Media, Agriculture and Arts & Crafts are highly recommended for you.

Blue – Communications, Sales & Marketing, Healthcare/Medicine and Law are recommended for your temperament.

Yellow – Back Office jobs or those related to research, teaching or social work are most suited for your temperament.

Green – You will do good as entrepreneurs, product developers or Finance/Risk & Management role bearers.

Let us look at the Behavior Attributes described in the Report:

Aggression has a clear connect with emotional stability and intelligence. Aggression as a behaviour is ingrained in human beings as a means to defend. However, the use of aggression can be classified into job roles and also into measurable scales. Too much aggression is never an option, while being too meek and not determined in not in the right spirit of intelligence or emotional stability. Fighting our fears is based on whether we are aggressive enough to overcome them. We might have often heard this from a friend; Do this or I won’t be your friend anymore. This social aggression is part of our everyday lives and is a test of your principles vs. emotions through these kind of statements. Aggression is more often the result of preconditioned frustration. Here is why emotional stability can help overcome aggression.

Aggression can be classified into four levels;

Passive (flight) | Manipulative | Harmonious Aggression | Aggression Assertive (Physical)

Harmonious Aggression is the best level to be as it reinforces positive energy while manipulative aggression is akin to the example of social aggression provided above.

Creativity is defined as the tendency to generate or recognize ideas, alternatives, or possibilities that may be useful in finding solutions to problems, communicating, entertaining and viewing things from a different perspective. While every human being has this quality, some of the traits of creative personalities are as follows;

  1. Creative individuals have a great deal of energy, but they are also often quiet and at rest.
  2. Creative individuals tend to be smart, yet also naive at the same time.
  3. Creative individuals have a combination of playfulness and discipline, or responsibility and irresponsibility.
  4. Creative individuals alternate between imagination and fantasy ant one end, and rooted sense of reality at the other.
  5. Creative people seem to harbor opposite tendencies on the continuum between extroversion and introversion.
  6. Creative individuals are also remarkable humble and proud at the same time.
  7. Creative individuals to a certain extent escape rigid gender role stereotyping and have a tendency toward androgyny.
  8. Generally, creative people are thought to be rebellious and independent.
  9. Most creative persons are very passionate about their work, yet they can be extremely objective about it as well.
  10. The openness and sensitivity of creative individuals often exposes them to suffering pain yet also a great deal of enjoyment.

The concept of a decision-making process is a cognitive process that leads to effective management of available alternatives to arrive at effective judgments. Decisions should be the result of rational and deliberate reasoning. Plato argued that human knowledge can be derived on the basis of reason alone using deduction and self-evident propositions. Aristotle formalized logic with logical proofs where someone could reasonably determine if a conclusion was true or false.

Decision making has typically 7 steps starting with identifying the problem. Next one needs to gather data and/or information to find the right alternatives for solving the problem with multiple solutions and testing them against the multiple alternatives to arrive at the most effective solution. Most job roles today require a certain decision making capability as jobs today involve not only execution but more often than not, finding the right approach first in executing the task. Problem solving and logical thinking are two core skills that have a direct correlation to Decision making.

The ability to handle stress and remain calm and balanced is emotional stability. This attribute tests your reaction to negative events and thoughts and how it affects you in your role as a team player or manager. Everyone is affected by fears and challenges, but the reaction and capability to balance it out is key to success in life and the workplace. One of the key factors in emotional stability is a competency called logical thinking. Logically thinking, no incident affects us forever, unless we decide to let it affect us. As they say, anyone who hasn’t failed hassn’t tried hard enough. While failures and setbacks are part of any journey, be it personal or professional, our capability to handle it using practice and logical thinking can bring about a higher maturity and balance. This is a key trait nowadays employers and Hiring Managers look for in any employee across domains and skill sets.

