Andrew Barnaal
Sanimax
YOUR PROFILE SUMMARY
Pathfinder Feedback Report
By: Normand Côté
August 2016
Strictly Confidential
The Pathfinder Career System
Measures:
85 independent behavioural traits
35 career themes
What it is NOT
Objectives of this Report Contents
was conducted as part of a
to provide you with key behavioural information
on your preferred behavioural tendencies at work.
Confidentiality & Interpretation
HOW it's done
26 natural competencies derived from a
combination of the traits
A self-assessment tool to help unlock your career
potential by creating awareness around your
preferred behavioural style
What it IS
It does not measure knowledge, skills or
experience (often summarized as technical
competencies)
Integrates over 35 years of research and
development to predict probability of exceptional
performance using actuarial algorithms on over 500
career success benchmarks
Appendix - Definition of Each Competency
This report does not attempt to evaluate or determine the quality of the individual’s technical skills, extent of
knowledge, training, educational achievement nor length or nature of work experience. To round out this document
it should be coupled with other information on the individual’s history of performance and behaviour at work. It
should not be used alone for the purpose of self-promotion or in the context of selection. If such is the case, a
comprehensive review of skills should be considered.
This document is intended for the individual assessed. He or she should keep it strictly confidential.
This assessment of your Pathfinder Profile Personalized Summary of Behavioural Dynamics
Complete Natural Competency Profile
Benchmark Profile on Selected Roles
Summary of Key Elements in the Pathfinder Profile
Key Competencies in a Manager/Director Roleprofessional development process
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Personalized Summary of Behavioural Dynamics A customized narrative section that provides insight and nuance to the person’s natural tendency to act. This section leverages the richness of information available in Pathfinder’s 85 behavioural trait and 35 career theme results to provide an in-depth description of the implications of critical behaviour dynamics that have the potential to positively and negatively impact the your performance.
Key Strengths
Problem Solving
You view problem solving as inseparable from good memory and trial and error experimentation. You will prefer
to acquire your solutions from direct, hands-on experience. Continually striving to acquire more knowledge, your
approach would be valuable in a role where you are required to keep others informed of new developments and
information. When faced with a problem, you seek to identify and understand the underlying dynamics. You
break the problem down as you study it, looking for trends, patterns and relationships. Since your curiosity leads
you toward a great deal of reading and study, others perceive you as professional and knowledgeable.
Productivity
You can be a good decision-maker in a fast-paced, work environment. Being certain and resolute, you trust your
opinions and enjoy making decisions. A position where you make significant autonomous decisions would be a
great fit for you. Because you have an ability to predict the financial consequences of day-to-day decisions, you
are able to make good financial and management decisions. Operating with a sense of urgency and a no-
nonsense tactical approach, your overriding concern is for results. Striving to accomplish a lot in a day, you make
every minute count. Having high profit awareness, you are able to predict the financial consequences of your
day-to-day actions. You easily recognize and act on financial opportunities. For you, every action has a profit-
and-loss factor built into it.
Motivation
Having acquired a strong belief in self-motivation, you have learned that any achievement you seek will most
likely come through your own initiative. You are a self- starter who sees something that needs to be
accomplished and does it or sees that it gets done. Money motivates you, but you have a need to augment the
company's profits as well as your own personal wealth position. For you, financial remuneration relates directly
to measuring your career success.
Personal Success
You project a non-authoritarian personal style characterized by depth of personality, not showmanship. You
have faith in yourself and, in turn, recognize there is little you cannot achieve when you put your mind to it.
Since you possess an inner confidence, you have little need to command centre stage or take credit for the
successes of others. Even when stressful deadlines are imposed on you, you maintain an "outward" cool, calm
When reading about your Key Strengths, consider: These behavioural dynamics represent “the secret of one’s career success” or are talents that have likely played a
key role in your career achievement. These are the factors that should be leveraged more in order to enhance your impact.
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exterior that reflects you are in control of the situation. The strength of your leadership will be characterized by
maturity and depth of personality, not showmanship and your personal integrity is beyond reproach. Accepting
yourself as you are, you see little need to change your basic character. You attempt to impress no one, but
expect to receive a fair share of financial recognition for your contribution. Being emotionally mature, you
recognize that the world is not going to rearrange itself for your convenience. You realize the necessity for a
certain degree of social conformity and avoid direct conflict with authority.
