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Interpreting Behavioural Skills Report
Interpreting Behavioural Skills Report

This article details criteria and actionable steps to interpret WeCP behavioural skills assessment reports effectively

The WeCP Team avatar
Written by The WeCP Team
Updated over a week ago

This help article serves as your comprehensive guide to interpreting the Behavioral Skills Report generated by WeCP. It offers detailed explanations and actionable advice for each skill assessed, enabling you to better understand and utilize the results. Whether you're aiming to improve recruitment, personal development, or team dynamics, this article will provide you with the tools and insights necessary to make informed decisions and foster a culture of continuous improvement and high performance within your organization.


Inspiration

  • High 🟒:

    • Exhibits a remarkable ability to inspire and energize others with their vision and passion. This individual consistently recognizes and seizes opportunities for significant achievements, influencing the team's mood and direction positively. Their enthusiasm is infectious, and they effectively drive others towards embracing bold goals. To leverage their full potential, continuously involve them in strategic planning sessions where their inspiring ideas can shape the future directions of projects. Encourage them to lead presentations and discussions that showcase their visionary thinking.

  • Moderate 🟑:

    • Generally positive and motivated by new challenges, but may not consistently inspire others without external stimuli. While they see opportunities for growth, their enthusiasm might fluctuate, affecting their ability to consistently motivate the team. To enhance their inspiring capabilities, provide them with leadership coaching that focuses on public speaking and motivational skills. Engaging them in high-visibility projects where they can demonstrate and grow their influence may also boost their confidence and consistency in inspiring others.

  • Low πŸ”΄:

    • Tends to be reactive rather than proactive in recognizing opportunities for growth and seldom inspires others. This individual often needs encouragement to step out of their comfort zone and may hesitate to take on leadership roles or challenge the status quo, which can stifle innovation and team morale. To help them develop a more inspiring outlook, involve them in collaborative projects with highly motivational colleagues. Workshops on creativity and innovation could also help spark their interest and ability to inspire and lead.


Agility

  • High 🟒:

    • This individual excels in adapting swiftly to new challenges and rapidly changing environments. They not only adjust their strategies but are also proactive in foreseeing potential issues, ensuring that projects continue without disruption. Their innovative thinking often leads to improvements in processes and efficiencies. To maximize their potential, encourage them to take lead roles in critical projects where their agility can be most impactful, and consider them for strategy-focused discussions that benefit from rapid adaptation and foresight.

  • Moderate 🟑:

    • Shows a reasonable degree of flexibility in facing new situations, but may not consistently predict challenges or innovate under pressure. While they can adapt when necessary, there's room to become more proactive and forward-thinking. To help them improve, provide targeted training in creative problem-solving and strategic planning. Pairing them with more agile mentors or involving them in projects with higher variability can also help enhance their responsiveness and strategic foresight.

  • Low πŸ”΄:

    • Struggles with adaptability, often reacting slowly to changes or sticking to the status quo even when it’s not effective. This can lead to delays or missed opportunities in dynamic or fast-paced settings. To address these issues, it is crucial to involve them in more training programs focused on developing agility and change management skills. Regular feedback sessions that constructively critique their response times and flexibility could help them recognize and act on areas needing improvement.


Learner

  • High 🟒:

    • Exhibits an exceptional drive for continuous learning and personal development. This individual actively seeks out new knowledge and skills, often going beyond the requirements to enhance their expertise. To fully capitalize on their learning potential, provide access to advanced courses and encourage participation in industry conferences. Promoting them to mentor roles can also help them share their knowledge and enthusiasm for learning with others.

  • Moderate 🟑:

    • Shows a good level of curiosity and willingness to learn, but may not seek out learning opportunities as aggressively as possible. While they are open to new ideas and skills, their learning is often reactive rather than proactive. To boost their initiative, encourage enrollment in training programs and offer incentives for self-led learning achievements. Pairing them with a high-performing mentor might also spark greater interest and engagement in their professional development.

  • Low πŸ”΄:

    • Demonstrates limited interest in learning or advancing beyond what is directly required. This approach can limit their growth and adaptation to new technologies or methods. To foster a more proactive learning attitude, it might be necessary to set specific learning goals as part of their performance reviews. Regular discussions about career aspirations and the importance of ongoing education might also help ignite a desire to learn and grow.


