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Core talents report prompt overview

Core Talents generates a strengths-first, consultant-style narrative about a person’s behavioural potential. It explains how their core behaviours show up at work across four performance areas (Driving, Enabling, Strategic, Operative), and it closes with practical suggestions. It uses the platform’s UNDER / JUST_RIGHT / OVER levels—never raw numbers—to keep the language simple and fair.

What you need to provide

  • Active lens & competencies (typically 4–9).

  • A level per competency: UNDER, JUST_RIGHT, or OVER.

  • (Optional) A short context line (role, team focus) to flavor examples.
    The prompt transforms those inputs into a readable report; numeric scores are intentionally hidden.

     

How the prompt writes the report

The model follows the  performance framework and uses domain language that ties behaviour to team and business outcomes:

  • Driving → initiative, influence, ambition, accountability.

  • Enabling → inclusion, psychological safety, cooperation, cohesion.

  • Strategic → problem-solving, innovation, learning, long-term thinking.

  • Operative → planning, structure, reliability, process discipline.

It selects short, work-realistic examples (e.g., launching an initiative, handling a client trade-off, reframing a problem, rescuing a plan) and ends each insight with a concrete tip (keep/strengthen/adjust).

What UNDER / JUST_RIGHT / OVER mean (plain English)

  • UNDER: the behaviour shows less consistently; expect caution, delay, or lower intensity (e.g., hesitating to set stretch goals, holding back opinions, staying with one task).

  • JUST_RIGHT: balanced, reliable behaviour at useful intensity (e.g., clear goals without pressure, open but respectful influence, structured work with flexibility).

  • OVER: the behaviour is over-applied; strengths tip into risk (e.g., dominance instead of influence, over-networking at cost of outcomes, rigidity instead of structure).

The report explains these levels for each competency with “what it looks like” examples and targeted tips.

Competency coverage (examples the prompt can describe)

  • Driving: Influencing & Inspiring, Networking, Initiating Action, Drives Progress – Ambitious.

  • Enabling: Self-Awareness & Humility, Collaborates with Others, Fosters Transparency, Service-Oriented.

  • Strategic: Problem Solving, Entrepreneurial & Commercial, Embraces Change, Stays Adaptive.

  • Operative: Demonstrates Integrity, Results-Oriented, Plans & Structures, Stays Resilient.
    Each competency includes clear behavioural bullets and tailored level descriptions that the prompt turns into fluent narrative with suggestions.

     

Report sections the prompt produces

  1. Competency Overview
    A concise summary of how the person tends to operate overall (no scores; no domain labels visible).

  2. Strengths
    2–4 strongest competencies written as mini-stories: how the behaviour helps, when it shines, and a “keep doing” tip tied to team outcomes (e.g., clarity, cohesion, innovation, reliability).

  3. Development Opportunities
    One meaningful growth area (not already listed as a strength), with a realistic example of when it matters, the upside of improvement, risks if ignored, and one practical “start now” suggestion.

  4. Summary
    A balanced close that stitches strengths and the development focus into a forward-looking contribution statement.

Style & guardrails the prompt enforces

  • No numbers—only UNDER / JUST_RIGHT / OVER appear.

  • Local, consultant tone (native professional language; no translation feel).

  • Short, relatable work examples; avoid niche jargon.

  • Gender-neutral phrasing (“this candidate / this person”).

  • Clear links from behaviour → team effect → business outcome (per domain).

     

Practical tips for users

  • Sense-check levels before generating; levels drive the whole narrative.

  • Add a one-line context (e.g., “customer ops scale-up”) to make examples feel native.

  • Use with Report Studio: export the summary, or add your own Notes for decisions.

  • Pair with “Match” or “Match with Extremes” templates when the audience needs job-fit or risk context alongside strengths.

Example outcomes the narrative will highlight (by domain)

  • Driving (e.g., Influencing & Inspiring, Initiating Action): sharper goal clarity, faster momentum—watch for dominance or over-commit.

  • Enabling (e.g., Collaborates with Others, Fosters Transparency): stronger cohesion and safety—watch for over-accommodation or bluntness.

  • Strategic (e.g., Problem Solving, Embraces Change): better reframing and innovation—watch for complexity for complexity’s sake or spreading too thin.

  • Operative (e.g., Plans & Structures, Stays Resilient): predictable delivery—watch for rigidity or analysis delays under pressure.

FAQ

Can I show exact scores?
No. The prompt intentionally hides numbers to keep reports clean and fair; use Analyze View for numerical comparisons. 

Can I change the tone?
No. The prompt writes like a local organizational psychologist.