Relationships
Possessing the skills to be a good negotiator, you can make your adversary feel as if you have both won. You
know how to effectively present your side of an argument as well as appreciate (or at least appear to appreciate)
the opposing point of view. Your give-and-take philosophy ensures that everyone's needs are addressed. Having
a tolerance for human faults and weaknesses, you always find time to be helpful and patient with others. This
patience enables you to accept people as they are and assist them to get their jobs completed. In fact, you give
the mistakes of others little thought and encourage them to try again. An excellent delegator, you are able to
assign tasks which best utilize the talents of others. At the same time, this frees you up for more important work.
Anticipated Challenges
Problem Solving
When working with others in a problem-solving capacity, you bring a good deal to the table. Nevertheless, you
may not impose sufficient control over your mindfulness when there are a number of demands for your
attention, you feel that you have to deal with all of them. You are too easily distracted and do not stay focused
on one problem at a time exclusively. It appears that you always seem to have more than one thought or activity
going on simultaneously. Given your high integrity and straightforward, no-nonsense approach, you also
overlook the hidden agendas of others who are trying to manipulate the choice of solutions to benefit their own
agenda.
Productivity
In any job setting, it is important to write in a clear and concise fashion. Presently, you are not investing enough
time in putting your thoughts in writing and seem to have an aversion to paperwork. I suspect you believe that
going through the process of writing down and explaining what needs to be done is a waste of valuable time.
Your low score in conscientiousness suggests an easy-going manner and lack of concern for detail. It is essential
you bring more attention to your work activities, especially those which you do not enjoy. This would be
especially true about your written communication. You will not be known for your capacity for meticulous detail.
Believing it is better to do something seventy percent correct, you won't waste time being concerned with the
small details. You believe your contribution will be in the "Big Picture" and the overall solution.
When reading about your Anticipated Challenges, consider: These behavioural dynamics represent your talents to develop if you are to further enhance your impact. When
elaborating a “Personal Development Plan”, you can consider including any of the following behavioural gaps for further development, for they could derail or limit future success.
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Motivation
While you have the confidence and ability to succeed, you may be at a disadvantage when competing ruthlessly
with others is required. You prefer to be promoted on the basis of results and make little effort to promote
yourself politically or solicit recognition and corporate visibility for your contributions. You may not be
convincingly reassuring people that you have the "raw ambition" to achieve something exceptional through your
career. I doubt you have scratched the surface of your true leadership potential to date. If anything undermines
your career it will be your lack of inner drive or aggressive competitiveness. You have a good deal of talent that is
not being taxed to your career benefit. The pay-offs for success such as power, social status or recognition and
financial wealth are not the driving force to motivate you. You set a steady speed and stay there regardless of
the external pressure to be more competitive. Like the tortoise, you feel slow and steady is a virtue.
Personal Success
Your coping profile suggests that you tend to maintain a strong control over your anxieties and fears when you
encounter life's worst difficulties. Inside, you may be experiencing a lot of worry and thinking "what if...", but
outwardly, few will really know how you are feeling. Your high constraint scores suggest you distrust spontaneity
and avoid the sharing or expression of your true emotions. You may feel emotions are unprofessional and
therefore, suppress or deny how you really feel.
Relationships
Many will underestimate your leadership desire because of your reluctance to exercise more power and
promote your achievements and contributions. You have little need to prove yourself to others but, you may not
have the same social presence of other strong leaders. You do not seek or value applause and public recognition
for your accomplishments … if anything it even embarrasses you but, these are key incentives for many with
leadership potential equal to yours. It is noble that you believe that your results should speak for themselves and
that you should not have to make them visible but, in the end, when you do not go out of your way to impress
others, you usually succeed in doing exactly that ... impressing no one. While your personal integrity is beyond
reproach, you may not sufficiently appreciate that others are more street-wise and self-oriented than yourself.
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The Pathfinder Natural Competency Model
How to Read Your Competency Results
Remember, there are no good or bad profiles.
26 Natural Competencies have been derived from a combination of the 85 unique
behavioural attributes. Your competency profile will help you discover what sets you apart at work and
appreciate the contribution you can make to your professional environment.
The Pathfinder Natural Competency
Model is divided into 5 Behavioural
Categories that contribute to
professional success.
Use the legend below to interpret your competency results presented in the following pages.
Lower Scores = Lower Preference Higher Scores = Higher Preference
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Complete Natural Competency Profile
When interpreting your scores:
Understand the Competencies that most contribute to your success: these are your higher preference competencies. First consider
and focus on how you can leverage your stronger preferences more in your role and work team(s).
Become aware of some of your lower preferences. They require considerably more effort for you to display consistently compared to
your higher preferences. However, they can all be improved if it is important to your continued career success and if you are motivated
and conscious of the effort required to work on them.
