Inez Anders,

Recently you have asked me to give my opinion about a fellow co-worker, Kyle
Houston. Having done so I can happily say that Mr. Houston has received a 2.42
overall rating on the Major Assessment Categories dealing with Specific Behaviors.
Although his score of 2.42 out of a 3.0 scale wasnt excellent it wasnt bad either.
While observing Mr. Houstons performance I asked members of his team what they
thought of their potential team leaders performance. We all had a consensus of
where Mr. Houston could use some critiquing in dealing with specific behaviors.

While evaluating Mr. Houstons work he scored a 2.83 on a scale of 2 to 3 in the

contributing category. Mr. Houston does a great job at offering ideas and
suggestions. He attends all meetings and meets all deadlines in a timely manner.
From this I can tell he donates time, in order to pertain the information given to him
more effectively, by showing up consistently to all meetings. I could also tell he
participates well by giving relevant opinions within the group. Although he scored
fairly high in this category his work could still use a bit of critiquing. Members of his
team say that he has trouble at offering ideas that could somehow or in any way or
form be offensive to those within the job or outside of it. While Im sure its not a big
deal, Im advising that he should most definitely think before he speaks.

In the listening category of the major assessment Mr. Houston scored a 1.96 on a
scale of 0 to 3. As spoken about before he does consistently well at attending all
meetings. He allows other members to talk and speak their own ideas. He rarely
brings up an irrelevant topic during meetings. He clarifies others ideas and opinions
when theyre difficult to comprehend. He also resist telling other members what to
think. While these are good characteristics for Mr. Houston to have he had a below
median score. Mr. Houston has a tendency to lose focus about a subject if it doesnt
interest him. Members of his group have told me that hes been seen playing Angry
birds and snapchatting others while attending a meeting that didnt interest him.
Im sure his score can raise in the near future, he just has to work at becoming a
better listener. Mr. Houston then scored a 2.18 on the scale of 0 to 3 on the
facilitating group problem solving category. He does an exceptional job at asking
questions to organize discussions in meetings. Hes specific with the questions he
asks to make sure others dont stray from the topic. He discards all but the best
solutions while also encouraging suggestions of alternative solutions. Although he
had an above median score his work in facilitating group problem solving could use
a bit of a tune up. Members of his team have told me that he could be a bit biased
at times when choosing alternative solutions to problems simply based on their
social status to Mr. Houston. Theres no doubt that Mr. Houston shouldve received a
perfect score in this category, he just needs to make sure he hears everyone ideas
equally.

I see a lot of potential in Mr. Houston. In order to raise his score I would suggest
listening and group problem solving workshops in order to help mold him into

becoming a better team leader. Thank you for trusting in my opinion about fellow
co-workers.

Sincerely,
Ladarius