1. PERSONAL SELF-ASSESSMENT
for Sarah Beth Larson
Your reference ID # is 11792
Personal Moral Competency Inventory
I. THE STRENGTH OF YOUR MORAL COMPASS
INTEGRITY
Your Self-Assessment
0 20 30 40 50 60 70 80 90 100
Very Low Low Moderate High Very High
RESPONSIBILITY
Your Self-Assessment
0 20 30 40 50 60 70 80 90 100
Very Low Low Moderate High Very High
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2. COMPASSION
Your Self-Assessment
0 20 30 40 50 60 70 80 90 100
Very Low Low Moderate High Very High
FORGIVENESS
Your Self-Assessment
0 20 30 40 50 60 70 80 90 100
Very Low Low Moderate High Very High
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3. II. YOUR MCI ALIGNMENT SCORE
A. Your total MCI alignment score is: 80.5
Score Ranking
90-100 Very High
80-89 High
60-79 Moderate
40-59 Low
20-39 Very Low
B. What Your MCI Alignment Score Means
• Your total score is a measure of alignment. If your score is high, it is highly likely that
you typically act in ways that are consistent with your beliefs and goals. If your score is
low, it is likely that your typical behavior is out of synch with what you believe and what
you want for yourself.
• There are quite a few different ways to look at your MCI scores. No single interpretation
is correct, and no “test” is the last word on your capabilities. We recommend that you
reflect on each of these aspects of your MCI scores, to see whether they trigger the
self-awareness that is so crucial to ongoing moral development.
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4. • We think you will find your results to be interesting and illuminating. If there are aspects
of the MCI interpretation that are confusing or don’t make sense to you, then we trust that
in the final analysis, you know yourself better than any assessment. That said, here are
some ways to interpret you scores.
• The maximum possible score is 100. A score of 100 would mean that you answered every
item on the MCI with a “5”, and would indicate that you believe you are completely
competent in all ten moral competencies assessed by the inventory. Since no human
being is perfect, a perfect score on the MCI might mean that you have some difficulty
acknowledging areas of weakness.
• The minimum score is 20. Most people have some degree of moral competency;
therefore, low and very low scores may reflect excess self-criticism rather than genuine
moral incompetence. In our experience, scores below 60 are extremely rare, most likely
because corporate leaders do not succeed without some degree of moral competency.
• MCI scores fall most frequently in the moderate range, between 60 and 79.
• Your total MCI score is simply a snapshot of your overall moral competence. If you take
the MCI every year or so, your total score can help you see whether your overall level of
moral competence is increasing.
• You may re-take this as often as you like.
III. Highest and Lowest Competency Scores
Your Highest Competencies Your Lowest Competencies
Acting consistently with principles, values and beliefs Ability to let go of others’ mistakes
Keeping promises Actively caring about others
Embracing responsibility for serving others Ability to let go of one’s own mistakes
Most people who complete the MCI have one or two moral competency scores that stand out as
higher and lower than the bulk of the scores.
Do your highest scores fit your understanding of your own strengths?
If so, these are the competencies that you know how to use to maintain alignment and promote
high performance. Are there any high scores that surprised you? If so, they may represent
areas of strength that you had not been aware of, and are competencies that can further help you
to achieve your goals.
Do your lowest scores fit your understanding of where your weaknesses lie?
If so, you have an opportunity to develop your competencies if you decide that improvement in
those competencies is important to you. Are there any low scores that surprised you? If so,
they may represent blind spots that are keeping you from reaching your goals.
