As we move into the age of IoT and Industry 5.0, startups and large enterprises are looking for more than well-trained specialists; they are looking for leaders. We have put in 5 years of research into digitizing this tool which has helped our students get into top global and Indian B-Schools, Universities, Corporates, and really have become better at understanding themselves and becoming more confident in general.
Leadership is not a position; it is a way of life. Whether you are, or aspire to be, a CEO, a teacher, a doctor, a lawyer, a social worker, a homemaker, a delivery person, or a service provider, you will be falling back on different leadership skills subconsciously in your day-to-day work. If you possess strong characteristics of the leadership subsets that are necessary in your line of work, then you will outshine others more often than not. The industry is looking for leaders who will guide them through these super dynamic times of evolving technologies and market churn.
However, not every person is created equal, and thus it is very important to be aware of your weakness and find a path to improve them. A Zuckerberg might not actually have great social skills, a Steve Jobs may not have great tech skills, and a Jhunjhunwala might not have great quantitative trading skills, but they are super successful in their domains anyway. The reason, among other things, is that they chose a career they liked and leveraged the skills they knew they were great at; and recruited brilliant people who were great at other things to take over the other tasks. Whether you are a Steve Jobs, or a want a top job, you need to know your strengths and weaknesses to become a part of that puzzle of success.
CLEARWATER Test (Categorizing Leadership Essentials Assessed Remotely: Winners, Achille's heels, Threats, Enhance, Ruminate) is a proprietary leadership and decision-making assessment tool developed by Jag Educate. It is a unique leadership aptitude test that gives you a deeper look into how a recruiter or your supervisor may perceive you based on the decisions you make. It is a window of external perception that lays out your levels on sixteen essential leadership traits. The metrics are graded on three different scales and compared to give you a comprehensive understanding of how a supervisor/recruiter might perceive your decision-making skills. Sometimes those can be very different from how you perceive it.
Although there is no one way to look at inherent leadership and decision making traits objectively, since different people have different expectations from you and your work, the Clear Water Analysis gives you a good sense of direction as to where you might appear to be a star, and where you might need help to improve. For example, although empathy, loyalty, and analytical abilities are keenly sought after by hiring managers, it is not often that we score highly on each of these parameters. This analysis will help a candidate work out his path much more efficiently. In some cases, like Coding, perhaps analytical abilities add more value than empathy, whereas in customer management roles, empathetic decision-making is of utmost importance. One can thus get some sense of understanding on how to choose a career path that they are more likely to like doing and be successful at.
Appear the Clearwater (Macro) Test. We will send your test report at no charge to you. Just spread the good word if you find it useful and help your friends too.
Remember, the test takes about 15 minutes, but it will run for 45 minutes for slow readers of English. You can submit at any time within 45 minutes though. So, please make sure that you give yourself some no-disturbance time to finish the test properly. (Use an Incognito window if there are sign-in issues)
Interview Management, Personality Assessment, and Critical Thinking (IMPACT) Program is cutting-edge and empirically-based training module that has helped our students perform better at the highest level of academic and corporate competition globally.
IMPACT Program includes Clearwater Assessment, Communication, Decision Making, and Team Building modules.
IMPACT Trainers Team:
Madam Sarita Chopra: Ace Behavioral and Communication Trainer (International); Ex. Marketing Head of India's leading Media house, Worked with top Indian Marketing agencies, international news agencies, UNICEF, and more.
Lt Cdr (Retd.) Shivani Patnaik: Ace Leadership and Communication Trainer (International); Ex. Indian Navy, and Trainer to Expats and Indian Defense Forces officers
Gaurav Pattnaik: Ace Critical Thinking and Decision-Making Trainer to candidates at top Business Schools of the World
Book a 1-1 Personal Interview Training session with Jag and give your B-School or Campus Placement aspirations a boost.
1-1 PI sessions are best for:
1. Candidates aspiring to get in to MBA programs
2. MBA 1st year students looking for help with SIP
3. MBA 2nd year students looking for expert mentorship for Final Placements
This program starts with a Clearwater Analysis (Macro) to map your possible leadership traits and how they match with potential recruiters.
A 1-1 Counseling session will be conducted at the beginning of the session to chart the way forward from the insights received from the Clearwater Analysis. This stage is crucial to maximizing the takeaway that a candidate can have from the program.
(24 hours of Coursework)
1) Communication: A bird's eye view on how to ace it
2) Listening: It's way more than just hearing someone out
3) Body Language: A deep dive and a quick fix with lasting effect
4) Confidence in approach:
a. Power Words
b. Power Posture
c. Power Speech
5) Connecting with people
a. Building quick relations based on trust
b. Making a strong first impression with positive attributes
6) Personality and People:
a. Recognizing different personalities and identifying your own
b. How to find synergy and shine with your interviewers
c. Assessing with intuition
7) CV Making: How to build a standout resume
8) Case Analysis GD: Improving your analytical reasoning tough improved observation techniques
9) The cornerstones of impactful Communication:
a. Adding credibility to your communication
b. Displaying analytical thinking to your communication
c. Handling Stress
d. Handling ambiguity
10) Neuro-Linguistic Programing: Investigating methods to train your mind quickly
11) Behavioral Assessment and Management
a. Self-management to manage people's perception of you.