The role of conflict management is to reduce negative outcomes while increasing learning and goal achievements. Conflicts can happen between to strangers and also between two friends of groups well known to each other. Every conflict can result into either a lose-lose, lose-win or win-win, the last being the best way to handle conflicts. Handling Conflict is based on Aggression quotient and can be classified as;

  • Competing
  • Collaborating
  • Compromising
  • Avoiding
  • Accommodating

To be a good handler of conflicts, one needs to imbibe these 5 steps:

  • Identify the source: Every conflict is based on a source of information. It is important to remove the noise and look at data to unravel the cause and effect analysis. Use your situational judgment trait here.
  • Look beyond the flashpoint: Every flashpoint of a conflict is the result of a smaller perspective difference which could be the root cause or a difference in the interpretation of information.
  • Team Management: There are always two teams in a conflict. Managing the teams issues with emotional and information based outcomes is always the best way to manage harmony and justice.
  • Identify meeting points: Both parties will have some meeting points, which could be ideas or agreements with regard to the conflict where both agree. This is key to bringing both to the discussion table. Logical reasoning attribute helps here.
  • Reach consensus: No conflict is resolved until both parties leave with shaking hands and/or agreeing to the consensus arrived at. Political and international disputes take time to resolve, but shaking hands ensures the door open for the next round of discussions towards a final resolution.

In order to innovate, you have to beat the gravity of success. This is what innovation is; it is a cycle of continuous motivation, improvements and creativity that innovative behaviour is all about. Innovation is today’s buzzword across all spheres of human existence, be it the ecology, business, economy or behavioural sciences. Innovation in behaviour helps understand and experience how individual behavior leads to emergent system effects, and also why hidden barriers obstruct innovation. Creativity, Self esteem and decision making have been found by researchers to be the key factors for innovation.

Learnability is the desire and ability to grow and improvise one's learning to remain employable throughout their working life. This attribute measures the aptitude to learning to push us to progress in life and the human race. Continuous learning not only enhances our capability to grow and expand our skills, it also ensures higher attractiveness as a person and as an employee or employer. The three quotients to gauge learnability are adventurous, creativity and pursuit in education

Morality is the self-judgment between right and wrong. This also leads us to the understanding that morality would have different perspectives in different cultures and societies. What is moral might be considered highly immoral in a different geography. One of the examples for this is our attitude towards clothing. Morality however in a general sense includes traits like honesty, fairness and conscience. Morality is different from ethics. Ethics is morality within a defined framework of rules and regulations; hence morality is the bigger picture. Moral reasoning, which is more attuned to our Report is the cognitive response towards defining actions as right and wrong. This could be affected due to childhood socialization but can be improved and corrected. This is a highly coveted trait as you rise through the ranks, be it in music and arts, sports or at the workplace. A correct sense of morality ensures better decision making skills, superior team management capabilities and neutral behaviour as a leader when faced with negotiations and conflict

Negotiation is the art of having your words spoken by the other party. In contrast to handling conflict, the differences are as follows;

  • Negotiation does not mean there is a conflict. It is a means to reach a win-win outcome for both parties.
  • In a conflict where you are the Adjudicator, in a negotiation, you are one of the parties.

To achieve the desirable outcome in a negotiation, keep in mind the following;

  • Prepare for the objections and information supporting your side of the argument.
  • Discuss the mutual benefits both parties stand to gain by concluding the agreement.
  • Clarify the goals that would lead to a win-win scenario for both parties.
  • A good negotiator must be a patient listener, must have good communication and articulation skills, be able to maintain emotional stability and be able to handle conflict in case the discussions are leading to aggressive responses.

Openness as a behaviour trait is connected with our willingness to experience or seek out new, unconventional and unfamiliar experiences to help adapt and imbibe both mental and physical capabilities that hitherto unexisted in their full prime. Openness has been positively correlated with intelligence as it helps open up newer boundaries and experiences that enhance capability and judgment. Openness is also considered the mother of creativity. Inhibition, a trait that sometimes closes our cognitive experiences of differences, are more receptive in case of people having higher scores in openness.