The following graph presents your complete profile as it relates to Pathfinder’s 26 natural competencies. The scores reflect the consistency and sustainability of your natural tendency to display the behaviours underlying the competencies. Remember, by statistical design, it is not possible to score high on everything in the Pathfinder and, that your strongest preferences may not be in all categories.
53
60
66
70
71
13
20
28
41
58
35
44
56
56
76
77
19
28
51
71
35
44
45
47
58
66
0 10 20 30 40 50 60 70 80 90 100
Manages Self
Overcomes Adversity
Initiates Independently
Manages Stress
Demonstrates Character
Drives Achievement
Promotes Compelling Vision
Demonstrates Energetic Enthusiasm
Focuses on Results
Leads Decisively
Establishes Order
Thrives in Chaos
Embraces Change
Strives for Excellence
Sustains Profitability
Maintains Accountability
Communicates Clarity
Seeks Innovation
Thinks Conceptually
Reasons Critically
Inspires Others
Builds Consensus
Exercises Political Influence
Utilizes Humour
Demonstrates Community Consciousness
Establishes Alliances
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Key Competencies in a Manager/Director Role
High Performing Managers/Directors
When interpreting your scores:
Career Success depends firstly on leveraging your strengths in appropriate roles and positions.
Understand the broader implications of other, complementary competencies that high performers may possess/utilize to a greater
degree. Are you aware of the need to put additional effort into your less preferred competencies?
This Competency Profile has been selected based on the context of this assessment. The graph represents the discriminating competencies that are demonstrated by exceptional performers at the manager/director level. Scores are presented in descending order for you. Remember, by statistical design, it is not possible to score high on everything in the Pathfinder.
63
59
61
64
73
59
57
69
64
60
19
35
41
44
58
60
66
71
71
77
0 10 20 30 40 50 60 70 80 90 100
Communicates Clarity
Inspires Others
Focuses On Results
Thrives In Chaos
Leads Decisively
Overcomes Adversity
Establishes Alliances
Demonstrates Character
Reasons Critically
Maintains Accountability
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Career Success Benchmark Profile on Selected Roles
LOW
MATCH
AVERAGE
MATCH
ABOVE
AVERAGE
MATCH
HIGH
MATCH
HIGHEST
MATCH
Characteristics shared with high
performersFew Some Many Most Nearly All
Probability (%) to consistently meet or
exceed performance expectations40% 65% 75% 80% 90%
Score range 0-39 40-59 60-69 70-79 80+
Project Executive
Exec., GM / COO ($500M - $1B+)
Exec., Vice-President, Large Co.
General Manager, Distributorship
President/CEO, Facilities Management
Co.
Executive Vice-President/EVP/SEVP -
Large ($1-50B)
Vice-President - Large ($1-50B)
Account Executive, Client Services
Sales Executive, National Accounts
Vice-President, Strategy and Business
Development
Each level of match is an indication of how closely your behavioural preferences resemble those of high
performers in the different roles in Pathfinder’s database.
Any “Above Average Match” or higher should be considered quite good.
When interpreting your scores, consider:
Pathfinder’s benchmark profile represents the level of similarity between your profile of behavioural preferences and the high performer profile, on roles selected specifically for the purposes of this assessment. Pathfinder Benchmarks are based on empirical studies determining the distinctive behavioural preferences of high performers in different roles. Remember, the Pathfinder Benchmarks do not take into account your knowledge, skills or experience in these roles.
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Summary of Key Elements in Your Pathfinder Profile
Wealth
Leadership
Service
0
0
Your
score
Maintains
Accountability77
Sustains
Profitability76
Reasons Critically 71
Initiates
Independently66
Your
score
Inspires Others 35
Establishes Order 35
Communicates
Clarity19
Desire for money and financial independence.
Desire for a position of influence; directing and influencing others.
Capacity to focus on others and the needs of the customer.
0
If you are investing your time and energy to improve, make sure you are focused on something that matters to you and that will
give you the highest return on investment in terms of career success and satisfaction.
Your “must haves” in the
work environment.
VOCATIONAL INCENTIVES
• Think ahead and consider the consequences of each action taken.
• Quickly and easily comprehend quantitative concepts.
• Use logic to anticipate the steps and outcomes of a solution.
• Recognize patterns from diverse information.
People who show a lower preference for this competency…
• Could prefer to present their ideas through numbers or graphics.
• Do not take the time to find the right words to convey their point.
• Feel uncomfortable when speaking up in public.
