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MANSSA - R4 (Management Skills and Styles Assessment - 4th Revision) - Sample Report

Report for: John Smith
Completion: August 9, 2012 at 12:10 pm

detailed results
strengths & limitations

The task of identifying who is or would be a good manager is admittedly complex, yet the consequences of hiring or retaining a mediocre manager are too grave to take such determinations lightly. It is essential for an organization's success to have managers who are well-matched to their job descriptions. Armed with the information from this test, you can become familiar with the areas that would require attention and careful consideration if John were to apply for a management position.

Note: Typologies are not set in stone. Based on John's responses, the managerial style below is the one that most closely matches his personality profile and skills. Please keep in mind however, that a person's fit into a typology may not always be a perfect match - he or she could, for instance, share a few commonalities with one or two other types. In addition, while the Pros and Cons of each management style are outlined, they may not necessarily apply to all people who receive a particular type. Managerial types should be viewed as a general guideline or a basic "snapshot" of a person's skills and style.

John's managerial style is: The Innovative Manager

Pros of this style:

  • Employees don't live in terror of making mistakes and failing, because it's all part of the learning process.
  • Comfortable taking risks.
  • Encourages and rewards participation from employees - ideas, feedback, suggestions, etc.
  • Open-minded and flexible, and can adjust to change quickly.
  • Forward-thinking mangers who will either introduce or be the first to adapt to groundbreaking technologies. This also improves productivity and efficiency.
  • Less likely to be stuck in a rut - these manages are always thinking ahead and coming up with something new.

Cons of this style:

  • In the desire to innovate, improve, and optimize, might decide to fix things that aren't broken. Change for the sake of change isn't always the best option.
  • Change in technology or the way tasks are completed requires continuous additional training.
  • Managers too focused on the future may let everyday tasks and issues fall by the wayside.
  • Taking risks always has the potential to backfire. Sometimes, being conventional and cautious is the better route than the less travelled road.

John's delegation style as a manager is: The Empowering Delegator
This type of delegator strives to build character. They are very willing to delegate tasks to their employees, and do so with the intention of developing the potential of their staff and making the organization run more efficiently. Empowering delegators instill a sense of pride in those they delegate to.
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