Youthprofilec4 d

Youth Profile - Tom Mason - 01 March 2012
Discover - Discuss - Digest - Direction
Youth Profile
Tom Mason [B5M]
file:///D|/CLARITY4D/Web/Sections/ProfileMerge/Pre_Publish/YOUTHPROFILEC4D_Tom_Mason_5276.htm (1 of 11) [01/03/2012 17:18:02]

Page 2
Why Clarity 4D?
Life is a journey and if we can work out where we are starting from and where we want to go, it may
be helpful when making decisions about the right direction.
The Clarity4D profile is intended to give you a snap shot of you at “base camp”. The colour energies,
which are outlined overleaf offer an easy way of understanding how we show up to other people, and
how we can adapt our behaviour to meet the needs of different situations and people we meet in life.
Why “4D”? The 4D is about the 4 dimensions of our development:
1st DIMENSION: DISCOVER HOW YOU SEE YOURSELF
By answering the questionnaire you have provided a current picture of how you see yourself
2nd DIMENSION: DISCUSS HOW OTHERS SEE YOU
Other people may see you differently – share your profile with them and talk.
3rd DIMENSION: DIGEST THE FEEDBACK
Having thought about how you see yourself and what others see in you, you can think about getting
to know yourself even better by unlocking your potential.
4th DIMENSION: DIRECTION/DEVELOPMENT (giving myself choice)
Development doesn‛t happen overnight. It takes time and commitment to decide the right direction
and then to stick to the direction you have chosen.

Page 3
Understanding The Background
This Clarity4D profile is compiled from a set of statements that is unique to Tom Mason.
The idea of personality profiling is not new; it has been around since the Ancient Greeks.
The Link from the Ancient Greeks
Using the idea from the Ancient Greeks of the four elements, Water, Earth, Fire and Air, and the
energy that is created by those four elements, the Clarity4D model has been linked to the four
psychological types identified by Carl Jung, and our preferred way of behaving. The concept of
colour has also been added to help the reader recognise and remember the different types of
personality.
INTROVERTED PREFERENCES are represented
by Water and Earth – energies that are hidden
beneath the surface i.e. sea or soil
EXTRAVERTED PREFERENCES are
represented by Fire and Air – energies that are
above the surface
(WATER) BLUE energy is shown by people
who are introspective and reserved. They like to
observe others and think before taking action.
They are happy in their own company, and can
give an independent, detached analysis, which
can sometimes give the impression of aloofness.
(FIRE) RED energy is demonstrated by
people who are highly energetic and action-
orientated. They are positive, straight-talking
and assertive. They tend to be goal-focussed
and enjoy the challenge of achieving quick
results. They are pragmatic thinkers who have
an objective approach which can sometimes
overlook the needs of other people.
(EARTH) GREEN energy is observed in
people who are warm and friendly in an under-
stated way. They value close relationships and
will be loyal and supportive of their family and
friends. They like to create a harmonious
atmosphere and prefer consensus to
confrontation, which can sometimes make them
appear indecisive and laid-back.
(AIR) YELLOW energy is displayed by
people who are out-going, sociable and fun-
loving. They particularly enjoy the company of
other like-minded people and frequently stand
out in a crowd, often enjoying being the centre
of attention. They are persuasive, charming and
can sometimes overwhelm people with their
enthusiastic energy.
As individuals we are a mixture of these four elements, but we have a preference for using some of
the energies over others, and the Clarity4D profile will identify which these preferences are, and
how we can adapt and use the energies to meet the needs of different people and situations in our
personal and professional lives. At the end of the profile is an action plan designed for Tom to
complete and work on a future personal development strategy.

Page 4
How Do You Show Up?
Conscious-self Graph (B5M)

Page 5
The 4 Dimensions of Tom Mason
These pages give an overview of Tom‛s personal style and some insight into how he works with people
and tasks.
1st Dimension: Discover how you see yourself
What's Tom like?
Tom likes to help other people which he does in a structured and practical way. Tom is accurate,
thoughtful, careful and is also prepared to have a go at something. Tom can be seen as a specialist in
getting things done. He may find it easier to work with people who are steady and consistent. He is
aware and remembers important details and events. Others need to be certain of their facts. He is
recognised for his easy going attitude and his ability to adapt to situations.
His understanding of the workings of machines may also attract him to working with tools using his
hands. Tom likes the challenge of increasing efficiency and profitability by improving current
techniques. He tends to switch off when he can't see any point in the discussion. He can become so
absorbed in the job that he may appear rather distant and moody.
He doesn't think much of people who talk a good talk and don't deliver. He believes actions speak
louder than words. He sticks to the rules and if things are changed, he may feel he is being taken for
a ride. He will use his past successful experiences to look for solutions to current problems. Tom is
orderly and neat and enjoys collecting information and data. He is careful in the way he handles facts
and figures.
He likes solid evidence, is able to remember detail and learns best by practical application. He may
think that you can enjoy life only after you've worked hard, and he uses his free time to re-build his
energy. Tom is recognised as being good at getting things done and keeping the people concerned
happy. He feels most comfortable when he has plenty of time to think about facts and data before
completing a job. He enjoys doing work that makes a practical difference to other people and the
place he works in. He seems to some people to be a very reserved person, wrapped up with procedures
and systems.
He likes people to be straightforward and to the point. He responds best to written communications.
He may insist on doing things his way so that his high standards can be reached. Tom is careful in his
attention to detail. He will conscientiously complete all his tasks. He tries to find the truth and will
tackle people and situations in an objective and unemotional way.