Mastery Seeking

  • High 🟒:

    • Actively pursues excellence and mastery in their field, with a clear passion for becoming a top expert in specific areas. This dedication not only enhances their own capabilities but also sets a high standard for their peers. Encourage this pursuit by supporting specialized training or certification opportunities. Involvement in high-stake projects that challenge their expertise and allow them to demonstrate their high level of skill can also be beneficial.

  • Moderate 🟑:

    • Interested in achieving a high level of skill and knowledge but may lack consistency in pursuing these goals to completion. Sometimes, their pursuit of mastery may be overshadowed by daily responsibilities or a lack of clear direction. To help them focus on mastering their skills, provide clear career development paths and structured training programs. Regular feedback on their progress and setting up small, focused goals can help maintain their interest and drive towards mastery.

  • Low πŸ”΄:

    • Shows little interest in reaching high levels of expertise in their work, often settling for a basic understanding sufficient to fulfill job requirements. This lack of ambition to master skills can affect their performance and career progression. Encouraging them to engage in new projects that require a deeper level of skill and offering support such as tutoring or additional resources may help them see the value in striving for mastery.


Partnership

  • 🟒 High: Actively establishes and nurtures strong, supportive partnerships with clients, colleagues, and communities. This individual is often sought after for advice and collaboration due to their reliability and commitment to mutual success. Encourage their involvement in strategic alliances and client-facing projects where their partnership skills can lead to greater organizational impact.

  • 🟑 Moderate: Generally reliable in partnerships but may benefit from more proactive engagement or creativity in support strategies. Encouraging them to take on more responsibilities in client and community interactions can enhance their partnership capabilities. Provide opportunities for them to lead projects or initiatives that require close collaboration, fostering a deeper connection and more robust support dynamics.

  • πŸ”΄ Low: Tends to fulfill only the minimal requirements in partnerships, often missing opportunities to deepen or strengthen relationships. To improve their effectiveness as a partner, it's beneficial to involve them in team-building activities and mentorship programs that emphasize the value and techniques of effective partnership.


Kindness

  • 🟒 High: Exemplifies a deep commitment to kindness, consistently going above and beyond to support others and promote a positive, inclusive environment. This attribute makes them a beloved member of any team. Promote them as role models in internal training sessions on corporate culture and values, and encourage them to share their approaches and strategies in workshops or team meetings.

  • 🟑 Moderate: Displays kindness and generally acts with consideration, but may occasionally miss chances to fully engage with or support others. Encourage them to participate in volunteer activities and community service initiatives to enhance their personal growth and empathy, which will naturally extend into their professional interactions.

  • πŸ”΄ Low: Shows basic politeness but lacks the proactive kindness that fosters deeper interpersonal connections and team spirit. Initiatives such as empathy training, participation in community outreach programs, and regular team engagement exercises can help cultivate a stronger inclination towards kindness and active support.


Adaptive

  • 🟒 High: Demonstrates exceptional responsiveness to changing conditions and emotional climates, quickly adapting strategies to best support team and client needs. This ability significantly enhances organizational resilience and customer satisfaction. Encourage their participation in decision-making processes where their quick adaptability can be effectively utilized.

  • 🟑 Moderate: Acknowledges and reacts to changes but may require additional time to fully adjust strategies or approaches. While capable of adapting, they occasionally miss optimal timing, which could improve with more proactive planning. Offer training that focuses on dynamic thinking and scenario planning to enhance their ability to anticipate and react to changes.

  • πŸ”΄ Low: Often struggles to recognize or effectively respond to new situations, which can lead to missed opportunities or delayed project advancements. To cultivate better adaptability, engage them in role-play scenarios and change management workshops that emphasize the importance of agility in both personal and professional contexts.


Caring

  • 🟒 High: Actively builds and sustains a nurturing community within the workplace, deeply invested in the welfare of both clients and colleagues. Their actions significantly enhance team cohesion and collective success. Utilize their strengths by assigning them to lead community outreach or employee wellness programs.

  • 🟑 Moderate: Generally supports communal efforts and participates in team activities but sometimes remains passive rather than taking initiative. To foster a stronger communal spirit, involve them in projects that require collaborative problem-solving and provide opportunities to lead small groups, enhancing their leadership and communal skills.

