otto kroeger associates (oka) – – (703) 591-6284 presented by: jennifer tucker consulting...

Otto Kroeger Associates (OKA) – www.typetalk.com – (703) 591-6284

Presented by:

Jennifer TuckerConsulting DirectorOKA (Otto Kroeger Associates)Phone: 703-591-6284E-Mail: [email protected]

Managing Talent by Building Self-Awareness: Personality and Team Assessment Instruments

ENERGY FLOW - ATTITUDE

OUTER WORLD ORIENTATION

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DATA GATHERING

PERCEIVING FUNCTION

DECISION MAKING

JUDGING FUNCTION

mailto:[email protected]

© Copyright OKA (Otto Kroeger Associates) 2007 www.typetalk.com

Webcast Objectives

1. Describe five assessments that effectively support leadership and team development:

1. Myers-Briggs Type Indicator® (MBTI ®) Assessment

2. Strength Deployment Inventory ® (SDI ®)

3. Reversal Theory

4. Leadership Spectrum Profile (LSP)

5. Klein Group Instrument (KGI)

2. Determine the best instrument to match the specific needs of the leaders and teams you work with.

By the end of this webcast you will be able to:


Our Baseline Assumptions

• Lasting success in developing employees comes when skills training is framed from the perspective of the participants’ personality preferences and styles.

• Talent management is best supported through enhanced self-awareness – realized through the strategic use of personality and team assessment instruments.

• The instruments reviewed here were selected for their power in developing self-awareness and inter-personal skills – they are not selection tools for performance evaluation or hiring.


Myers-Briggs Type Indicator® (MBTI®)

Assessment

Myers Briggs Type Indicator, Myers-Briggs and MBTI are registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries.

What Is the MBTI Assessment?

• An instrument popularized by Katherine Briggs and Isabel Briggs Myers to make C. G. Jung’s theory of personality types practical and useful.

• Most widely utilized personality preference instrument in the world.

• Reflects an individual’s preferences, does not measure abilities, likelihood of success, intelligence, skills, or mental health.

What Is a Preference?

“Much seemingly chance variation in human behavior is not due to

chance; it is in fact the logical result of a few basic, observable

preferences.”

C.G. Jung

Preference Overview

ENERGY FLOW - ATTITUDE

OUTER WORLD ORIENTATION

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DATA GATHERING

PERCEIVING FUNCTION

DECISION MAKING

JUDGING FUNCTION

Preference Summary

Your four-letter type represents a preference from each of the above four dichotomies. Here are the sixteen possible combinations:

Extraversion Introversion

Sensing iNtuition

Thinking Feeling

Judging Perceiving

ISTJ ISFJ INFJ INTJ

ISTP ISFP INFP INTP

ESTP ESFP ENFP ENTP

ESTJ ESFJ ENFJ ENTJ

E N E R G Y S O U R C E

P E R C E I V I N G F U N C T I O N

J U D G I N G F U N C T I O N

L I F E S T Y L E O R I E N T A T I O N

• The MBTI helps people become aware of their differences and can reduce conflict through appreciation of differences.

• The MBTI supports decision making and problem solving processes.

• The MBTI facilitates team building by identifying strengths, weaknesses and blind spots for organizational units and helps in establishing effective ad hoc teams.

• The MBTI builds understanding regarding an organization’s norms and cultures.

• The MBTI acts as a lens through which to diagnose organizational issues and to organize people and processes to develop strategies and solutions.

MBTI and Myers Briggs Type Indicator are registered trademarks of CPP, Inc., Palo Alto, CA 94303© Otto Kroeger Associates 2005

Organizational Benefits of the MBTI®


Matching Instruments to Needs

Myers-Briggs Type Indicator (MBTI) Assessment

• Team and Leadership Development• Decision Making• Communication Skills• Best Sell: Widely Used, Wide Range of Applications

• Class B instrument – available only through a qualified user

• Administered online or by paper (93 questions)• Qualification Training: 4 days• Published by CPP, Inc


Strength Deployment Inventory® (SDI ®)

Strength Deployment Inventory and SDI are registered trademarks of Personal Strengths Publishing.

Relationship Awareness Theory & The SDI: Key Ideas

• Relationship Awareness Theory and the SDI focus in the areas of motivation and behavior.

