TECHNICAL COMPETENCE &

WALK THE TALK® ACHIEVEMENT ORIENTATION

Profile Instrument
1. Displays
Organization/Company: Technical Knowledge 1 2 3 4 5 6 7 8 9 10
* Has sufficient content knowledge to perform all parts of job.
* Can provide technical assistance to others.
Feedback Receiver:
2. Oriented to
Action & Results 1 2 3 4 5 6 7 8 9 10
To the Feedback Provider: * Can be depended upon to get the job done without waiting for
Your objective feedback will provide insight into this someone else to make all the calls.
individual’s strengths and opportunities for develop- * Ensures that activities lead to productive results.
ment. Please respond as you honestly see the behaviors.
3. Expects Top
There are no right or wrong answers. You’re merely
Performance 1 2 3 4 5 6 7 8 9 10
calling it as you see it . . . and that’s exactly what the * Maintains high performance standards for self and others.
feedback receiver expects you to do. * Encourages others to aim high.

4. Committed to Quality & Continuous

Instructions: Improvement 1 2 3 4 5 6 7 8 9 10
Read each set of behavioral descriptions and circle the * Delivers/helps others deliver high quality products & services.
number on the scale that you feel best describes the * Makes/recommends improvements in products & processes.
feedback receiver’s performance in that category.
5. Customer Driven 1 2 3 4 5 6 7 8 9 10
* Understands and meets expectations of internal & external
• DO NOT CIRCLE BETWEEN NUMBERS customers.
• DO NOT CIRCLE MORE THAN ONE NUMBER * Encourages others to make superior customer service a top
priority.
Consciously attempt to offer feedback for every
6. Committed to
category. Leave blanks only as a last resort.
Self-Development 1 2 3 4 5 6 7 8 9 10
* Seeks opportunities to increase personal job knowledge & skills.
* Encourages others to pursue self-development activities.
How to Interpret the Feedback Scale:

1 2 3 4 5 6 7 8 9 10 DECISION MAKING & PROBLEM SOLVING

Development Developmental Fully Exceptional Extraordinary
Needed Opportunity Acceptable Strength Strength 7. Makes Decisions 1 2 3 4 5 6 7 8 9 10
* Makes good, timely, and carefully thought out decisions.
* Involves others, as appropriate, in the decision-making process.
1 or 2 Development Needed – Impacts overall
performance; could be career limiting 8. Solves Problems 1 2 3 4 5 6 7 8 9 10
3 or 4 Developmental Opportunity – Room for growth * Considers all relevant information and viable alternatives.
5 or 6 Fully Acceptable – Does a good job * Creates win/win solutions whenever possible.
7 or 8 Exceptional Strength – Role model
9 or 10 Extraordinary Strength – World class 9. Demonstrates
Flexibility 1 2 3 4 5 6 7 8 9 10
* Willing to break tradition, when necessary, to find better ways of
doing things.
Remember: * Accepts, supports, and encourages productive change.
The feedback you provide is for developmental
purposes only and will not be used for formal 10. Supports
performance appraisal or evaluation. Risk Taking 1 2 3 4 5 6 7 8 9 10
* Practices and encourages intelligent risk taking.
Each person has strengths AND opportunities for * Views failure as an opportunity to learn and grow.
development. Few people perform at the same level in
all categories. You have a 1 to 10 feedback scale for 11. Resolves Disputes 1 2 3 4 5 6 7 8 9 10
* Contributes to effective resolution of complaints/disagreements.
each item . . . use the full range! * Handles disputes fairly — focuses on doing what is right.

