Intensity Scores

IRIS scores are displayed as percentile-based relative scores (PRs).

Each attribute is shown on a scale ranging approximately from –50 to +50, with 0 representing the average range.

These scores reflect the relative intensity of a behavioral pattern compared to a broader reference group.

They do not measure “good” or “bad.”

They measure how strongly a pattern tends to show up.

What Does 0 Mean?

A score near 0 indicates that this behavior falls within a typical or average range.

Average does not mean ordinary.
It simply means the behavior is expressed in a balanced way relative to others.

Many effective leaders operate with numerous attributes in the moderate range.

What Does a Positive Score Mean?

A positive score (e.g., +20, +35, +45) indicates that the behavior shows up with greater intensity.

High intensity means:

• The pattern is more likely to be visible

• It may be a natural strength

• It may also require calibration depending on context

Coaching question:

Where does this intensity serve the individual well?
Where might it create friction or overextension?

What Does a Negative Score Mean?

A negative score (e.g., –15, –30, –45) indicates that the behavior is expressed with less intensity.

Lower intensity means:

• The pattern may not be a natural default

• It may represent a development opportunity

• In some roles, lower intensity may be advantageous

Coaching question:

Is this a gap that matters in this context?
Or is it appropriately aligned with the person’s environment?

What About Standard Ranges?

While IRIS uses statistical distribution behind the scenes, users do not need to interpret standard deviations to use the system effectively.

As a general orientation:

• Scores closer to zero reflect moderate expression

• Scores further from zero reflect stronger intensity

Intensity increases as you move away from the midpoint in either direction.

What matters most is not the number itself, but:

• The pattern across attributes

• The alignment to role or goals

• The Real vs Ideal difference

• The context in which the behavior shows up

Intensity Is Contextual

High intensity is not automatically desirable.
Low intensity is not automatically a weakness.

For example:

• High Collaboration may be ideal in team-based roles

• Lower Collaboration may align well with independent research work

Intensity must always be interpreted in context.

A Development-Oriented Lens

Rather than asking:
“Is this score good?”

A more useful question is:

• How does this pattern support current goals?

• What happens under pressure?

• What does the Ideal score suggest about desired growth?

• How does this compare to relevant Targets?

IRIS measures intensity, not identity.

The goal is clarity — not labeling.