Reading your Development Report
The Harver development report is designed to give you information to target your growth and development. The goal of this report is to shed light on your unique tendencies as a person, but also empower you with specific, actionable ways to build the right habits to address key behavioral gaps and achieve greater success in your role.
The Harver development report is based only on the personality assessment you took.
Keep in mind:
- The Harver personality assessment is a measure of your natural preferences and tendencies.
- It is not a measure of actual performance on the job or what you are capable of, but rather a tool that provides insights into how easy or challenging it may be for you to display certain behaviors that are important for your role.
- Keep in mind there is no one perfect personality profile! There are situations where your personality tendencies help you to be effective and others where they may become obstacles to how you operate and get work done.
How to read the report:
There are two types of development reports: one based on personality traits, and another based on competencies. The type of report you receive depends on the role for which you completed the assessment. For example, leadership roles are likely competency-based.
The trait-based development report:
The first page gives an overview of the rest of the report. The left column recommends up to three personality traits to focus on in your development journey, and the right column shows a list of all the traits you were evaluated on.
You’ll notice that personality traits are categorized as either a strength or a development opportunity. A trait is a strength when your score on that trait falls within the “match area.” If you scored outside the match area, then that trait is a development opportunity.
The match area is the desired score range for a specific job profile. It is shown as a green area in each bar chart.
Competency-based development report:
The first page gives an overview of the rest of the report. The left column recommends up to three competencies to focus on in your development journey: one strength, one potential strength and one opportunity. The right column shows all the competencies you were evaluated on.
Competencies are classified in one of three categories: strengths, potential strengths, and development opportunities.
Strengths are the competencies for which you closely match the job profile you’re being assessed for. A potential strength is a competency that is close to being a strength, but still requires development to reach its full potential. Development opportunities are those competencies where you’re furthest from the “match area”.
Each competency is made up of a set of underlying traits. For every trait, there is a match area — this shows the range at which the trait best supports the competency. The ideal range of a trait can vary depending on the competency. For example, a high level of assertiveness might be helpful for one competency, while a lower level is more suitable for another.
In other words, each competency is shaped by a different mix of traits, each with its own ideal range.
When you read the report you’ll notice that each competency is followed by a list of strengths and opportunities, these are the the personality traits that make up the competency.
How to get the most out of your report
This development report gives you insights into your natural preferences and tendencies. It’s a tool to help you understand how your personality shows up in the workplace and how that might support or challenge you.
To get the most out of the development report, take some time to reflect on the following:
- Where do things feel like a natural fit? Consider how your natural style helps you succeed. Are there ways to use these strengths more intentionally or in new situations?
- Which areas feel less instinctive? These may not be weaknesses, but they might take more energy or focus. Think about small, practical adjustments that could help you navigate those situations more effectively.
- What stands out to you? Are any results surprising? If so, explore how these traits might show up in your day-to-day work, or where you may already be adapting your behavior to fit the demands of your role.
- Planning your development. As you consider your next steps, look at the suggestions and resources included in the report. Select 1 or 2 areas to focus on. It can also be helpful to talk through your reflections with someone you trust – such as a colleague, manager, or coach – to explore ideas and get feedback.