Understanding Targets

IRIS Targets define the behavioral intensity ranges most aligned with a specific goal, role, or performance outcome.

They are alignment tools.

Not personality types.
Not labels.
Not pass/fail screens.

Targets help answer one core question:

“How well do these behavioral patterns align with what this context requires?”

What a Target Is

A Target is a defined grouping of behavioral attributes with specific intensity ranges associated with effectiveness in a particular context.

That context might be:

• Career Readiness

• Leadership

• Collaboration

• A specific job role

• A development goal

Each Target identifies:

• Which attributes matter most

• What intensity levels tend to support success

It defines an optimal functional range, not a maximum score.

The Gold Bar Range

In the IRIS platform, Target ranges appear as a gold bar behind each relevant attribute.

The gold bar represents:

• The intensity zone most associated with effectiveness in that role or goal.

When reviewing a profile against a Target, you may see that a score:

• Falls within the gold range

• Falls below the gold range

• Exceeds the gold range

The gold range is not “perfect.” It represents balanced effectiveness. Higher is not always better.

Gap Below vs. Gap Above

Understanding the difference between these two gaps is essential.

Gap Below the Gold Range

This indicates the attribute intensity is lower than what the Target suggests is optimal.

Possible implications:

• A skill may be underactivated.

• Motivation in a key domain may be limited.

• Behavioral energy for that function may require strengthening.

Developmentally, this often suggests growth through activation or skill-building.

Gap Above the Gold Range

This indicates the attribute intensity exceeds the defined optimal range. This is not automatically positive.

Very high intensity can introduce:

• Overextension

• Rigidity

• Excess dominance of one pattern

• Strain in certain team environments

For example:

• Extremely high Achievement in a collaborative role may create unnecessary competition.

• Very high Assertiveness in a support function may disrupt balance.

A gap above the range signals recalibration, not reduction. Targets identify optimal range — not maximum intensity.

Developmental Use (Primary)

Targets are powerful when used for development.

For coaches and participants, they help:

• Clarify the behavioral demands of a chosen direction.

• Identify where patterns already align.

• Surface meaningful growth edges.

• Create focused development strategies.

Targets provide structure to goal-based growth.

They are particularly useful for:

• Career pathway conversations

• Leadership preparation

• Workforce readiness programs

• Promotion planning

Instead of asking, “What are my strengths?”
The question becomes:

“What adjustments increase alignment with where I want to go?”

Targets turn direction into data.

Hiring Use (Secondary)

Targets can also support hiring decisions — with discipline.

For hiring managers, Targets help:

• Clarify behavioral expectations for a role.

• Compare candidate patterns to a defined alignment model.

• Identify areas of strong alignment or potential strain.

However, Targets should not be used as the sole criterion for hiring. They increase the probability of fit — they do not guarantee performance.

Targets can also be used to generate Hiring Reports. These reports compare a candidate’s survey results against the defined Target ranges and highlight strengths and potential challenges for the role. They also provide suggested interview questions to help explore areas of variance.

For a deeper explanation of how to interpret the Match Index and attribute gaps, see Understanding Target Match Results.

Best practice is to combine Target data with:

• Structured interviews

• Skills assessments

• Experience review

• Cultural context considerations

Alignment data strengthens decisions. It does not replace judgment.

Key Principles

• Targets define ranges, not ideals.

• Both low and high gaps matter.

• Alignment reflects probability, not certainty.

• Development is the primary purpose.

• Hiring use should remain disciplined and contextual.

In Summary

• An IRIS Target defines the behavioral intensity ranges most aligned with a specific goal or role.
• The gold bar shows where effectiveness tends to live.
• Gaps below may suggest underdevelopment.
  Gaps above may suggest overextension.
• Used thoughtfully, Targets help individuals grow toward intentional alignment — and help organizations make clearer, more informed decisions about fit.