online assessments...talent management processes. hds the hogan development survey (hds) identifies...

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Making the Most of Human Intelligence Data

Online Assessments

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Sandy Blaha Performance Consulting

Comprehensive talent and performance management, leadership development and exit/succession planning:

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The Performance System

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Objective and Agenda

• To provide you with an overview of the variety and use of various human performance and analysis instruments

• Agenda– Qualifications of users, ethical use

– Types of online assessments: • personality and strengths; emotional intelligence; hiring;

development and advancement; team building

– What each assessment measures and uses of data

– Debriefing and coaching the instrument

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Audience Poll

• Who has used assessments?

• Which ones? For what purpose?

• Hold your pros and cons until each is presented – brief comments as we finish each section

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Why Assess?

– Maximize potential• Add greater depth to individual self awareness

• Professional growth of the individual

• Maximize and enhance personal responsibility for self development, career development and best job fit

• Awareness of one’s impact on others, positive and negative

• Improved self management

– Development• Managing performance

• Advancement - leadership development

– Hiring

– Team building

Clarify your intent; commit resources to do the work well with integrity

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10% Can Be Observed by the Untrained Eye

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Inadequate team skillsInadequate team skills

Poor interpersonal Poor interpersonal relationshipsrelationships

Inflexible Inflexible –– handles handles change poorlychange poorly

DoesnDoesn’’t accept feedbackt accept feedback

Derailed Careers

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The Mis-Use of Assessment

• Black and white read of individuals; putting people in a box

• Using the info as a single data point– Verify data in context with other sources of

information• How the person “shows up” with clients and employees

• Ability to blend adapted styles

• Lack of confidentiality, reviewer sharing details dis-respectfully

• Not debriefing and coaching results

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Benefits of Assessment

• Understanding behavioral strengths and challenges in yourself and in others

• Learning to appreciate the differences and strengths of others

• Discovering tools for dealing with conflict effectively

• Enhance teamwork and reduce team conflict

• Developing strategies and awareness to deal with diversity of people, their communication styles and needs

• Increasing sales skill by understanding how clients or customers behave and make decisions

• Improve customer relationships and customer satisfaction

• Reduce personal and organizational conflict, stress and turnover

• Improve communication skills through determining communication styles

• Enhance and develop coaching and mentoring skill

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Qualified Use

• Why use a qualified provider?

• A few ethical considerations– Coaching and debriefing

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Types of Instruments and Uses

• Personality and Style Strengths: MBTI, DISC, Profiles International

• Emotional Intelligence: SEIP

• Hiring: Profiles International; TriMetrix

• Development/Advancement: Skillscope; The Leadership Architect

• Team Building: MBTI; Leadership Architect

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Types of Assessments We Won’t Cover

• FIRO- B

• Team

• Culture

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Personality and Style Strengths

When to use, what each measures– Myers Briggs Temperament Instrument (MBTI)

– DISC

– Profiles XT - Individual and Performance Model Comparison

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MBTI

• Measures preferences

• 4 dichotomies, forced choice

• The original, gold standard

• 16 types

• Variety of choices - depth of instruments

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MBTI – Sample Profile

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DISC

"Everything DiSC Profile" and training materials are offered with the following focuses:•Workplace•Management•Sales•360 Degree Feedback•Leadership The new 79 question DiSC Model. Takes about 15-18 minutes to complete online.

The Original "DiSC Personal Profile System traditional graph-based DiSCpersonality test in the following survey and assessment formats: •DiSC Classic 2.0 Profile - Online version.•DiSC Classic 2 Plus - Online expanded version.•DiSC Classic Paper Profile - The original Personal Profile System 2800 Series. The 28 question, four word cluster version. Just choose which word is most like you and which is least like you. Can be completed in 15 minutes online or 20-25 minutes for the paper self-scoring versions.

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DISC

• Dominance: To the point, decisive and bottom line oriented. These people tend to be independent and results driven. They are strong-willed people who enjoy challenges, taking action, and immediate results.

