Saturday Special: Walking the fine line between insanity and genius: inside the mind of Benji Hardcore

Psychometric testing results for my good self, I got these last year and shared them on facebook for a bit, and I thought I'd share them again. lovely.

Trait Analysis;


Permanent Traits

These are traits common throughout Mr Williamson's profile, suggesting that they are often seen in his behaviour, and are also likely to influence his attitudes. Mr Williamson's profile indicates the following permanent traits:
Self-Confidence
Friendliness
Enthusiasm
Social Orientation
Assertiveness
Persistence


Transient Traits

These are traits that Mr Williamson seems to feel are appropriate to his current working conditions, and so is emphasising in his behaviour. Transient traits, as their name suggests, tend to represent short-term adaptations. Mr Williamson's profile indicates the following transient traits:
Independence
Self-Motivation


Potential Traits

These are traits that are native to Mr Williamson's personal style, but that he does not seem to feel are appropriate to his current working conditions. These traits are likely to appear from time to time, for example under pressurised conditions. Mr Williamson's profile indicates the following potential traits:
Patience
Cooperativeness
Technical Potential


Inactive Traits

These are traits that are not normally seen in any aspect of Mr Williamson's behaviour. Though these types of behaviour are not completely absent from Mr Williamson's style, it will be relatively unusual to see him follow these patterns of behaviour. Mr Williamson's profile indicates the following inactive traits:
Sensitivity
Objectivity
Thoughtfulness
Accuracy
Efficiency

Overview
Mr Williamson's profile describes a confident and outgoing individual who enjoys the company of other people. He has a persuasive, open approach to others, and can be expected to develop interpersonal relationships relatively easily. His levels of self-confidence mean that he rarely doubts his abilities in a social situation, although he may find it a little harder to deal with practical or impersonal circumstances.

Mr Williamson's communicative and open style means that he tends to be quite trusting of others, or at least confide information more readily than many other types. Because of his social orientation, he looks for acceptance from others, and works at his best where he receives positive feedback from his colleagues.
Behavioural Adaptation
The emphasis of Mr Williamson's behavioural adaptation is very definitely associated with the social side of his work. It is clear that his current circumstances require reserves of personal confidence and extroversion beyond what is normally natural to him. Shifts of this kind often indicate that a candidate is spending more time presenting a cheerful, outgoing style than perhaps he feels entirely comfortable with.

Advantages
Mr Williamson's confidence and self-assured nature make him a good communicator, and successful in dealing with other people in most situations. He is naturally open and expressive (though not to the detriment of others' viewpoints) but his real strength in a business sense is his persuasiveness. He has an ability to make others feel at their ease, and can adapt himself successfully to the needs of most social situations.

Disadvantages
Mr Williamson's self-confidence means that he is ready to take a risk when a suitable opportunity presents itself, but he is not a naturally analytical individual, and his assessment of risks may at times be based on an instinctive judgement, rather than a detailed investigation. This element of his behaviour extends into his communication style, and his confident openness means that he tends not to employ tact or diplomacy in communication with others.

Communication Style
Communication is probably the most important aspect of Mr Williamson's style, as his outgoing and sociable style indicates. He is extrovert and relatively enthusiastic, and able to adapt to most social situations. His self-confidence lends him considerable powers of persuasion, and his openness to others' viewpoints makes them feel relaxed in his presence.

His communicative style is important to his motivation and self-esteem. He will want to feel that he is on good terms with others and avoid confrontational situations. This can be expected to give him a generally optimistic and trusting outlook.

Decision Making
Mr Williamson's focus lies in the realms of social contact. For him, therefore, a key aspect of decision making is the question of a decision's popularity or otherwise. This is by no means to say that he ignores more pragmatic considerations, but he will rarely make a decision that will cause unhappiness and hardship for other people, especially his own acquaintances or colleagues.

Organisation and Planning
Personable and open, Mr Williamson's responses will tend to be immediate and unpremeditated. His enthusiasm and exuberance mean that he seldom spends time compiling detailed plans, nor does he feel bound by them. Order, organisation and formal discipline could not be considered to be high priorities for Mr Williamson.

Motivation
The lack of definition in Mr Williamson's underlying style makes it extremely difficult to describe his motivating factors. This fact in itself, however, is a strong indication that he is not well motivated at present (assuming, that is, that the compressed profile shape derives from his behavioural style).

Managing Style
As a manager, under the right conditions, Mr Williamson can be an effective representative of his team. His friendly and enthusiastic demeanour makes him a more than competent communicator, and he is usually found to be popular among the members of the group he leads. His preference for maintaining a positive and informal atmosphere, however, may server to undermine his authority somewhat. His approach to management will generally be more suited to working in open and favourable environments.

Style of Management Required
The element of Mr Williamson's profile that relates to his working style is generally undefined, an effect that is usually found to be rooted in an uncertainty of his position. The priority for his manager will be to investigate the possible sources of this uncertainty with him, and attempt to clarify the structure of his role as far as possible.