Not just the biggest gap - it's where you're weakest AND most misaligned. You rate yourself 3.4 but stakeholders experience 1.8. Work-Life Balance scores lower overall, but you already know that. Communication is the blind spot you can't see without this data.
Priority ranking uses two criteria: how misaligned the three perspectives are and how weak the overall competency is. Your recommended program - Better You! (12 sessions over 3-4 months) - targets the facet that scores highest on both, with peer-powered accountability and stakeholder check-ins at 30, 60, and 90 days.
The gap between how you see yourself, how you actually behave, and how others experience you - that's where the real insight lives.
Most assessments capture only one dimension. PB JAM measures all three - on the same scale.
"How skilled do I think I am?"
Your honest self-rating across six workplace competencies.
"How often do I actually do this?"
60 behaviorally-anchored statements drawn from a pool of 240 - measuring what you do, not what you believe.
"How do others experience me?"
Focused, anonymized ratings from colleagues who work with you directly.
The assessment surfaces the competencies where the average gap across all three dimensions is the largest. These are your highest-impact development areas - not generic advice, but precisely where your perception, practice, and reputation are most out of sync.
Complete the self-assessment and receive an actionable report instantly - no waiting, no gatekeeper.
Invite up to 3 stakeholders to provide focused, anonymized feedback - unlocking the full three-pronged diagnostic.
Grounded in self-other agreement research (Atwater & Yammarino, 1997), the Johari Window framework (Luft & Ingham, 1955), and behaviorally-anchored assessment design. Cross-referenced to BESSI, Korn Ferry, WEF Future of Work Skills, and Working Genius frameworks. Learn about the science →
This is used to personalize your report and to send stakeholder feedback requests on your behalf.
For each of the six workplace competencies below, rate how skilled you believe you currently are. This measures your self-confidence and self-image in each competency. Later sections will measure how often you demonstrate specific behaviors (which may differ from how skilled you feel) and how others perceive you.
Scale: 1 = Not Skilled (I struggle significantly) | 2 = Developing (basic capability, room to grow) | 3 = Competent (reasonably effective) | 4 = Strong (a genuine strength; I excel here)
💡 Rating tip: Your immediate gut reaction is usually most accurate. Don't overthink it.
This section is different from what you just completed. Part I asked "How skilled are you?" (your self-image). Part II asks "How often do you actually demonstrate specific behaviors?" (your actions). The gap between belief and behavior is one of the most valuable insights from this assessment.
How to rate accurately: Think only about the past 6 months (not your entire career, not your ideal self). Recall specific recent instances. Count frequency, don't estimate general ability. If you can't remember 2-3 concrete examples, consider rating lower. This applies also in case you have not encountered the situation referred to in the behavioral statement.
Scale: 1 = Rarely (0-3 times/month) | 2 = Sometimes (4-8 times/month) | 3 = Often (9-15 times/month) | 4 = Almost Always (16+ times/month)
Invite colleagues, managers, and others to provide anonymous feedback on your workplace competencies. They'll see an introduction to PB JAM and the six facets before rating you on the same 1-4 scale. A minimum of 3 responses is required for anonymity before aggregated results become available.
Your results reveal how your self-perception, behavioral frequency, and stakeholder feedback align - or diverge - across six workplace competencies. The gaps between them are often more revealing than any single score.
Self-Perception (Blue): How skilled you think you are
Behavioral Frequency (Gray): How often you report demonstrating behaviors
Stakeholder Feedback (Tan): How your colleagues see you
Weighted Composite: Your overall score weights stakeholder perception most heavily (SP × 20% + BF × 30% + SF × 50%) since external perception drives career outcomes.
Gap Significance: < 0.5 = Aligned | 0.5-1.0 = Mild gap | 1.0-1.5 = Moderate gap (coaching warranted) | > 1.5 = Significant gap (structured intervention needed)
Scenario Classification: Each facet is classified into one of 15 diagnostic scenarios based on the pattern of your SP, BF, and SF scores. The scenario identifies the root cause of your gap and determines which behaviors to work on.
Program Tier: Based on gap severity and scenario complexity, you're assigned to one of four program tiers - Workshop, Micro-Credential, Better You, or Beyond Placement - each with curated behavior recommendations. For facets not covered by an Avila University credit-linked syllabus, a Lightning Certification is recommended in place of a Micro-Credential - same 4-week PeerPower© format, verifiable certification, without the college credit.
🎯 Highlighted cards show your top 2 priority development areas with recommended behaviors
Check internally first - it may be free and already aligned with your manager
Your PB JAM results and the recommended programs are closely linked - the behaviors, scenarios, and program tiers are designed as a connected development system. That said, before pursuing any external program, check with your organization's L&D or HR team first. Internal training, coaching, or development initiatives may already address your priority areas at no cost and with your manager's support built in. The insight this assessment gives you is yours to act on however works best for you.