• Can tend to ramble on.
Competencies that will
require the more effort
for you to display
consistently
• Find something that needs to be done and go ahead and do it.
• Are motivated to explore new, potentially even dangerous situations.
• Go off and generate opportunities.
• Work well individually and need autonomy in the workplace.
Competencies for which
you show a higher
natural preference
POTENTIAL GAPS
• Sometimes seem to be shy and quiet to avoid attention.
• Prefer to quietly go about their business.
• Stay “under the radar” and avoid speaking in public as much as possible.
• Can intimidate others they are with.
• Get derailed by urgent but unimportant issues or impractical approaches.
• Find it hard to make themselves do things that they do not enjoy, including operating within
rules and procedures set by others.
• Underestimate how much time is needed to complete assignments.
• Focus on short-term objectives that are less important to long term goals.
0
CLEAR STRENGTHS People who show a higher preference for this competency…
• Keep promises and honour commitments.
• Expect, and even thrive on direct and constructive criticism when they disappoint
expectations.
• Believe it is somehow their fault if something goes wrong.
• Are the first to seek more responsibility and shoulder it with no complaining or blaming
others for events out of their control.
• Have clearly established financial goals and processes in place for saving money.
• Visualize climbing the “ladder of success” all the way to the top.
• Have an ease working with numbers and are able to forecast financial consequences of day-
to-day decisions.
• In general strive to achieve significant financial wealth as early as possible in their career.
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Appendix - Definition of Each CompetencyCompetency definitions are presented in alphabetical order.
Builds Consensus
Communicates Clarity
Demonstrates Character
Demonstrates Community
Consciousness
Demonstrates Energetic
Enthusiasm
Drives Achievement
Embraces Change
Establishes Alliances
Establishes Order
Exercises Political Influence
Focuses on Results
Initiates Independently
Inspires Others
Desiring to achieve exceptional results under competitive scenarios for high
ambition’s sake.
Preferring to work in teams, to be compromising, democratic, sensitive and
understanding toward others.
Offering persuasive and articulately written and oral recommendations.
Believing problem solving requires subtle verbal sophistication.
Maturely honoring interpersonal commitments while maintaining high-
minded convictions and playing by honorable rules.
Committing to improving the quality of one’s community and environment
by volunteering for community duties.
Committing to an enthusiastic, fast-paced life and being excited and
passionate about one's work.
Being responsive and open-minded in unpredictable times with a
willingness to adapt to rapid change.
Prioritizing camaraderie among co-workers. Establishing bonding social
networks that reflect interpersonal intimacy.
Managing the orderly flow of work with a commitment to practical systems
and advanced planning.
Establishing political liaisons with a keen sense of social diplomacy when
negotiating with people who have hidden agendas.
Making personal sacrifices and expending extraordinary dedication and
work ethic for one’s career.
Demonstrating a preference for taking action, pursuing high risk and
initiating projects independently of prior approval or requests.
Seeking the opportunity to influence others through a socially impactful
image. Expressing views persuasively.
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Leads Decisively
Maintains Accountability
Manages Self
Manages Stress
Overcomes Adversity
Promotes Compelling Vision
Reasons Critically
Seeks Innovation
Strives for Excellence
Sustains Profitability
Thinks Conceptually
Thrives in Chaos
Utilizes Humor
Optimistically pursuing difficult challenges and being positively motivated
in the face of adversity.
Demonstrating a strong and forceful leadership style and a readiness to
directly influence others.
Assuming full accountability for what happens and being first to invite
criticism and personal responsibility.
Seeking a deeper understanding of one’s inner self and maintaining an
attitude free of self-blame.
Performing well under stress without unnecessary worry or sensitivity to
criticism.
Enthusiastically thriving under seemingly chaotic demands and overlapping
priorities. Displaying a preference for multi-tasking.
Demonstrating humor and maintaining an informal attitude that prioritizes
leisure and the expression of spontaneous pleasure.
Having a long-term perspective while identifying the shorter-term steps
that will lead to results and to the actualization of meaningful, challenging,
and worthwhile goals.
Tackling intellectual ambiguity by using logic, quantitative support and
consequential thinking to identify common sense solutions.
Thinking expansively and demonstrating intense imaginative insight to
identify wise but innovative solutions.
Striving for impeccable standards and the best quality possible through
devotion to meticulous excellence.
Seeking profitability and personal wealth with a keen sense of risk in order
to achieve financial success.
Having a curiosity to search for root causes, a desire for intellectual
complexity and a holistic perspective on problems.
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