• Influence: Optimistic and outgoing. They tend to be highly social and out going. They prefer participating on teams, sharing thoughts, andentertaining and energizing others.

• Steadiness: Empathetic & Cooperative. These people tend to be team players and are supportive and helpful to others. They prefer being behind the scene, working in consistent and predictable ways. They are often good listeners and avoid change and conflict

• Conscientiousness: Concerned, Cautious & Correct. These people are often focused on details and quality. They plan ahead, constantly check for accuracy, and want to know "how" and "why".

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DISC – Sales Profile

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DISC Sales Profile

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DISC – High C

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DISC – High D

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Profiles International

PROFILEXT®

•Measures how well an individual fits into your organization.PROFILES MANAGERIAL FIT™

•Measures critical workplace compatibility factors between managers and employees.CHECKPOINT 360°™

•Used primarily to evaluate the effectiveness of your managers and leaders.PROFILES PERFORMANCE INDICATOR™

•Profiles Performance Indicator is a DISC personality style assessment.PROFILES SKILLS TESTS™

•Provide a comprehensive list of tests to measure essential knowledge and skills.STEP ONE SURVEY II®

•Pre-hire assessment that measures an individual's basic work-related values.

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EMPLOYEE BACKGROUND CHECKS

•Part of a comprehensive preemployment screening program.PROFILES SALES ASSESSMENT™

•Measures how well a person fits specific sales jobs in your organization.PROFILES LOYALTYPRO™

•A web-based customer loyalty survey instrument.CUSTOMER SERVICE PROFILE™

•Measures how well a person fits customer service jobs in your organization.PROFILES SALES CHECKPOINT™

•A process used to help Sales people improve their selling abilities.

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Profile XT

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Profile XT

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Profile XT

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Managerial Fit

Profiles Sales Assessment

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Skills Assessments

• Wonderlic

• Microsoft Office Suite Testing

• Typing Test

• PIAV Testing

• Job Fit Assessments

• See handout

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Brief audience check in

Which instruments have you used for general strengths/challenges and job fit analysis?

Your experience, pros, cons, impact?

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Emotional Intelligence

• What is emotional intelligence?– Examples of use

• Why measure emotional intelligence?

• What it measures?• SEIP

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What is EI?

A Working DefinitionA Working Definition

Being aware of our own emotions and the emotions of others, and

Monitoring that awareness and using it to manage ourselves and our relationships with others

Ultimately improving your ability to get the results that you want

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EI Four Quadrants

Self Other

Awareness

Management

Self Awareness

Other Awareness

Self Management

Relationship Management

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EI = A Collection of Skills

Being aware of what’s going on within us, in the moment

Being aware of what might be going on within others, and responding with care and consideration

Managing ourselves, in the moment

Managing our relationships with others

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Some of the Components- SEIP

Personal Power Visionary leadership

Achievement Drive Powerful Influence

Integrity Organizational awareness

Initiative & Bias for Action Teamwork & collaboration

Building Bonds Developing others

Building Trust Communication

Realistic Optimism Catalyzing change

Innovation & Creativity Conflict management

Intentionality Empathy

Resilience Emotional self awareness

Service Ethic Emotional self control

Accurate Self Assessment Stress management

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Measuring Emotional Intelligence

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Soft skills, hard data

• Lack of personal awareness among leaders is the number one cause of declining and failing businesses.

• Employees take their cues from their leaders on how to act.

• 76% of business issues are people and relationship related versus 24% technical and financial.

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Soft skills, hard data

• Sales in companies that put a high value on people and relationships internally and externally are 37% higher.

• Profit runs 27% higher in high EI companies, largely due to ability to take work away from competitors who do not value service and loyalty.

• Employees with high achievement motivation, empathy and self confidence are more productive than those with just high intelligence. And doing more work with less people is key in a recession.