  • πŸ”΄ Low: Shows limited engagement in collective activities and may seem disconnected from team dynamics. This passivity can hinder their own and their team’s growth. Encourage more frequent interaction through team-based activities and stress the benefits of active participation in creating a supportive work environment.


Problem-Solving Acumen

  • 🟒 High: Demonstrates exceptional analytical abilities, consistently solving complex problems with innovative and effective solutions. Their critical thinking skills are instrumental in navigating challenges and improving processes. Foster these skills by involving them in strategic planning sessions and problem-solving forums where they can further hone and apply their analytical prowess.

  • 🟑 Moderate: Capable of logical thinking and effective problem-solving but may not consistently apply these skills to more complex challenges. They sometimes rely on standard solutions instead of exploring new approaches. To develop their problem-solving acumen, provide them with more opportunities for critical thinking training and engage them in brainstorming sessions that challenge conventional thinking.

  • πŸ”΄ Low: Struggles with complex problem-solving and often resorts to the simplest, most direct solutions, which may not always be effective. Their critical thinking skills need strengthening to better handle the demands of their role. Encourage participation in workshops that focus on analytical thinking and problem-solving techniques, and pair them with a mentor who excels in these areas.


Analytical Rigor

  • 🟒 High: Applies rigorous analytical methods to all tasks, ensuring that all aspects of a problem are considered and addressed. Their attention to detail and methodical approach to analysis yield high-quality outcomes that benefit the whole team. Leverage their skills by assigning them to roles that require data analysis, detailed reporting, or quality control.

  • 🟑 Moderate: Shows a good level of analytical thinking with a decent attention to detail but may not delve as deeply into data or as consistently apply a rigorous approach as might be needed. To enhance their analytical rigor, encourage regular training in data analysis techniques and provide tools that support detailed data examination.

  • πŸ”΄ Low: Often overlooks details necessary for thorough analysis, potentially leading to oversights that could impact project outcomes. Their approach to problem-solving lacks depth, which might result in less effective solutions. Introduce them to structured analysis methods and schedule regular reviews of their work to increase their focus on detail and systematic thinking.


Communication Clarity

  • 🟒 High: Delivers information in a clear and concise manner, making complex topics easily understandable for diverse audiences. Their communication skills enhance team understanding and facilitate effective collaboration. Encourage them to lead training sessions and presentations where their clarity can educate and inspire others.

  • 🟑 Moderate: Generally communicates effectively but may occasionally struggle with clarity when presenting complex ideas. While they are understood most of the time, there can be moments of ambiguity that may lead to misunderstandings. Offer them advanced communication workshops and provide regular feedback on their presentations to help refine their clarity and effectiveness.

  • πŸ”΄ Low: Often experiences difficulty in articulating thoughts clearly, which can lead to frequent misunderstandings and reduced team efficiency. To improve their communication skills, pair them with a communication coach and involve them in regular practice sessions focused on clarity and delivery techniques.


Professional Demeanor

  • 🟒 High: Maintains a consistently professional demeanor in all interactions, presenting themselves and their ideas with poise and confidence. Their professional conduct sets a standard within the team and positively influences the organizational culture. Utilize their skills by placing them in client-facing roles or as representatives in external meetings where professionalism is crucial.

  • 🟑 Moderate: Usually professional but may occasionally display lapses, especially under stress or in less formal settings. While they uphold a good standard most of the time, there is room for improvement in consistency. Encourage them to attend seminars on professional behavior and stress management to enhance their ability to maintain professionalism at all times.

  • πŸ”΄ Low: Struggles to consistently present a professional image, which can affect perceptions of their competence and the team's image. This lack of professionalism may be evident in both their personal presentation and in interactions with others. To address these challenges, provide clear guidelines on expected professional standards and offer personalized coaching to help them understand and meet these expectations.


Skill Acquisition Speed

  • 🟒 High: Quickly grasps new concepts and acquires new skills with ease, often ahead of their peers. Their rapid learning ability allows them to adapt to new roles or changes within the organization swiftly. Foster this agility by involving them in cross-functional teams or new project initiatives where they can continuously challenge and expand their skill set.

  • 🟑 Moderate: Learns new skills at a reasonable pace but might require more time or resources to fully master complex concepts compared to the fastest learners. To enhance their learning speed, provide structured learning opportunities and access to learning resources such as online courses or in-house training.

