NMI Finished

Thank you for submitting this NMI !

Results will also be emailed to the second email address if you listed one. Note: If you do not see an email for the address used, please check its “junk” folder. You can also print out a copy of this page.

Tom Tester's NMI Composite Score: 3.33

Based on 21 out of 30 possible responses. 9 answers were unsure.
Note: Reliability of Composite Score questionable due to too many “Unsure” responses.

Gifting Estimate Ranges

The primary purpose of the NMI is to offer an estimate of organizational leadership giftedness and natural aptitude, for developing those more apt to benefit from accelerated leadership training. It does not necessarily measure existing skill gained from life experience. Less than 10% score 3.80 or higher.

1.00 - 2.49 Very low probability of leadership giftedness
2.50 - 3.00 Low probability of leadership giftedness
3.01 - 3.49 Slight probability of leadership giftedness
3.50 - 3.79 Modest probability of leadership giftedness
3.80 - 4.39 High probability of leadership giftedness
4.40 - 5.00 Very high probability of leadership giftedness

Tom Tester's Subset Aptitudes Graph


NMI Subset Definitions & Scores


Persuasive (P1): Leaders convince others to follow them and their ideas (compelling communication, decisiveness, negotiation, selling, convincing): Score 3.5
Note: Reliability of Persuasive Score (P1) questionable due to too many “Unsure” responses (3).

Propelled (P2): Leaders are self-motivated, inspiring others to participate (displays efficacy, is driven, passionate, goal-oriented, focused on a vision): Score 3.2

Planning (P3): Leaders see the big picture and create plans that engage others (strategic thinker, establishes direction and goals, assigns tasks to others): Score 3.67

Power (P4): Leaders exude courage that inspires others to trust them (boldness, standing up for their ideas, confidence, defending others): Score 3

NMI Question Responses

Question NumberYour Answer
Question # 1 Unsure
Question # 2 Unsure
Question # 3 Unsure
Question # 4 Usually
Question # 5 11-20 people
Question # 6 Quite a bit
Question # 7 Quite a bit; comfortable socializing with those older or more influential
Question # 8 Nearly always has clear goals
Question # 9 Overly courageous / needs to be subdued, dissuaded at times
Question # 10 Yes
Question # 11 Objects, then gives in
Question # 12 Confidence is low
Question # 13 Others 'give the floor' and listen
Question # 14 Decides well for the most part / others take note
Question # 15 Very little
Question # 16 Steps up confidently when needed
Question # 17 Worrisome if challenged with new, large tasks
Question # 18 Follows other leaders
Question # 19 Doesn’t quit easily / perseveres
Question # 20 Dependent
Question # 21 Often goes against rules that do not make sense
Question # 22 Willing to initiate confrontation and respond to injustice personally
Question # 23 Some
Question # 24 Good problem-solver; creative
Question # 25 Unsure
Question # 26 Unsure
Question # 27 Unsure
Question # 28 Unsure
Question # 29 Unsure
Question # 30 Unsure


Questions For YouYour Answer
Recipient Email
Your Name Karl
Organization
Observation Setting Other (explain)
Your Role Other (explain)
Observation Frequency More than 10 times
Observation Duration More than 6 hours
Authority Level low control/informal
Other InformationYour Answer
First Name Tom
Last Name Tester
Gender Male
City Denver
State CO
Country USA
Leadership Example a
Project Goal b
Behavior c
Outcome d
Other Comments e

If you'd like more information on leadership training programs, contact us through our website.

You may also want to read, The Five-Star Boss, by Alan E. Nelson, Ed.D.

The O Factor