PENNI – Understanding your Scores

'Sometimes when I consider what tremendous consequences come from little things – a chance word, a tap on the shoulder, or a penny dropped on a newsstand – I am tempted to think – there are no little things'

Bruce Barton – American Congressman

CONGRATULATIONS! You have just completed the PENNI on-line, pre-training, self-efficacy assessment and will have received four graphical and numerical value scores for your personal reference and use as you wish*.

These scores represent your view of you when measured against the PENNI definitions of each word. The scores are presented as mechanical (technical), dynamic (social), systemic (whole, business/holistic) value and personal value (a cumulative score).

The following explanations are offered by way of support, to aid your understanding of the scores and how you might use them as a motivator to improved personal development:

Value Scores and Definitions

81% to 100% Personal Value Score

Value Score Director Diagram

Worked Example: Personal Value 87%

If you have scored above 81% as an average you perceive your everyday performance to be close to the standard set within the PENNI operational context. As a manager you are operating at the highest level of performance. Your operating effectiveness (standards) will be performing well as will efficiency (the management of waste). Your customers (both internal and external) are highly satisfied as evidenced by return business. Your development should be focused on tweaking your mechanical, dynamic and systemic skills around your chosen words and helping others improve their use of the business language. This is Director level performance.

61% to 80% Personal Value Score

Value Score Senior Manager Diagram

Worked Example: Personal Value 71%

If you have scored above 61% as an average you perceive your everyday performance to be close to the standard set within the PENNI operational context. As a manager you are operating at the close to highest level. Your overall operating effectiveness (standards) will be high and efficiency (waste management) will be low. Your customers (both internal and external) are very satisfied as evidenced by regular return business.

Your development should be focused on building on core areas of perceived weakness around specific words either at a mechanical (technical), dynamic (social) and systemic skills (holistic) level. Your developmental plan should include the strengthening of those weaknesses and sharing your knowledge with other managers. This is Senior management level performance.

41% to 60% Personal Value Score

Value Score Middle Manager Diagram

Worked Example: Personal Value 50%

If you have scored 41% or above as an average you perceive your performance as average when set against the standard of the PENNI operational context. As a manager you are operating at the median level. Your customers (both internal and external) are mostly satisfied as evidenced by return business. Your development should be focused on improving either or all of your mechanical (technical), dynamic (social) and systemic (holistic) skills specifically around the words that you have chosen. This is middle management level performance.

21% to 40% Personal Value Score

Value Score Frontline Manager Diagram

Worked Example: Personal Value 23%

If you have scored above 21% and below 40%, you perceive your performance to be a little distance from the standard set within the PENNI operational context. As a manager you are operating at slightly below the median level.

At this level not all words are being transferred into the required deeds – task clarity may be an issue. Your customers (both internal and external) may be dissatisfied from time to time as evidenced by return business.

Your development should be focused on key areas of improvement specifically; your mechanical (technical - detail) abilities, your dynamic (social - relationship) skills and your systemic (holistic – business overview) knowledge and understanding.   This is front-line manager level performance.

Up to 20% Personal Value** Score

Value Score Supervisor Diagram

Worked Example: Personal Value 18%

If you have scored up to 20% as an average you perceive your performance as some way from the standard set within the PENNI operational context. You are most likely to be in a Supervisory role or new to front-line management, you will be working through your manager with small teams of staff.  

At this level of value there are many opportunities to improve overall operating effectiveness. Your customers are not as satisfied as they could be as evidenced by return business.

Your development should be focused on tweaking all elements of your mechanical (technical), dynamic (social) and systemic (holistic) skills by focusing on the detail of each word and how it is transferred into the deed. This is Supervisor level performance.

 

 

* Copies of each business word are not available through the pre-training, self-efficacy assessment; to access a copy of the business words by separate purchase see PENNI - To Go.

** Under 10% is classed as Non-Management Value.