• Together, the theory and tool help people:

�̶Understand the different motives that people value�̶Deploy different behaviors to more effectively work with others�̶Manage the different stages of conflict

Traditional Behavioral Typologies

• Relationship Awareness TheoryPast

Performance

Motives, Priorities,Value System

Demand & Reward Structure of the

Environment

Predicted Performance

Past Performance

PredictedPerformance

Relationship Awareness Theory – Key Premises

• We do what we do because we want to feel good about ourselves.

• We tend to take two different approaches to life: when things are going well & when we are faced with opposition or conflict.

• A “personal weakness” is nothing more or less than an overdone strength.

• We tend to perceive others’ behaviors through our own filters – we see what we expect to see

BlueRed-Blue

Red

Red-Green

Green

Blue-Green

Hub

ALTRUISTIC–NURTURING

ASSERTIVE-DIRECTIVE

ANALYTIC-AUTONOMIZING

An MVS Perspective on Leadership Styles

Exception or Process

Consensus or Team-based

Enabling or Supportive

Direction or Example

Strategic or Tactical

Empowering or Guiding

Coaching or Mentoring

CONFLICT STAGE

FOCUS ON BLUE RED GREEN

1SelfProblemOther

Accommodate others

Rise to the Challenge

Be prudently cautious

2SelfProblemOther

Surrender conditionally;

Giving In

Fighting the opposition to win

Pull back and analyze; escaping

the conflict

3SelfProblemOther

Surrender completely; Feeling

Defeated

Fight for survival;Protecting one’s

life

Withdraw; Retreating Completely

What Conflict Looks/Feels Like

Relationship Awareness Theory – Take Homes

• Your values and motives may be hard-wired, but behavior is not. You choose what you do.

• Understanding the different values systems help in communicating with others - consider both your values, and the probable values of your audience – listen for clues!

• Borrowing strengths allows for both selection and balance – choose specific behaviors, or select a variety of behaviors to ensure that your bases are covered.



Strength Deployment Inventory (SDI)

• Conflict Management• Situational Leadership• Feedback & Expectations Components• Best Sell: New, Easy to Apply Immediately


• Administered online or by paper (20 questions)• Qualification Training: 2 days• Published by Personal Strengths Publishing


Reversal Theory

What is Reversal Theory?

• A cutting edge theory of human personality, motivation and emotion derived by Michael Apter, Ph.D.

• A practical and actionable set of ideas rooted in over 30 years of clinical research

• Explains the changeability of people, without contradicting preference or trait-based theories

• Asserts that we cannot fully understand behavior unless we understand the motive driving that behavior

• Provides a structure for recognizing, predicting and changing emotions – so you can construct your own responses, instead of letting emotions “happen to you”

• Presents both a framework and set of skills that lead to greater motivational and emotional balance and effectiveness for individuals, leaders, teams and organizations

The Domains and States of Reversal Theory

PlayfulProcess, Passion and Fun

SeriousFuture Goals, Achievement

Means/Ends

RebelliousFreedom, Change

ConformingBelonging, Rules

Rules

SympathyRelationship, Care

MasteryPower, Ability

Transactions

OtherOther-oriented

SelfSelf-oriented

Relationships

Means/Ends Domain

Focus is on both the intention and the significance of an activity – and whether motivation comes from achieving an important goal (Serious) or experiencingthe process itself (Playful).


Means/Ends


Rules Domain

Focus is on rules and norms – and whether we are motivated to act within rules, roles, and expectations (Conforming) or to move against or outside of them (Rebellious).


Rules


Transactions Domain

Focus is on interactions between people – and whether they are motivated by power, ability and control (Mastery), or by care, emotional support and connection (Sympathy).


Transactions

SympathyRelationship, Care

Relationships Domain

Focus is upon whether one is motivated by fulfilling one’s own needs (Self) or another’s (Other).

SelfSelf-oriented

Relationships

OtherOther-oriented

Reversing from one State to another

Reversing from one state to its opposite is common and is brought about by one of three factors:

1. The situation changes

2. Frustration

3. SatiationPlayfulProcess, Passion, and Fun


Means/Ends




Alice is a bench scientist working on a cure for cancer. More often than not, Alice is driven by goals, time requirements and a desire to achieve …


Alice is a bench scientist working on a cure for cancer. More often than not, Alice is driven by goals, time requirements and a desire to achieve…

Reversing from Serious to Playful


Means/Ends

Today, however, Alice comes across fascinating data in her experimentation and is motivated in the moment by the joy of her data, and in her excitement and passion, time melts away.



…but found the political topic rooted to something within him that had significance, and he became determined to make his point and end the discussion.



