If you wish to before learning about the FISO Factor index, click here. Or, read about the FISO Factor index below and then follow the link below to take the test.
FISO Factor® INDEX DESCRIPTIONS
The FISO Factor Index has been developed as an assessment tool to be used in self-assessment and 360° assessment. It determines the level of effectiveness at fitting into the organization in order to navigate the political and operating processes inherent in all organizations in order to get things done and the level of standing out in order to build the business and create long term value for all stakeholders.
Fitting in is measured by the level of Collaboration (based on Integrative skills) the individual engages in and standing out is measured by the level of risk (based on Transformative skills) that the individual is willing to take.
The Fit In (Integrative) measures are: Financial Acuity, understanding how the company makes money and measures its financial success in order to build confidence; Integrity, doing the right things in the right way in order to preserve the reputation of the company to build stakeholder trust; and Linkages, working to build and leverage a wide and effective network of stakeholders in order to provide access to new people and new ways of thinking.
The Stand Out (Transformative) measures are: Learning, being continuously open to new thoughts and ideas in order to foster creativity and innovation; Perspective, developing and sharing insight that raises the performance bar personally and professionally for an individual and collectively for the organization which leads to the ability to offer balanced judgment in all situations; and Global Citizenship, the ability to think broadly and operate in a world that is increasingly interconnected and interdependent in order to provide for high levels of agility as an individual and for organizations for which the leader works.
CONVENTIONAL
The Conventional Leader is high on the fit in dimensions and low on the stand out dimensions. This profile suggests that the individual is capable of collaborating with stakeholders in order to get things done, however he/she lacks the risk orientation to drive higher levels of performance. The Conventional leader can be helpful in implementing current strategies but will not demonstrate the risk orientation needed to raise the performance bar and develop innovative strategies and plans. The individual should determine his/her willingness to engage in higher levels of risk taking and develop a plan that allows him/her to elevate the risk profile. COMPLIANT
The Compliant leader is low on the fit in dimensions and low on the stand out dimensions. This profile suggests that the individual has neither an appropriate focus on collaborating or taking risk in order to support the strategies and goals of the organization. This is an individual capability and/or motivational issue. If it is a capability issue a determination should be made as to the ability to develop. If it is motivational issue a determination should be made as to the willingness to develop. If both are present, a structured development plan should be implemented to raise the collaborative ability and the risk orientation.
CHALLENGER
The Challenger leader is a low on the fit in dimensions and high on the stand out dimensions of the FISO Index. This profile suggests that the individual has the perspective and risk orientation to make innovative and perhaps even breakthrough contributions. The issue for Challenger leader is that he/she does not sufficiently focus on the fit in factors that support collaboration. The Challenger should decide whether there is development energy around the collaboration factors. If so, a plan should be put in place to focus on better unitizing the Fit In skills.
COURAGEOUS
The Courageous Leader is high on the fit in factors and high on the stand out factors. This profile suggests that the individual is capable of collaborating and willing to take risk in order to get short-term results and create long-term value. The Courageous Leader is a valued member of the organization and often serves as pace setter for stimulating learning and change. Courageous leaders serve as both Thought Catalysts for change and as effective Change Agents. They are willing and able to take the risk required in change and willing and able to build the collaborative relationships that make performance sustainable. The individual can be a role model, and equally important, learn how to leverage his or her talents.
The other dimension of the FISO index is to assess short and long term potential to maximize contribution to the overall company and the current department.
Every organization has a stated or - sometimes unstated – strategic intent. Each leader needs to be aware of that strategic intent and assess his or her ability and willingness to make value-added contributions by utilizing his/her FISO profile appropriately.
The FISO Index is developed by dividing the individual score by the organizational score. 
Click here for a PowerPoint version of this graphic
To plot your score on the FISO Factor® graphic above, think of Fit In as an x-axis with a scale from 0 to 10 and Stand Out as a y-axis from 0 to 10. If your FI score is 4 and your SO score is 7 and your FISO Index score is 6.2, this means that you are a Challenger (4,7 puts you in the upper left hand box). The FISO Index is a computation that includes your individual and organization assessments. If it seems low to you, perhaps you are in an environment that does not accept the challenger position as much as you would expect and need. If it seems high to you, perhaps you need to learn more about how to fit in at your organization so you move to the upper right hand quadrant. Additional information that you provided would help me assess your situation in a more customized fashion to your exact situation.
Now you're ready to take a self-assessment test using the FISO Factor tool.
To book a speech, discussion, or seminar with Blythe McGarvie, visit the FISO booking information page.
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