• These questions and recommendations are derived from the Behaviors to Investigate in the Key Findings.
• The open-ended coaching questions should promote greater insight into how this individual may compensate in areas that might not be natural strengths.
• The Manager Recommendations lay out the types of support the person’s manager may need to provide and may serve as a guide for development. To help guide your employee’s success in their role, the Caliper Essentials Individual Developmental Guide can provide more in-depth developmental support.
• The areas For Further Learning help managers create a personalized learning path based on an individual’s Caliper Profile results. Caliper offers both competency-based microlearning (the Caliper Precision Series) and specialized employee and executive development with an Organizational Development Consultant to help address these areas.

The Essentials Competency Report for Coaching examines how your candidate may display the competencies required for your position, as shown in the Competency Overview. Each competency has a graph depicting the individual’s level of alignment with the competency. The competency potential scores include an additional layer of interpretation, as the colors of the circles represent ranges of scores. Each competency also includes a description of what behaviors may serve as a strength and what behaviors may pose a challenge for the person in that competency. In cases of very high potential, there may be no possible challenges. In cases of very low potential, there may be no naturals strengths in that competency.

Natural: This signifies strong alignment between the individual’s personality and factors that predict performance in the competency. Engaging in this competency is likely to come naturally, and it should serve as a strength for this person.

Explore: This signifies moderate alignment between the individual’s personalty and factors that predict performance in the competency. Some aspects may come more naturally than others, which may result in inconsistency or selectivity in application.

Requires Focus: This signifies weak alignment between the individual’s personality and factors that predict performance in the competency. This person may not be inclined to engage in this competency, and they may need to focus to be successful in it.

This section describes the individual’s behavioral style, motivators, and inclinations relating to communication, interacting with others, solving problems, and prioritizing. It gives information about the individual’s preferred environments and potential stressors, and provides suggestions for how to interact effectively with the individual and minimize their stressors.

A graph of the Personality Traits measured directly by the Caliper Profile. You can learn more about them in our Glossary of Traits.