b. Behavior management for healthy self-promotion
12) Decision Making:
a. Handling the unknown
b. Managing conflicts
c. Leading with the known
13) Teamwork and Group management on Virtual platforms
14) Impromptu Tasks
15) Rapid Fire Interview
16) Mock Interview
17) Interview feedback session
Model X + Addons
(Most Popular among UG/MBA Students)
(SPECIAL SESSION ON ACING ONLINE COMMUNICATION IN THE ZOOM AND G-MEET AGE)
1. Clearwater Analysis (Meta): Proprietary tool to test your leadership traits on 16 different leadership parameters and work your way up from there. This helps in focusing on specific strengths and weaknesses rather than going about it blind.
2. Quick Walk Through:
3. Critical Thinking and Decision Making
4. Group Discussion sessions
5. Public Speaking sessions
6. Four Mock Interviews and Feedback
GD PI insights session at XIMB
In essence, although not completely, Macro analysis tracks spikes whereas Micro analysis captures consistency in your predicted leadership behavior.
Consider Thomas Edison, Col. Sanders, Nelson Mandela, Mahatma Gandhi, Sachin Tendulkar, Marie Curie, Lionel Messi, or Howard Huges. We know these people were immensely successful in their respective fields, if not multiple.
Now consider Michael Schumacher, Sir Donald Bradman, Albert Einstein, Michael Phelps, Usain Bolt, Naveen Patnaik, Shakuntala Devi, or Da Vinci. We also know that these people were immensely successful in their respective fields, if not multiple.
Then what is the difference in both these sets of people? In the first case, you would know of the many failures these great people had gone through, but it would take you some time to think of failures that the second set of people went through before they became immensely successful. In other words, it is difficult to know the second set of people beyond the auras of their successful personas; i.e., we only have a macro perspective on them.
In the first case, our macro perspective, biased by their success, would give us the impression that these people were supernaturally gifted and extremely lucky. But if we diver deeper we see that they had significant and consistent failures in life as well, not just successes. This information gives us an understanding of how to work with similar individuals if we could know more about them, their strengths, and their weaknesses. In other words, we need a micro analysis of them.
Now let’s consider Hellen Keller, SN Bose, Émilie du Châtelet, Narinder Singh Kapany, Leo Szilard, or even John H. Watson. Most of us know very little about them until we dig deeper and see that they were high-performing, resilient, and brilliant stalwarts who shaped the world we live in today. Unless we dig deeper into such Rahul Dravids of the world, we will not see their brilliant facets. That is where a micro analysis helps, especially when certain individuals do not have a dominant persona that automatically strikes us right away, positively or negatively.
It is a Macro measurement chart that indicates how your dominant and recessive leadership characteristics stack against each other. It may not be a measurement of what is good or what is bad, but just an indication of how you appear to someone based on your dominant traits. A judge might score low (recessive) on improvisation because they have to stick to the law and not make them up as they go along, but a lawyer might score high (dominant).
The DART chart does not tell you that you are unethical if you score 38% in ethics and 85% in Loyalty; rather, it indicates that people will usually observe your loyalty way easier/earlier than your ethical standards as that is your dominant trait. To see whether you need to work to understand professional ethics better and improve your score, you must compare and contrast it with microanalysis.
The Observed index indicates how your leadership abilities may appear on the surface to your supervisor. This is something like a first impression.
The Computed index takes into account a multivariate analysis to arrive at a value that indicates the extent of a particular leadership trait measured across different parameters. This is something like in a case where your supervisor observes you over a period of time and considers different aspects which form an impression of you in his/her mind.
Stewardship: It denotes the extent of trust your supervisor will have in you based on how you decide to act on things. Trust can have multiple meanings, but here the measurement takes into 6 different parameters to come up with the value.
So, let’s say you score a 32% on Macro Scale and 85% on Micro Scale for Improvisation. This would imply that you do improvise quire often and consistently, but the overall outcome of those big and small improvisations doesn’t favor you; it could positively favor other people who were impacted by your decisions though. Also, if we observe that your ‘Grey’ block improvisation score is on a slightly higher side (let’s say 23%), it would imply that in many cases you choose to go with the flow and not really try anything different. Sometimes that could be a good way to go, especially if the situation warrants not doing anything differently is mandated or has the best possible outcome overall.
This analysis takes into account the consistency and validity of your decision-making, not its impact (Sehwag vs Dravid). It indicates what portion of your positive leadership traits (Blue Lagoon) is contaminated or undermined by your weak leadership traits. The bigger the blue area, or smaller the red patch, the better it is from a normally acceptable standpoint.
The Grey area shows where you were indecisive or just preferred to go with the status quo.
The Block Chart indicates how you did individually on each parameter on a Micro Scale. It gives you a postmortem of your Volcanic Lagoon chart.
This is a mapping for recruiters. This gives recruiters a quick view on what to expect from the candidate, and whether it is in line with the organizational requirement at whichever stage of company life cycle it may be in.