12. Manages
Through Crisis 1 2 3 4 5 6 7 8 9 10
* Keeps a “cool head” and stays focused in crisis situations.
* Minimizes stress and has a positive influence on others.
©Performance Systems Corporation. All rights reserved. Continued on Back
 Remember: Use the full range of the scale: 23. Handles Authority 1 2 3 4 5 6 7 8 9 10
* Exercises power and authority fairly and effectively.
1 2 3 4 5 6 7 8 9 10 * Delegates tasks appropriately.
Development Developmental Fully Exceptional Extraordinary
Needed Opportunity Acceptable Strength Strength 24. Empowers Others 1 2 3 4 5 6 7 8 9 10
* Empowers others by providing sufficient support, resources, and
authority to make decisions.
* Allows others to display initiative and creativity.
PERFORMANCE MANAGEMENT
25. Supports Teamwork 1 2 3 4 5 6 7 8 9 10
13. Provides Recognition 1 2 3 4 5 6 7 8 9 10 * Works effectively in teams and with other work groups.
* Shows sincere appreciation for other’s contributions, achieve- * Places a premium on collaboration, cooperation, and
ments, and good work. contributing to others’ success.
* Shares successes – seeks opportunities to make others look good.
26. Enhances
14. Coaches Others 1 2 3 4 5 6 7 8 9 10 Work Environment 1 2 3 4 5 6 7 8 9 10
* Works with others to help them do their best. * Contributes to a safe, efficient, & productive work environment.
* Makes sure others are appropriately trained and prepared to * Helps to make the workplace enjoyable for everyone.
meet performance standards and expectations.
27. Sees “The Big Picture” 1 2 3 4 5 6 7 8 9 10
15. Minimizes Obstacles 1 2 3 4 5 6 7 8 9 10 * Identifies and considers all sides of issues.
* Works to identify and eliminate obstacles to others’ * Maintains focus on primary objectives and the organization’s
performance. overall mission and purpose.
* Doesn’t create unnecessary work and provides others with what
they need to do their jobs.
INTERPERSONAL & COMMUNICATION SKILLS
16. Provides Feedback 1 2 3 4 5 6 7 8 9 10
* Provides accurate, timely, and constructive performance 28. Displays Enthusiasm 1 2 3 4 5 6 7 8 9 10
feedback. * Displays a contagious enthusiasm for objectives, tasks, & people.
* Regularly lets people know how their performance matches * Positively affects the commitment of others.
standards and expectations.
29. Displays Resilience 1 2 3 4 5 6 7 8 9 10
17. Applies * Bounces back quickly from disappointment and setbacks.
Rules & Policies 1 2 3 4 5 6 7 8 9 10 * Avoids showing frustration that may discourage others.
* Applies work rules and policies fairly and consistently.
* Explains the reasons for, and importance of, rules and policies. 30. Shows Concern
for Others 1 2 3 4 5 6 7 8 9 10
18. Addresses * Shows empathy — understands and appropriately considers
Deficiencies 1 2 3 4 5 6 7 8 9 10 the needs and problems of others.
* Addresses other’s performance deficiencies early — before * Demonstrates a genuine interest in others’ well-being.
they become serious problems.
* Does not overlook or accept sub-par work. 31. Solicits & Applies
Feedback 1 2 3 4 5 6 7 8 9 10
19. Applies Discipline 1 2 3 4 5 6 7 8 9 10 * Regularly asks others to provide feedback on his/her performance.
* When necessary, addresses discipline problems in a fair, mature, * Accepts feedback constructively — uses feedback from others
and adult manner. to increase his/her personal effectiveness.
* Focuses on correction rather than blame and punishment.
32. Manages Time 1 2 3 4 5 6 7 8 9 10
* Is organized — makes the most productive use of his/her and
ETHICS & LEADERSHIP ORIENTATION others’ time.
* Prioritizes effectively — focuses on truly important issues.
20. Performs
with Integrity 1 2 3 4 5 6 7 8 9 10 33. Manages Meetings 1 2 3 4 5 6 7 8 9 10
* Keeps promises and honors commitments. * Knows when and when not to call a meeting.
* Earns the respect of others by “playing by the rules.” * Conducts/encourages others to conduct value-added meetings.

21. Supports Organizational 34. Communicates 1 2 3 4 5 6 7 8 9 10

Values 1 2 3 4 5 6 7 8 9 10 * Conveys thoughts clearly and concisely, both verbally and in writing.
* Ensures his/her actions are in-sync with organizational values. * Adjusts communication to fit the audience and the situation.
* Holds others accountable for value-driven performance and
behavior. 35. Informs Others 1 2 3 4 5 6 7 8 9 10
* Shares information people need to perform their jobs.
22. Accepts & Meets * Avoids surprises and doesn’t withhold bad news.
Responsibility 1 2 3 4 5 6 7 8 9 10
* Understands and meets the full scope of his/her responsibilities 36. Listens 1 2 3 4 5 6 7 8 9 10
and duties. * Is an effective listener — hears and understands what people say.
* Doesn’t make excuses or blame others for his/her mistakes. * Doesn’t discourage others from communicating bad news.

©Performance Systems Corporation. All rights reserved.

The WALK THE TALK® Company , 2925 LBJ Freeway, Suite 201 , Dallas, TX 75234 , 972.243.8863 , Fax 972.243.0815