  • πŸ”΄ Low: Shows reluctance or difficulty in learning new skills, often needing significant time and support to reach proficiency. To improve their learning agility, create a tailored development plan that includes regular coaching sessions, paired learning, and gradual increases in task complexity.


Self-Development Focus

  • 🟒 High: Actively seeks personal and professional growth opportunities, consistently setting and achieving development goals. They are self-motivated and often serve as an inspiration to others. Encourage their self-development by supporting their participation in leadership development programs or advanced educational pursuits.

  • 🟑 Moderate: Engages in self-development activities when prompted but lacks consistent initiative to pursue growth independently. Boost their self-motivation by setting clear career pathways and offering incentives for achieving personal development milestones.

  • πŸ”΄ Low: Seldom takes initiative for self-improvement, primarily focusing on assigned tasks without considering broader growth opportunities. To encourage a stronger focus on self-development, integrate personal growth objectives into their performance evaluations and provide regular feedback and support to help them identify and pursue growth opportunities.


Social Engagement

  • 🟒 High: Actively seeks out and thrives in social interactions, frequently initiating conversations and engaging with others. Their outgoing nature enhances team connectivity and morale. Capitalize on their social skills by placing them in roles that involve networking, client relations, or team leadership where their interpersonal skills can be most effective.

  • 🟑 Moderate: Comfortable in social settings and participates willingly, but may not consistently initiate interaction. While they handle social situations well, they could benefit from more proactive engagement. Encourage them to take on roles that require more frequent interactions, such as project management or customer service, to boost their confidence and visibility.

  • πŸ”΄ Low: Tends to avoid initiating social interactions, often preferring solitary tasks or smaller group settings. This reticence can limit their networking opportunities and impact team dynamics. To help them become more comfortable in social situations, provide training in communication skills and gradually increase their exposure to larger groups or public speaking engagements.


Network Expansion

  • 🟒 High: Excellently builds and maintains a broad network of professional contacts, effectively using their connections to benefit their career and the organization. Encourage them to lead networking initiatives, mentor others on networking strategies, and represent the organization at industry events.

  • 🟑 Moderate: Has a decent network but may not actively seek to expand it or leverage it effectively. They could enhance their professional relationships by attending more networking events and participating in industry-specific forums. Offer support and guidance on how to build and maintain professional relationships.

  • πŸ”΄ Low: Struggles with or shows little interest in networking, which could hinder their career progression and limit access to new opportunities. Introduce them to the basics of networking through structured mentorship programs and encourage participation in team-building activities that can ease them into more extensive networking practices.


Energy Level

  • 🟒 High: Consistently displays a high level of energy and enthusiasm, which motivates and energizes others. Their dynamic presence can drive team performance and foster a lively workplace atmosphere. Utilize their energy by involving them in high-energy projects or roles that require stamina and enthusiasm.

  • 🟑 Moderate: Generally maintains a good energy level but may have fluctuations that affect their engagement and productivity. Encourage regular health and wellness activities to help maintain their energy throughout the day.

  • πŸ”΄ Low: Often appears lethargic or less engaged, which may affect their personal output and the vibrancy of the team environment. Strategies to enhance their energy might include structured breaks, involvement in more engaging or varied tasks, and discussions on work-life balance to help improve their overall vigor.


Diligence

  • 🟒 High: Consistently exhibits a strong commitment to completing tasks efficiently and thoroughly. Known for exceptional attention to detail and persistence, this individual exceeds expectations and often sets the standard for work quality. Encourage and reward their diligence by entrusting them with critical projects that require meticulous attention.

  • 🟑 Moderate: Generally reliable and completes tasks to a satisfactory standard. However, may occasionally need reminders to maintain thoroughness or meet deadlines. To improve their diligence, provide regular check-ins and feedback, helping them set and adhere to specific goals and deadlines.

  • πŸ”΄ Low: Often needs encouragement to complete tasks and may struggle with consistency in work quality. This can impact overall productivity. To help them improve, set clear expectations and provide structured guidance, along with training on time management and organizational skills.


Responsibility

  • 🟒 High: Takes ownership of their duties and proactively addresses issues before they escalate. Their sense of responsibility ensures accountability and trust within the team. Recognize their leadership qualities and consider them for roles that involve greater responsibility, such as team lead or project manager.