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5. IV. Individual Item Scores
High Scored Items (Rated 5 or 4)
Item Score Item
5 My friends and coworkers know they can depend on me to keep my
word
5 I pay attention to the development needs of my coworkers
5 When faced with an important decision, I consciously assess whether
the decision I wish to make is aligned with my most deeply held
principles, values and beliefs
5 When I make a mistake, I take responsibility for correcting the
situation
5 When a situation may prevent me from keeping a promise, I consult
with those involved to renegotiate the agreement
5 My coworkers think of me as an honest person
5 My friends would say that my behavior is very consistent with my
beliefs and values
5 My coworkers would say that I take ownership for my decisions
5 My coworkers would say that I have a realistic attitude about my
mistakes and failures
5 When someone asks me to keep a confidence, I do so
5 I spend a significant amount of my time providing resources and
removing obstacles for my coworkers
5 I tell the truth unless there is an overriding moral reason to withhold
it
5 My coworkers would say that I am the kind of person who stands up
for my convictions
5 I own up to my own mistakes and failures
5 I am able to deliver negative feedback in a respectful way
5 My coworkers would say that my behavior is very consistent with
my beliefs and values
5 My colleagues would say that I go out of my way to help them
4 Because I care about my coworkers, I actively support their efforts to
accomplish important personal goals
4 I use my mistakes as an opportunity to improve my performance
4 When I forgive someone, I find that it benefits me as much as it does
them
If you have a few scores of 5, those items may be areas of particular strength that you should
recognize, appreciate, and use. If you have a majority of 5s you may be extremely morally
competent across the board, but you may also have overrepresented your strengths. People with
very high scores across the board may need to solicit feedback from others to confirm the accuracy
of their scores.
Low Scored Items (Rated 1, 2 or 3)
Item Score Item
1 I resist the urge to dwell on my mistakes
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6. 2 I am able to 'forgive and forget,' even when someone has made a
serious mistake
3 My first response when I meet new people is to be genuinely
interested in them
3 If I knew my company was engaging in unethical or illegal behavior,
I would report it, even if it could have an adverse effect on my career
3 I truly care about the people I work with as people – not just as the
'human capital' needed to produce results
3 If I believe that my boss is doing something that isn’t right, I will
challenge him or her
3 My coworkers would say that I am a compassionate person
3 I accept that other people will make mistakes
3 Even when people make mistakes, I continue to trust them
3 Even when I have made a serious mistake in my life, I am able to
forgive myself and move ahead
3 I discuss my mistakes with coworkers to encourage tolerance for risk
3 When things go wrong, I do not blame others or circumstances
3 When I make a decision that turns out to be a mistake, I admit it
If you have some scores that are 2 or 1, what weaknesses do those items represent? Since most
people who take the MCI have very few item scores below 3, low item scores usually represent
wonderful opportunities for removing obstacles to high performance.
Take a look at the item scores for your highest and lowest competencies. Was your lowest
competency score a result of midrange scores for each of the four related items, or was your
competency score low because of one very low item score? If so, you may find that paying
attention to that single aspect of the competency could greatly boost your competence in that area.
V. Do Your Scores Matter?
All of the competencies included in the MCI are important, and all act synergistically. But
realistically, we are all human, and need to concentrate on developing the competencies that will
have the most impact on ourselves and our organizations.
You already have decided whether your scores accurately reflect your areas of moral strength and
weakness. At a deeper level, how well do your scores represent competency areas that are
important to you? After all, you can be good or bad at things that you don’t care about. So we
encourage you to think about the extent to which the competencies identified are consistent with
your moral compass and your goals.
VI. Reality Testing
How much do you trust your self assessment of your moral competencies? Most of us have some
degree of difficulty seeing ourselves as others see us.
As a reality test, we recommend that you share your MCI scores with one or two trusted friends or
colleagues. Here are some questions you can ask them:
• How well do my strengths as reported on the MCI reflect your perception of my
strengths?
• How well do my weaknesses as reported on the MCI reflect your perception of my
strengths?
• Are there other moral competencies that you see as my strengths?
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7. • Are there other moral competencies that you see as weaknesses?
• On a scale of 1 to 10, how would you rate me on integrity?
• On a scale of 1 to 10, how would you rate me on responsibility?
• On a scale of 1 to 10, how would you rate me on how well I show compassion?
• On a scale of 1 to 10, how would you rate me on my capacity for forgiveness?
* This Moral Competency Inventory is not a psychological test or inventory. No studies of reliability or validity have been done and no such
research is anticipated. Users should understand that this is only a survey or poll of opinions of those surveyed.
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