Tom enjoys a good argument and often finds himself playing the role of devil’s advocate just to learn, agitate or see what happens in the moment. He started such an argument today…


Tom enjoys a good argument and often finds himself playing the role of devil’s advocate just to learn, agitate or see what happens in the moment. He started such an argument today…

Reversing from Playful to Serious

Means/Ends

State Summary


Values tradition & duty Seeks group identity


Values control & strengthSeeks competence & pride

MEANS-ENDS Does motivation come from

achieving the goals or experiencing the process?


Values ambition & future focusAvoids arousal, risk & anxiety

SelfSelf-Oriented

Values self-reliance & own needsTakes personal responsibility


Rules seen as restrictiveValues innovation & change

SympathyRelationship, CareValues compassion

Seeks personal connection

OtherOther-Oriented

Values giving & generosityFocused on others’ needs

PlayfulProcess, Passion & Fun

Moment driven & present focusedSeeks excitement to avoid boredom

RELATIONSHIPS Are you motivated by

fulfilling your own needs or another’s?

TRANSACTIONSAre motives based in

power and control, or in care and emotional support?

RULESAre rules, traditions,and expectations

supportive or restrictive?

Reversal Theory And Leadership

Effective Leaders:

• Know their own motivational tendencies and the impact they have on others, teams and organizations

• Know the state most needed by individuals, teams and organizations at any given time

• Trigger specific states in individuals, teams and organizations as needed

• Model and encourage motivational diversity

See OKA’s November 2007 article about Reversal Theory at www.reversaltheory.net.

http://www.reversaltheory.net/



Reversal Theory • Motivation and Emotion • Influencing Skills• Change Management • Best Sell: New, Most Flexible Model, Provocative

• Class A instrument & process available though OKA to all Train-the-Trainer session at OKA: 1 day

• Class B instrument available through Apter InternationalQualification Training through Apter: 2 days


Leadership Spectrum Profile (LSP)

Leadership Spectrum Profile (LSP) is a registered trademark of Enterprise Management Limited.

©2000-2006 Enterprise Management, Ltd., All Rights Reserved

LSPLSP OverviewOverview

Leadership Spectrum Profile (LSP) Award-winning instrument designed to assess a

leader’s priorities encountered along an organization or project life cycle.

Outlines a results-driven framework that reflects the different demands that teams and leaders face when implementing any initiative.

Also provides a practical way to influence “up the chain of command" to gain project support.

Developed by Dr. Mary Lippitt, Author of the Leadership Spectrum: 6 Business Priorities that Get Results


Spectrum Wheel™ Spectrum Wheel™

Do it Now

Get Organized

Get Better

Support the Team

Focus onthe Future

Think “OutOf the Box”


What’s a Priority?What’s a Priority?

Choice of what is the most important action at this point in time/stage

Business logic based on current perception of what is key now

Most critical goal given current information

Desired results or outcomes

Criteria used in decisions


Inventor: State-of-the-art products/services; product extensions

Catalyst: Market share growth; Customer retention/loyalty

Developer: Seamless operations

Performer: ROI; Profit margin; Quality

Protector: Retain key talent; Culture as a competitive advantage

Challenger: Capture emerging opportunities

Priorities and Desired Priorities and Desired ResultsResults


LSP and Organization LSP and Organization Life Cycle Life Cycle

Growth

Stature

Prime

Mature

Renewal

Birth/Rebirth


Each Question:

Based on a situation

Six equally good alternatives

Selection of what you would do first and what you would do second

Depicts priorities at a point in time

Leadership Spectrum Profile®Leadership Spectrum Profile®


Applications & BenefitsApplications & Benefits

• Leadership development• Mentoring/Coaching• Strategic and execution planning • Innovation and initiative• Balanced Scorecard/Measures• Strategic influencing and trust• Change management

LSP Benefits

New framework that engages participants

Business focused on results & critical

thinking

Comprehensive and applicable to changing

circumstances

Encourages agility without labels




• Business Results Oriented• Project Management/Leadership • Strategic Planning• Best Sell: Most Closely Linked to Business Life Cycle


• Administered online or by paper (14 questions)• Qualification Training: 2 days• Published by Enterprise Management Limited


Klein Group Instrument (KGI)


Klein Group Instrument

• A self-administering tool designed to identify leadership, negotiation, task and interpersonal skills that individuals can develop

• Created and authored by Robert R. Klein, Ph.D.

