It measures the ability to do short- and long-term planning at work, including in the departments one has the responsibility to manage, with a view of reaching objectives. The high score demonstrates a good ability to organise and prioritise, order and precision, and a clear idea about the future (where we want to get to). The low score shows disorganisation and confusion in terms of daily activities, sometimes inaccuracy.

An essential skill for management roles.

It shows the level of ambition, belief, self-esteem and personal motivation needed for setting high goals. It measures one’s willingness and commitment, their confidence that they can perform well in the job. It also hints about the ability to inspire others.

A must-have skill for every leader.

It indicates possible sources of anxiety and distraction in one’s environment caused by people that, for example, oppose their goals, act in an inappropriate or demotivating way towards them, creating disharmony around them. It is the presence of toxic people who drain your positive energy.

Vital for every person above all.

It measures one’s reliability, persistence, conscientiousness and personal responsibility.
In fact the definition for conscientious comprises of 3 parts:
– showing personal responsibility, not abandoning what has been handed over;
– guided by principles, i.e. completing things even if at the cost of sacrifice and discomfort – not because they enjoy it, but because they know it must be done;
– finishing what they start, accurate and diligent rather than superficial.

An essential characteristic for all positions, including those in finance.

It identifies one’s strong intention and ability to face others in an open manner. It measures their level of confidence, clarity and determination when it comes to asking something of others. Authority, negotiation skills and a high level of conviction. People with high assertiveness go straight to the point. People with low scores tend to think long and hard what to say, skirt around problems, ask hesitantly or do not ask at all.

An essential skill for management roles.

It measures one’s predisposition for sales – their ability to persuade and sell (products, services, ideas).
It indicates one’s ability to excite people, to attract and enthuse them and get them involved in projects (or get them to adopt their ideas).

An essential characteristic for salespeople.

It measures one’s ability to develop and motivate the people they manage and to make them autonomous and confident. It shows their ability to make the team feel good, to leave them in a better mood after every encounter. The one characteristic, a litmus test, for an individual’s readiness to step into a managerial role.

An essential characteristic for management roles.

It measures the extent to which a person thinks they can influence the environment they are in, the situations and the people that surround them (i.e. the tendency to be solution-orientated); or on the contrary, it shows if they are impacted by these same environment, situations and people (i.e. the tendency to use excuses and feel out of control over what is happening).

An essential skill for management roles.

It reflects one’s ability to build quality long-term relationships and perceive the needs of others. A person with a high level of tolerance is able to sense the needs and mood of the people around them, whereas the low tolerance levels mean they are likely to create misunderstandings or miss out on the real needs and desires of others, especially when they have not been clearly articulated.

An essential skill for management roles.

It measures one’s willingness and ability to approach strangers and to make them feel at ease by creating a pleasant and warm atmosphere.

An essential skill for salespeople.

It measures the extent to which a person is consistent in what they do. It is an important characteristic which can show the effort, financial resources and time that will be required to develop them.

It assesses one’s financial situation both through some objective questions as well as with questions that aim to explore the attention a person pays to this area of their life – it provides key insights into one’s ability to manage money.

An area of crucial importance for company owners and managers.

It measures one’s perception of their professional success in the past. It offers essential data regarding their consistency and achievements in previous jobs.

This shows the level of match between one’s values and principles and those of the company; it also gives some indication the extent to which they are with the company only for the material benefits.

The core source for this index is not a mere characteristic, but it stems from the idea that leadership is spiritually driven or essentially a grand responsibility that an individual has taken on. What is included here is the natural ability to be the centre of attention (nothing to do with vanity) purely due to the energy they emanate; their ability to enthuse others and the extent to which the people around would like to resemble their leader. A part of the natural leadership predisposition is making requests and giving directions.