OAD Executive Briefing for

Engineering Best Practices Group

Hosted by:

Consider this……

Ø In multiple case studies, employees with the optimal pre-defined natural personality traits produced at levels that surpassed those who did not by 28%.

Ø In similar studies, companies have experienced reduction in costly turnover by 31% in the first year when the natural personality traits of candidates were added as a dimension when aligning candidates with specific positions.

2

The OAD Survey

ü Only Adjective List Survey Built to Standards of ü EEOC

ü American Psychology Association

ü Canadian Psychology Association

ü Great Britain Psychology Society

ü Buros Institute of Mental Measurements

ü American Test Publishers

ü Self-made – No forced response

ü Unbiased Format

ü Computer-scored Results Mean Less Possibility of Error

OAD Assessment Applications

Strategic Applications

ü Strategic Alignment

ü Personnel Development

ü Succession Planning

ü Mergers and Acquisitions

Tactical Applications

ü Hiring & Selection

ü Management & Coaching

ü Teambuilding

ü Conflict Resolution

Personality Traits

Lower / Less

A – Assertiveness: Team Player / Accommodating

E – Extroversion: Analytical / Direct

P – Patience: Sense of Urgency / Likes Change

D – Detail Oriented: Independent / Delegative

VL – Versatility Level: Consistent Behaviors

EC – Emotional Control: Empathetic / Emotive

CR – Creativity: Pragmatic / Practical Thinking

Higher / More

Assertive / Venturesome

Outgoing / Persuasive

Methodical / Likes Predictability

Structured / Expert / Compliant

Versatile Behaviors

Logic Minded / Controlled

Abstract / Conceptual

Company Confidential © OAD Northcentral

Traitsü Intrinsic...

ü Heredity and Conditioning...

ü Relatively Constant...ü 70%

ü 7 Years

ü On a Continuum

Construct V - Versatility Level

üThe Degree of Behavioral Adaptability and General Activity Level...

üAffects...

üSustaining Behavioral Change

üThe Extent and Range of Involvements

üCoping With Stress

üMeasure of Energy & Stamina

Emotional Control

0 1 2 3 4 5 6 7 8 9 10

Feelings / EmotionsExpressive / Spirited

Logic-Minded Controlled / Stoic

What does this tell us?

• How are decisions made? Logically? Emotionally?• How controlled are emotions? Expressive? Controlled?• Empathy

Average

Normative

Creativity

0 1 2 3 4 5 6 7 8 9 10

Pragmatic / PracticalTied to Convention

Creative / InventiveChallenge Convention

What does this tell us?

Low CR = Why reinvent the wheel?High CR = Not tied to convention

Average

Normative

Behaviors

ü Behaviors Learned... Observations and Perceptions

ü Fluid and Changing...

ü Conscious Versus Instinct

ü Behavioral Changeü Dependent on Awareness

ü Adaptability

Leadership Style Matrix

TechSpec

Specialist

Perfectionist

Processor

Coordinator

Social Diplomat

Architects Builders

Experts Facilitators

G E N E R A L I S T S

S P E C I A L I S T S

T

E

C

H

N

I

C

A

L

L

Y

O

R

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E

N

T

E

D

S

O

C

I

A

L

L

Y

O

R

I

E

N

T

E

D

Developer

Entrepreneur

Independent

Generalist

Pathfinder

Adventurer

Influencer

Negotiator

Management Style

Direct with High

Knowledge(Higher Detail

Orientation/ Lower Extroversion)

Strong on Relationships &

Execution(Higher Detail

Orientation / Higher Extroversion)

Architects Builders

Experts Facilitators

G E N E R A L I S T S

S P E C I A L I S T S

T

E

C

H

N

I

C

A

L

L

Y

O

R

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E

N

T

E

D

S

O

C

I

A

L

L

Y

O

R

I

E

N

T

E

D

Direct with High

Confidence(Higher

Assertiveness / Lower Extroversion)

Confident & Persuasive

(Higher Assertiveness / Higher Extroversion)

Architects

Architects – enjoy analyzing and conceptualizing - the world of ideas and theories. Broad thinkers - the future – what is needed, what can be made better, what is possible.

ARCHITECT

§ Enjoy ambiguity – Resist close management – Prefers to “Trail blaze”.

§ Seek new ventures. The fun is in the “hunt”, not the implementation.

§ Introspective – Efficient communicators. Communicates in a direct, confident manner.

§ Driving, Demanding, no-nonsense people.

§ Management Style – Direct & Confident

Developer Pattern

Entrepreneur Pattern

Independent Generalist Pattern

Builders

Builders – many qualities of Architects, but with a critical difference - outward-looking personalities - extroverted. Derive ideas from people – the marketplace.

BUILDER

§ Confident and assertive like Architects, but Builders employ persuasion, sharing, flexibility, relationships, and “buy in”.

§ Strong on building relationships. Prefers not to get involved in analytical, detail, or follow-up work.

§ Builders enjoy internal or external “sales” activities. Lots of people, lots of conversation.

§ Management Style – Confident and Persuasive

Influencer Pattern

Experts – the core of every organization. The personalities who execute, who get the work done.

Experts Experts

§ Confidence comes from knowledge & subject matter expertise.

§ Strong orientation toward structure and expert execution.

§ Emphasis on developing and maintaining high skill levels.

§ Detail and follow-up, accurate, “hands-on”.

§ Introspective – Efficient communication style.

§ Management Style – Direct with High Knowledge

Specialist Pattern

Richard ReichertzSpecialist Pattern

Facilitators – many of the qualities of the Experts, but with a critical difference – extroverted personalities.

Facilitators FACILITATOR

§ Strong on building customer relationships.

§ Effective at making sure that things are done correctly – often accomplished through persuasion and support.

§ Strong social orientation. Persuasive communication style.

§ Derive much of their confidence from expertise and experience.

§ Management Style – Sells on relationships and execution.

Variation of Coordinator Pattern

Benchmarking a PositionBest Practices

Select 3-4 people who know the demandsof the position well –

– Manager who has done the job

– Current high-performer

– Complimentary manager whose job is heavily impacted by this role

Goal is to reach a consensus not a compromise

Case Study #1Projects Continually Stalled

Decisions delayed due to ambiguous circumstances.

Process lacked flexibility / inventiveness

Customer responsiveness severely impaired

Rigidity negatively impacts competitiveness

Project Manager BenchmarkTechnical Specialist Profile

Former Project ManagerSpecialist Profile

Fit & Gap Analysis

Former Project Manager JAQ Benchmark – Project Manager

• JAQ Calls for Lower Patience – PM has Normative to Higher Patience• JAC Calls for Higher Behavioral Adaptability – PM has Lower Behavioral Adaptability• JAQ calls for Higher Creativity – PM has Lower Creativity

Take Aways….

ØQuantify the Personality Demands of each position.

ØOne’s Natural Personality Traits have a huge bearing on how one performs in their job.

ØUnderstanding, managing and hiring to the personalities of your current and prospective employees will Improve Operational Performance and Reduce Costly Turnover.

Questions….