Understanding Subject’s Report

The Subject’s Report provides a comprehensive view of how an individual is perceived by others, alongside their own self-assessment.

It combines numerical ratings with written feedback to highlight strengths, development areas, and perception gaps across key leadership competencies.  

Report Overview

Each report includes:

• Ratings from multiple responder groups (e.g., Manager, Peers, Direct Reports, Self)
• Visual charts showing performance across competencies
• Written comments providing deeper context
• Summaries highlighting key strengths and development opportunities

This combination allows both data-driven insight and human perspective.

Glossary

AVG: Refers to the Subject’s results — the average of ratings provided by responders within a given responder group.

Combined Responders: The average of ratings provided by all responders except Self.

PGAP: Self-Perception Gap — the difference between the Subject’s self-ratings and the ratings provided by others within a responder group.

PGAP%: The percentage difference between the Subject’s self-rating and the average rating from others within a responder group.

SD: Standard Deviation — shows how consistent or varied the ratings are.

GRP: Group Average — the average results for all Subjects in a group, shown for comparison with the Subject’s results.

GAP: The difference between AVG (the Subject’s results) and GRP (the group average).

PRV: Previous Results — the Subject’s average rating from a prior assessment, shown for comparison with current results.

50P, 60P, 70P, 80P, 90P, 100P:  Percentile — shows how the Subject’s score ranks compared to others in the group. A value of X means the Subject’s score is at or above X% of the comparison group, based on ranked results.

Key Sections of the Report

Headlines

The Headlines section provides a high-level summary of performance across all competency areas.

• Shows average scores for each heading
• Includes combined feedback from all responders
• Displays self-ratings for comparison, if selected

Use this section to quickly understand overall strengths and patterns.

Details

The Details section breaks results down by responder group.

• Compare how different groups (e.g., Manager vs Peers) view the subject
• Identify differences in perception across audiences
• Highlight areas where behavior may vary depending on context

This is where deeper insights begin to emerge.

Heading Pages (Detailed Results)

Each heading (e.g., Communication, Leadership, Decision-Making) includes:

• Individual question scores
• Category-level breakdowns (Manager, Peers, etc.)
• Combined averages
• Variation in responses (consistency vs disagreement)

These pages help pinpoint specific behaviors driving results.

Comments – Open Ended

This section includes written feedback from responders.

• Strengths as seen by others
• Opportunities for improvement
• Context behind the scores

Comments often provide the most actionable and meaningful insights.

Highest & Lowest Rated Areas

These summary sections highlight:

• Highest-rated competencies and behaviors
• Lowest-rated areas for development

They help prioritize where to:

• Continue strong performance
• Focus development efforts

Perception Gap Analysis (Self vs Others)

Perception Gap compares:

• Self-ratings vs combined responder ratings
• Areas where perception differs

This helps identify:

• Blind spots (self-rating higher than others)
• Hidden strengths (others rating higher than self)

How to Interpret the Data

When reviewing a Subject’s Report, focus on:

• Patterns, not single scores
• Differences between responder groups
• Consistency across questions within a competency
• Alignment (or gaps) between self and others

The most valuable insights often come from trends across multiple data points, not isolated results.

Using the Report for Development

A Subject’s Report is most effective when used as a starting point for action:

1. Identify 2–3 key strengths to maintain
2. Select 1–3 development areas to focus on
3. Review supporting comments for context
4. Create specific, measurable development actions

This turns feedback into meaningful growth.

Important Notes

• All feedback is confidential and aggregated by category
• Scores represent perceptions, not absolute truths
• Variation in responses can be as important as averages