In this article, we will describe the insights that appear on the Work Talent toggle of the DNA Web App.
Work Talents (Business DNA 5-scores)
The Work Talents card features five graphs that represent different aspects of how a person behaves in the workplace. For example, the first insight is Results vs Relationships, with the two words being opposites, meaning that no one person can have both qualities.
To determine which insight represents the user, examine the color of the text inside the chart. The color of the text inside the chart will match the color of the text that represents the user.
In most cases, all of the numbered scores in the charts will be above 50, however, if you see a score that is below 50, that means that both of the attributes being assessed are low. In this case, the score that we highlight in the chart is the most dominant of the two.
To provide more information about each label, the words underneath each label will dynamically list a description of the person.
The following chart lists the insights you'll see throughout the rest of the app that are closely correlated to each of the scores inside the chart.
|Insight||Other Correlated Insights:|
|Results vs. Relationship||Results and Relationship Insight scores in the Workplace Insights Card#|
|Daring vs. Careful||Risk Behavior|
|Abstract vs. Concrete||Creativity Factor T-score|
|Systematic vs. Flexible||Structured Factor T-score|
|Promoting vs. Considered||Blended insight custom for this chart|
Wanting a little bit more detail? Check out the Business DNA quick start guide.
Two Strongest Traits
We have measured your two strongest behavioral traits based on your factor scores. You can review the T-score chart to see all of your factor scores. The two traits that have the furthest distance from 50 out of the 16 traits are highlighted as your two strongest traits.
|Cooperative||Cooperative, flexible in approach, fits in well|
|Take Charge||Definite in approach, visionary in thinking, focused on outcomes|
|Reserved||Analyzes, has high propensity to reflect, guarded|
|Outgoing||Enjoys new ideas, expresses view, uses a networking approach|
|Fast-Paced||Objective, results-driven, rational|
|Patient||Sympathetic, relationship-driven, supporting|
|Spontaneous||Free-flowing, high-level approach, instinctive|
|Planned||Structured, task-focused, analytical in approach|
|Skeptical||Questioning, guarded, wary|
|Trusting||Receptive, believing, forgiving|
|Content||Easy-going, satisfied, uncomplaining|
|Pioneer||Sets direction, ambitious, committed to goals|
|Cautious||Seeks stability, prefers following proven paths|
|Risk Taker||Venturesome, takes chances, optimistic|
|Anchored||Prefers proven methods, solution-driven, focused on execution|
|Creative||Explores possibilities, innovative, driven by ideas|
Interested to see how combined traits may present themselves in individuals? Check out our Advanced Insight resource.
The Style Match Insight measures the relative distance between two individuals. This insight card shows the degree of similarity or difference between them as a percentage, with scores ranging from 0 to 100%. Higher scores indicate a strong similarity, which suggests good compatibility when working together. Conversely, lower scores suggest the need for adjustments in styles to facilitate collaboration.
This insight adapts to the user's selection on the screen. If you are viewing insights for one person, the Style Match Card compares you (the logged-in user) and the other individual. If you are viewing insights for two people, the Style Match Card compares the two individuals.
The DNA Web App displays T-scores for the eight factors in two views: Factors and Sub-Factors. Factors show up first and represent the main factor categories of our T-scores. To see the sub-factors, select the button in the top right-hand corner of this card.
T-scores for the eight factors are based on the Normal Distribution Curve. Factor scores range from 20 (left side) to 80 (right side). Most people fall near the center of the graph rather than near the outside. Note that approximately one-third of the population will score in the Mid-Range (45-55), shaded in green, and one-third will score on the Left and one-third on the Right side.
As the scores move left or right of 50, the strengths and struggles of the trait on either side become more pronounced. Strong scores (under 40 and over 60) indicate more intense behavioral tendencies, particularly under pressure or when making important decisions.
Are you looking for a more thorough review of the factors? Check out our resource here.
The Workplace Insights consist of 12 insights, all based on population percentages. This means that if a participant were placed in a room with 99 other people, these scores would show how their behavior compares to that of others in the room. Higher scores indicate stronger behavior in a given area.
For instance, a score of 24 for the Desire to Make Decisions insight would indicate a lower desire than that of most people in the room; in fact, 76 people would have a stronger Desire to Make Decisions than the participant.
Wanting to know how to use the Workplace Insights on a deeper level? Check out the article: Using Workplace Insights.
This insight card lists communication keys when communicating with a person. These insights are recommendations for how someone could adjust their communication style to best interact with an individual.
These insights become particularly crucial in scenarios where two users have low Style Match Insight scores.
Note: In previous versions of the application, the Communication Insight Card was known as the "Ultimate Performance Guide" and appeared in several reports, but most commonly, the Business DNA Summary, Workplace Operations, Financial DNA Summary, and Financial Planning Reports.
Communication keys are apart of an insight grouping we refer to as "Performance Keys". Learn more here.
In previous versions of the application, the Career Insight Card was known as "Hiring Insights" and appeared on the Hiring Report. This insight card displays the key roles in an organization or team that a person would be behaviorally suited to work in. These insights can be thought of as desired team roles, with roles that are higher on the list indicating a stronger behavioral fit for the individual.
Below is the full list of career insights that could appear on a person's Career Insight Card (Listed in Alphabetical Order):
Compliance and Quality Control
Enforcement and Protection
Finance director/ manager
Marketing & Communications
Learn more about hiring insights and using DNA Behavior insights for career alignment in this article: Hiring Performance.
The Strengths Insight Card showcases the behavioral strengths that correspond with a person's two strongest factors. These insights can be used to identify how an individual can stand out both professionally within an organization and personally.
The Strengths insight is apart of an insight grouping we refer to as "Performance Keys". Learn more here.
The Struggles Insight Card showcases the behavioral struggles that correspond with a person's two strongest factors. These insights can be used to identify areas where this person may not necessarily excel, these areas can become draining or take longer than others to complete.
The Struggles insight is apart of an insight grouping we refer to as "Performance Keys". Learn more here.
The Preferred Contact Methods card, inspired by Communication DNA, lists the contact method that a person would likely appreciate for communication.
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