• Over ten years of research and development done in academic and private sector settings

KGI Benefits

Useful in work with groups and teams

Assists people in defining, assessing

and developing leadership and team

membership skills


KGI Model

1. Leadership

3. Interpersonal Focus

2. Task Focus

4. Negotiation Orientation


KGI Leadership Subscales

● Assertiveness► Expressing ideas ► Making yourself heard► Supporting positions ► Persuading others

● Group Facilitation► Facilitating task analysis ► Facilitating ethical work► Facilitating creative problem solving► Facilitating organized work ► Facilitating interpersonal connection

● Initiative► Being in the action ► Influencing group activity


KGI Task Focus Subscales

● Task Analysis► Considering a range of possible solutions ► Critically evaluating each► Preparing for possible problems ► Deriving a work plan► Finding effective work structures for the group’s efforts► Assigning tasks and accountability

● Task Implementation► Maintaining clear communications regarding responsibilities► Readjusting the work plan as necessary► Maintaining the energy and focus necessary to accomplish the task


KGI Interpersonal Focus Subscales

● Positive Group Affiliation► Building interpersonal relations within the group► Creating a team spirit that allows members to feel positive affiliation► Building rapport and mutual understanding► Model and support members’ mutual connection and acceptance

● Feeling Orientation► Sharing and promoting comfort with sharing feelings, values and ideas► Understanding and staying in tune with emotional undercurrents► Listening and observing facial expressions and non-verbal communication


KGI Negotiation Orientation Subscales

● Perspective Taking ► Listening closely► Understanding underlying values and interests► Constructing proposals that members buy into and support► Obtaining essential information to construct worthwhile arguments

● Constructive Negotiation Approach► Setting a positive tone for discussion► Investigating members’ concerns and values► Proposing solutions that bridge members’ interests► Finding acceptable accommodations to reach agreement


KGI Individual Profile

1. Profile overview (one page)

2. Results for the Leadership Section

3. Results for the Negotiation Section

4. Results for the Task Focus Section

5. Results for the Interpersonal Focus Section

6. Composite Graph


KGI Group Profile

1. Introductory Statement

2. Outline on Use of Group Profile

3. Description of Profile

4. Composite Graph

5. Descriptions of the KGI Scales and Subscales

6. Executive Summary

7. Team Results for Each Scale and Subscale

8. Outline for Organizing and Implementing an Action Plan




• Team Management and Membership Skills• Leadership and Negotiation Skills Development • Best Sell: Team Level Complement to MBTI

• Class A instrument – available to anyone at www.capt.org.

• Administered online only• Train-the-Trainer session:1 day


Summary



Myers-Briggs Type Indicator (MBTI) Assessment

• Team and Leadership Development• Decision Making• Communication Skills• Best Sell: Widely Used, Wide Range of Applications

• Class B instrument – available only through a qualified user• Administered online or by paper (93 questions)• Qualification Training: 4 days• Published by CPP, Inc

Strength Deployment Inventory (SDI)

• Conflict Management• Situational Leadership• Feedback & Expectations Components• Best Sell: New, Easy to Apply Immediately

• Class B instrument – available only through a qualified user• Administered online or by paper (20 questions)• Qualification Training: 2 days• Published by Personal Strengths Publishing



Reversal Theory • Motivation and Emotion • Influencing Skills• Change Management • Best Sell: New, Most Flexible Model, Provocative

• Class A instrument & process available though OKA to all Train-the-Trainer session at OKA: 1 day

• Class B instrument available through Apter InternationalQualification Training through Apter: 2 days


• Business Results Oriented• Project Management/Leadership • Strategic Planning• Best Sell: Most Closely Linked to Business Life Cycle

• Class B instrument – available only through a qualified user• Administered online or by paper (14 questions)• Qualification Training: 2 days• Published by Enterprise Management Limited




• Team Management and Membership Skills• Leadership and Negotiation Skills Development • Best Sell: Team Level Complement to MBTI

• Class A instrument – available to anyone at www.capt.org. • Administered online only• Train-the-Trainer session:1 day


Questions/Comments

• Questions? • Comments?


About OKA

Founded in 1977, OKA is a training and consulting small business specializing in leadership and team development. Expert in a variety of psychological instruments and group processes, OKA offers high-impact leadership and team development programs and a variety of instrument qualification workshops.

We are changing the way the world lives and works - one person at a time.

www.typetalk.com

(703) 591-6284

otto kroeger associates (oka) – – (703) 591-6284 presented by: jennifer tucker consulting...

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