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Use EI skills to

• Know yourself

• Understand others

• Make better decisions

• See and seize opportunities

• Identify problems before they escalate

• Manage difficult conversations and situations effectively

• Advance careers

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When to Use EI Assessment

• Hiring

• Promotion

• Succession Planning

• Leadership Development

• Good to Great

• Mergers and Acquisitions

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3 Ways to Improve EI

• Assessment

• MAP –My Action Plan

• Education & Coaching

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Which instruments have you used for emotional intelligence assessment?


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Hiring

• ProfilesXT

• TriMetrix

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Hiring – Profiles International

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Profiles Interview Guide

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Tri-Metrix

The TriMetrix aligns a person to his natural talents, motivations and behaviors, thereby enabling an organization to benchmark a job, select the right person for the right role, coach and develop staff and establish a succession plan. The multiple uses of the report allow people to continue to use the results throughout their career.

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Tri-Metrix – What It Measures

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Which instruments have you used for hiring analysis?


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Development/Advancement

• When to use a 360 and what it tells you

• Ethical use

• Skillscope; The Leadership Architect; SEIP

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Skillscope

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The Leadership Architect

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Emotional Intelligence 360

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Sample 360 Debrief

• Data, what it tells us– What does the employee think it means?

– Share insights

– Set goals

• Getting back with reviewers– What was learned - highlights

– Further definition as to what would make a difference – avoids miscued assumptions

• Development planning/career track

• Coaching and/or accountability for follow through

• Verifying changes with others

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Which 360 or senior/exec instruments have you used for analysis of advancement potential?


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Team Building

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Which instruments have you used for team building?


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Development Plans & When to Re-assess

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Sandy Recommends

• Define what you want to accomplish with assessment

• Choose instruments, if possible that straddle several categories

• Get the deepest working knowledge you can of the instrument(s) through a relationship with a qualified provider

• Consistently utilize the same instruments

• Emotional Intelligence must be on your list

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Sandy Recommends

• How do you know you’ve selected the best instrument?– Take the instruments yourself before using

them with employees

– Try the instrument with several employees

– Obtain thorough de-briefs from the assessment consultant

– Analyze the instrument’s effectiveness, does it meet your needs?

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Wrap Up - Your Needs and Next Steps

10 minute table discussion; 1 minute each

•Do you need assessment?– What outcome are you trying to achieve?

•What is your next step?

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Thank You!

• Leadership Mindset– March 13-15, Cleveland

• Content: MBTI; SEIP; Crucial Conversations; Delegation and Authority Sharing; Coaching

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Birkman

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Birkman

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Birkman

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Human Synergistics - LSI

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Human Synergistics

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Hogan

HPIThe Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.

HDS The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior. These derailers affect an individual’s leadership style and actions. If these behavior patterns are recognized, however, they can be compensated by development and coaching.

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Hogan

HBRI The Hogan Business Reasoning Inventory (HBRI) evaluates a person’s ability to solve problems and make business-related decisions using textual, graphic, and quantitative data. The HBRI is the first measure of reasoning ability based on a theory of intelligence and designed exclusively to predict real-world performance.

MVPIThe Motives, Values, Preferences Inventory (MVPI) is a personality inventory that reveals a person’s core values, goals and interests. Results indicate which type of position, job and environment will be most motivating for the employee and when he/she will feel the most satisfied.

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EQi

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EQi

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EQi

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Employee Select

• Assess | Sales Max | Select | Pro2 | ENet Hire

• Thank you for your interest in our pre-employment tests and management assessments. Employee Selection and Development, Inc. provides assessment tools to over 600 companies worldwide with the most cost effective and revealing pre-employment testing and post-employment testing available. Our goal is to help companies, hiring managers and human resource professionals screen applicants for job fit, work ethic, integrity, aptitude and core competencies. By using our testing, companies reduce employee turnover and have a highly motivated and compatible workforce.

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Employee Select

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Employee Select

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