Using and applying knowledge and skills in planning, organizing, decision making, and problem solving are the building blocks of resourcefulness. Academic scores are no indicator of high resourcefulness. The ability to process information and use both emotional and cognitive patterns to find solutions is key in being highly resourceful. This requires being objective to the challenge and finding solutions that are equally long term. Innovation and creativity alongwith skills are the biggest assets in resourcefulness. As the saying goes, success comes not from what you have, but how you utilise them.

Self esteem is the measure of one’s self-worth. High self-worth not only makes us more confident, but also builds in higher resilience. However, it must not lead to narcissism. To be able to bring in positive self-assurance in the face of fears and anxiety is not easy, but practically possible. One important factor is understanding your strengths and building them further higher to overcome challenges. Self esteem teaches us that noting is difficult, it’s all about how we handle it as a challenge. Giving up and brooding are the biggest negative factors in self-esteem. Remember to remain positive, celebrate small joys, focus on your goals and change yourself to being more positive every day.

People often confuse Team Management with leadership; while it is a leadership trait, we manage teams right from childhood years. Remember the Class Monitor role when you were a kid? This attribute tests your capability to manage diverse sets of individuals with varying interest and skill levels. This is true more often than not, we do not decide the people on the team, but need to manage and encourage them in achieving a goal under a unified identity. Team management requires the capacity to remain neutral, care for team players, understanding of the goals and skill sets of each potential, firmness of judgment and drive for results. Communication, morality, negotiation skills, decision making are some of the key attributes that affect team management capabilities.

Every workplace or social organisation is a sea of humanity. Being able to work harmoniously, trust each other and stand together is what team player qualities are all about. Team player competencies come from the ability to perform as a group. And one of the key factors is communication. There are four dimensions to success as a Team Player; Identity: As a team player, one needs to have a singular identity.

  • Identity: As a team player, one needs to have a singular identity.
  • Communication: To be able to communicate and convey meaning and information.
  • Performance: Reaching consensus on contributions made towards the goals and objectives.
  • Regulation: Being able to define boundaries, negotiate conflicts and collaborate.
  • Emotional Stability: Needs lots of patience dealing with persons with diverse complexities.

As a part of decision making and one of the toughest core competencies in leadership is the Vision Approach. The American Institutes for Research states that vision is not “a prophecy, a mission, factual, true or false, static, or a constraint on actions” and warns against the tendency to become overly attached to a particular vision or philosophy. A vision approach changes and evolves over time in response to changed circumstances. The first step in Vision approach is developing a Personal Vision plan. To do so, do the following;

  • Complete the assessment.
  • Identify your core strengths and attributes you are good at.
  • Analyse and understand from others what they think about you.

Identify and improve upon some key leadership skills that are most important for Vision approach;

  • Communication skills
  • Interpersonal skills
  • Team Management skills
  • Integrity
  • Technical knowledge about varied subjects
  • Write an action Plan. We have provided a specific space at the end of the Report.
  • Now write down your goals at the end of the CareerGraph Report the SMART way;
  • Specific: Set goals that answer the who, when, what, why of your vision.
  • Measure: Accomplishment can be attained only if they can be measured. Set vision for your action plan by defining the measures and outcomes in quantifiable terms.
  • Approach: You are the best judge to define what is attainable in a singular lifetime. However, all of what you define can be attained if we set about the right path and approach.
  • Reality: Setting a personal vision requires reality to be deeply embedded in it. Setting a goal of reaching Jupiter may not be realistic in the first place!
  • Time: Every action should be set to be achieved within asset time frame. If not, abandon and go forward for the next. One needs to be highly pragmatic about setting time limits to their vision.

CONCLUSION

By now you must have got an understanding of the inherent thrust of analysis which PexiScore Careergraph has set out. Remember, everything (including the tiniest microbe) on this planet/creation has its own role to play on this planet/creation. Have confidence in your self. Press on regardless for the sky and beyond is the limit!!!

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