Interpersonal and intrapersonal skills constitute one of the main areas of concern when it comes to quality and responsible leadership (Ricketts, 2011). These are skills that affect how you behave personally and how you interact with others in your environment. From the assessment made above, my interpersonal and intrapersonal skills place me in the first category of individuals (Granville, 2010). From the evaluation, I prefer to use introversion in daily life interaction and what follows closely in that line is perception. From the description provided, I find myself having a preference for perception over intuition. The sensation is then followed by thought instead of feeling. I find it best to think critically before making a decision. The criterion is therefore aimed at judgment as opposed to perception. I find it is better to use judgment rather than perception (Farcht, 2007). Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay From this evaluation, it is evident that I will have to improve my judgment and try to form not so rigid deadlines and expectations (Ricketts, 2011). This is because they cause stress and can demoralize someone greatly. From the argument it is clear that there are downfalls in life and I should take them into account to continue life in a better way. As a leader I will have to show firmness and be strong even if here in an unexpected event. This will help give my followers a good example to maintain their work pace and calm even in case of misfortunes. Considering introversion as a trait, it appears to be severe and demanding. Therefore it is necessary to do so in moderation to avoid tree-related problems (Ricketts, 2011). All this is evident for the five ratings namely; Cross-Cultural Effectiveness Scale, Hogan Developmental Survey, Myers-Briggs Type Indicator, Hogan Personality Inventory, and Hogan Business Reasoning Inventory (Farcht, 2007). These assessments are very comprehensive as they measure broad spectrums of a human's interaction with others and their environment. This is evident by looking at the number of test items used during testing (Ricketts, 2011). Taking the intercultural effectiveness scale as an example, it evaluates up to 60 items. This is a wide range of tests and will definitely give the required result. These tests are also very reliable as they have been tested on many individuals. This ensures that they are perfect with what they measure in an individual. A combination of these tests also gives the certainty that it measures all aspects related to an individual. The tests measure interpersonal adaptability, leadership derailments, distinct personality types, job performance description, and reasoning ability based on a theory of intelligence and real-world performance (Granville, 2010). The five assessments have different categories of information that are taken into consideration. First, there is the measurement of test reliability (Granville, 2010). Reliability shows how reliable or true the result obtained will be after someone is tested. It is an indication of the percentage of previous tests that have already been run and passed. All tests provided have good reliability and you are confident that they will provide the required results. The cost of the assessment is another category listed. It summarizes the cost of taking the test online or manually per individual or group of people. Taking the test in a group seems cheaper than doing it individually (Ricketts, 2011). The validity of the tests, 2010).