Page 6
Continued
How does Tom get on with other people?
He will be a long term friend if he doesn't feel too tied down and is allowed to withdraw every now and
again. He doesn't like asking for help and will prefer not to, which means he may be missing out on
things. Tom has a high sense of responsibility which is natural to him, and he thinks others should be
the same. Tom may show affection rather than say it, and his friendships are more intellectual than
emotional. He is quite detached and may think incorrectly that other people like to be approached in
the same unemotional way. Tom is very reliable. He will not got back on his word.
It may take him a while to get involved in a group, as he likes do this slowly. He likes to know that he
has a special and unique contribution to give. He needs to talk about what he wants in life rather than
brooding on missed opportunities. He may find it stressful if things are changed at short notice and
he doesn't know what is expected of him.
He may need to be more assertive with more people, not just the ones he knows well. He will stick to
procedures and becomes frustrated with other people who do not follow the rules. Tom evaluates
most situations and people. Tom likes a calm atmosphere and prefers to work with people similar to
himself. Tom is easy going and supports his friends and team mates.
The best sort of environment or work for Tom is...
He thrives in a job were his ideas and thoughts are welcomed. Tom does well in a small, professional
team. Tom's gifts of discipline, consistency and quality would suit a role that requires precision and
accuracy. He can work in environment where he doesn't need other people around him. He prefers a
calm environment where he can get on and do the job. He prefers an environment where the pace
allows for internal reflection.
With his own preference for orderliness, he likes to work with people who are equally reliable and well
organised. He does not like too much competition in a team as he feels this can damage good working
relationships. Tom is most comfortable in a job role where there is time to collect his thoughts. The
sort of organiation that would suit him is somewhere where new initiatives are welcome.
He needs to be able to have space to store information. A good environment for him to work in would
be one that is professional, but informal. He likes to have a job description that is clearly defined.
He works best in a team where his colleagues are clear about what is expected. An organisation that
has lots of opportunities for personal development and career advancedment would suit him.

Page 7
Strongest Areas
In no particular order, these are what Tom considers to be his major strengths and intrinsic talents.
Accurate and precise.
Likes a structured life
both at work and home.
Likes a practical
approach to problem
solving.
A good self manager.
He honours his
commitments.
Thinks before he acts.
Orderly and hands on. Keeps to the status quo.
Will carry on working
until the job is done.
Rock solid.

Page 8
2nd Dimension: Discuss how others see you
Tom should invite some key people to read the profile and note their feedback
Name
Key points
of agreement
Points to ask
"how true is this?"
Other points to be
included
as 3rd party feedback
Accuracy
%
Person 1
Person 2
Person 3

Page 9
3rd Dimension: Digest the feedback
Tom has the following areas of potential growth
Is perceived as a
reserved, private
person.
May come across as
distant and removed
from people.
Spends time looking for
imperfections and fault
in nearly everything.
A tendency to throw
the towel in when he
feels unsupported.
Prefers not to try new
ideas.
Could be perceived as
overly detached and
cold.
Takes things too
literally.
Sometimes not willing
to articulate even
relevant thoughts and
ideas.
Optimistic.
His painstaking
efficiency can create
frustration for other
team members.

Page 10
4th Dimension: Direction / Development
Self Coaching:
This page is designed to support you by asking questions that might provoke some self-reflection and
consideration of the feedback received from others.
What do you want to
achieve?
Why is that?
What will it mean to you
when you achieve it?
What is the current
situation?
What evidence do you have
to support this?
Is the evidence validated or
is it your "opinion"?
What is the one thing you
could do right now?
What other options are
there?
What might a wise person
say to you?
What is stopping you from
taking action?

Page 11
Action Plan
As a result of reading your Clarity4D Profile what action steps will you take?
Describe the person you aspire to be:
By When:
To achieve this, what will you stop doing?
By When:
What will you start doing?
By When:
What else do you need to consider?
By When:
This report represents how you completed the questionnaire, and the questions you might like to
consider now are:
a) Who else do I interact with who may benefit from completing a Clarity4D questionnaire?
b) What other areas would I like to develop?
There are further chapters of Clarity4D profiles available on:
a) Working as a Team
For more information on the above visit our website www.clarity4d.com.

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