  • 🟑 Moderate: Accepts responsibility for their tasks but may not consistently seek out additional duties or anticipate potential challenges. To enhance their sense of responsibility, encourage them to take on small leadership roles or additional projects that stretch their capabilities.

  • πŸ”΄ Low: Occasionally shirks duties and requires frequent supervision to meet responsibilities. This level of responsibility may lead to reliability issues. Implement a mentorship program to foster a stronger sense of duty and provide regular, constructive feedback to help them understand the impact of their actions on the team.


Initiative

  • 🟒 High: Regularly seeks new challenges and finds ways to improve existing processes. Their proactive approach not only boosts productivity but also fosters innovation. Support their initiative by providing opportunities for innovation and leadership in projects that align with their interests and skills.

  • 🟑 Moderate: Shows initiative when prompted but is not consistently proactive in seeking out new opportunities. Encourage them to lead a project or participate in innovation workshops to develop a more proactive approach to their work.

  • πŸ”΄ Low: Rarely takes the initiative to improve work processes or tackle new challenges. This can limit personal growth and team development. To encourage more initiative, involve them in brainstorming sessions and offer positive reinforcement for proactive behavior.


Resilience

  • 🟒 High: Quickly recovers from setbacks, maintaining a positive and proactive attitude in the face of difficulties. Encourage them to lead crisis response teams or resilience training to capitalize on their ability to bounce back and inspire resilience in others.

  • 🟑 Moderate: Recovers from setbacks but may require support and time to regain momentum. Enhance their resilience through regular stress management and problem-solving workshops that build coping mechanisms.

  • πŸ”΄ Low: Struggles significantly when faced with challenges, often remaining impacted for prolonged periods. Implement a personalized support system and provide one-on-one coaching to develop stronger resilience skills.


Grit

  • 🟒 High: Shows exceptional perseverance and passion for long-term goals, regardless of obstacles. Their tenacity is crucial in driving projects to completion. Encourage them to mentor others in setting and achieving long-term objectives.

  • 🟑 Moderate: Sometimes shows determination toward goals but may waiver under pressure or prolonged challenges. Strengthen their grit by setting clear, achievable milestones and celebrating these accomplishments to boost their endurance.

  • πŸ”΄ Low: Quickly loses focus and motivation when facing difficulties, often abandoning tasks if immediate progress is not visible. Support their development of grit through goal-setting workshops and regular motivational feedback.


Stress Management

  • 🟒 High: Manages stress effectively, maintaining high performance under pressure. They can also help others manage stress by sharing techniques that have worked for them. Encourage their participation in peer support or wellness programs.

  • 🟑 Moderate: Handles day-to-day stress well but may become overwhelmed by high-pressure situations. Provide access to stress management resources such as mindfulness training or time management courses.

  • πŸ”΄ Low: Often becomes overwhelmed by stress, which can impact productivity and well-being. Introduce structured support systems, such as stress management training and regular check-ins with supervisors or mental health professionals.


Goal Setting

  • 🟒 High: Regularly sets clear, achievable, and challenging goals that align with organizational objectives. Excels in breaking down larger goals into actionable steps, which helps maintain team focus and motivation. Encourage them to conduct goal-setting workshops to share their strategies with the team.

  • 🟑 Moderate: Sets goals but they may not always be specific or challenging enough to drive significant progress. To improve, provide training on SMART goal-setting techniques and review their goal-setting process regularly to ensure alignment with broader objectives.

  • πŸ”΄ Low: Struggles to set effective goals, often lacking clarity or relevance to overall objectives. Help them by setting up one-on-one mentoring sessions with effective planners and by providing templates and tools that facilitate thoughtful goal-setting.

Ambition

  • 🟒 High: Displays a high level of ambition, constantly seeking new opportunities to advance and push boundaries within their role and for the organization. Harness their drive by providing opportunities for growth and leadership roles where they can challenge themselves further.

  • 🟑 Moderate: Shows some ambition but might be inconsistent or cautious about taking risks or seeking advancement. Encourage them to set personal development goals and provide visibility into potential career paths to stimulate their ambition.

  • πŸ”΄ Low: Exhibits limited desire for advancement or personal growth, often content with the status quo. To ignite their ambition, involve them in projects with visible impact and introduce them to role models within the organization to inspire greater engagement.

Planning

  • 🟒 High: Exceptionally skilled in planning, consistently developing comprehensive strategies that enhance efficiency and effectiveness. Their foresight in anticipating challenges and their detailed preparation make them invaluable during complex projects. Utilize their planning skills in a leadership capacity to oversee major projects.

  • 🟑 Moderate: Generally organizes and plans adequately but may overlook details or fail to anticipate potential obstacles. Improve their planning abilities by involving them in strategic planning sessions and providing advanced training in project management.

  • πŸ”΄ Low: Often lacks detailed planning, resulting in inefficiencies and challenges in executing tasks. Strengthen their planning skills through step-by-step guidance and regular feedback on their planning process, coupled with practical training in project management tools.

Self-Motivation

  • 🟒 High: Demonstrates a robust drive to initiate and complete tasks without external incentives. Their intrinsic motivation often leads to high productivity and inspires similar behaviors in colleagues. Foster this attribute by giving them autonomy in projects and recognizing their self-driven achievements.

  • 🟑 Moderate: Sometimes shows initiative but may require external motivation or prompts to perform at their best. Enhance their self-motivation through motivational seminars and by setting personal and professional challenges that are rewarding and align with their interests.

  • πŸ”΄ Low: Lacks the drive to take initiative or complete tasks without direct oversight. To boost their self-motivation, implement a system of regular check-ins and incremental rewards for achieving personal benchmarks.

Visionary Thinking

  • 🟒 High: Regularly conceptualizes innovative ideas that anticipate future trends and challenges. Their visionary thinking can guide strategic directions and inspire innovative projects. Encourage them to lead R&D initiatives or strategic brainstorming sessions to leverage their forward-thinking capabilities.

  • 🟑 Moderate: Occasionally shows foresight but may not consistently apply visionary thinking to practical execution. Stimulate their visionary capabilities by exposing them to emerging trends in the industry and involving them in future-oriented projects.

  • πŸ”΄ Low: Struggles to think beyond current models or to envision future possibilities. To cultivate their visionary thinking, provide access to industry thought leaders and trends through conferences and specialized training programs.

Decision-Making

  • 🟒 High: Masters the art of decision-making, combining intuition, data, and consultative insights to make well-informed choices quickly and effectively. This individual is known for their strategic perspective and rarely hesitates when faced with tough choices, making decisions that positively impact both short-term operations and long-term goals. Promote their involvement in high-level strategy meetings and decision-making forums where their skills can directly influence organizational success.

  • 🟑 Moderate: Capable of making good decisions but may sometimes delay in choosing a course of action due to uncertainty or overanalysis. They benefit from a balanced approach to information gathering and a structured decision-making process. Enhance their skills by providing decision-making frameworks, training in risk assessment, and opportunities to make decisions in low-stakes environments to build confidence.

  • πŸ”΄ Low: Often struggles with decision-making, either rushing into choices without adequate analysis or becoming paralyzed by options. This can lead to suboptimal outcomes and missed opportunities. To develop their decision-making abilities, provide targeted support through mentoring, workshops focused on critical thinking and risk management, and gradually increase their responsibility in decision-making processes to build skill and confidence.

Self-Awareness

  • 🟒 High: Exceptionally self-aware, this individual understands their strengths and weaknesses and is mindful of their impact on others. Their self-knowledge allows them to navigate personal and professional relationships effectively and to position themselves in roles where they can excel. Encourage their continued growth by involving them in leadership development programs that focus on emotional intelligence and self-management.

  • 🟑 Moderate: Generally understands their capabilities but may not always recognize how their behavior affects others or identify areas for personal development. This can limit their effectiveness in team settings and personal growth. Foster greater self-awareness by encouraging regular self-reflection exercises, feedback from peers, and participation in emotional intelligence training.

  • πŸ”΄ Low: Lacks significant self-awareness, often misunderstanding how they are perceived by others or where their strengths and weaknesses lie. This lack of insight can hinder their professional relationships and personal growth. Help improve their self-awareness through 360-degree feedback, coaching sessions focused on personal and interpersonal skills, and encouraging journaling or other self-reflection practices.
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