How using assessments can improve the bottom line.

Exploring the World of Assessments

80 E US Hwy 6Valparaiso, IN 46383219-477-6378www.theeg.com

Rick TiemannRick Tiemann

Over 40 years of business experience to include international business work

Owned 3 companies before the age of 30

Former President of $75M Fire and Security Company

Experience in mergers and acquisitions to include turnarounds and employee integration

Since 1991; Served as business advisor and coach to presidents, executives, managers, and salespeople in over 200 different clients

Belief is that one of the biggest challenges facing businesses today is how to attract, hire, train, retain and develop the right people.

Personally evaluated over 10,000 assessment profiles

The Executive GroupThe Executive GroupMaking Your Job EasierMaking Your Job Easier

Started in 1991 to help organizations develop their business and organizational needs.

A consulting firm focused on Organizational and Business Development offering a vast array of services to enhance individual and organizational effectiveness.

Supports clients in the areas of

Selection Employee, Sales and Leadership Development Employee Intervention Executive Coaching Organizational Effectiveness Business Development and Strategic PlanningSales Force Optimization

Linking Human Capital with Strategic Intent

Meet a Few of our ClientsMeet a Few of our Clients

We would be honored to have you as a client too !!!!!

How do assessments improve the bottom line?

Assessments enable you to:

1) Screen in the best candidates

2) Make better hiring and staffing decisions

3) Improve productivity and performance

4) Raise morale

5) Reduce turn over

Management Myth #1

“I know a good one when I see

one.”

Management Myth #2

“I’m a pretty good judge of

character.”

Management Myth #3

Upon promotion into management, one

becomes mystically endowed, with the traits necessary to hire and create a team that gets the

job done.

Why we Hire (vs.) Why we Fire

• We HIRE for…– Experience– Education– Skill level– Personal chemistry

• We FIRE for…– Attitude– Behavior– Interpersonal skills– Performance– Personality

Technical Competence

JobCompetence

Personal Competence

GAPS?

Behavior

Goals

Fears

Attitude

Motivators

Values

Ethics

Habits

Work Ethic

Emotional Intelligence

Problem Solving

Thinking Style

Features

Benefits

Technical

Applications

Expertise

Behavior is the biggest predictor of performance.

Planning skills

Delegating

Communication

Conflict Management

Coaching

Mentoring

Behavior

It is the SINGLE biggest predictor of performance!

It is the SINGLE biggest reason for termination.

Problematic Behaviorsin the Work Place

High need for social approval Hi need impress with low need for approval Does not pick up on social queues of others May not posses enough self insight Over engages conversations / poor listening Makes decisions in isolation of others Can be harsh and unemotional Anger and aggressive tendencies High need for change and control Passive / Aggressive Dominate / Dependent Will alienate people Egotistical / Arrogant / Self Serving Condescending / Talks down to others

Additional Negative Personality Traits

Needs to have fun and explore but hates society rules and bucks the system with no internal self discipline to offset the need for fun

Aggressive and angry at the world and has a chip on their shoulder and prone to fight

Does not cope with things in general

Idealist who is out of touch with reality

The world is bigger than me and I don’t know how to cope with it.

Somber person who has little self esteem and down on life in general

Sees the world as hostile and negative and not fun so life becomes challenging

Highly impatient and critical of others and things surrounding their world

Making Sense of Testing

Simple

You can’t judge a book by its cover!!!

Sophisticated

Exploring the World of Assessments

Understanding assessments can be a “mine field”.

• What are the different kinds of assessments?• Why are some simple and some more sophisticated?• Why are some better than others?• Measuring Behavior, Emotional and Intellectual Intelligence. • What is test-taking mentality and how does it affect results?• What is distortion and why is it important?• Using an assessment battery / a blended response. • Assessing leadership, sales and individual contributors. • Validation Studies

How assessments improve productivity and the bottom line.

Not all Assessments Are Created Equal

Like the people they measure, they are diverse and possess their own unique strengths and weaknesses.

Most are “simple” behavioral based assessments and measure only (4) four dimensions of personality. The Four Box Quadrant. Inclined to “Label” people.

Assessments that are more “sophisticated” in nature are referred to as psychological assessments.

Psychological assessments capture a broader, more in-depth understanding of personality, such as the Big 5 Theory used in psychology today.

Reliability

Test – Re-Test Coefficient

• Similar results over time

• Minimum >.70 or higher

Resources• Mental Measurements Yearbook

University of Nebraska Press

• Test Critiques

Test Taking Mentality

Distortion

Distortion results when an individual knowingly or unknowingly

misrepresents themselves thus creating questions as to the

“Validity” of the profile.

– Faking Good– Faking Bad

Response Style Indices Designed to flag “test taking mentality” and “distortion”

• Impression Management (IM)– A person’s slant on themselves.

– Low scores (1-8) may indicate self esteem issues.

– High scores (20-24) may indicate person is trying to make a favorable impression or has an unrealistic view of themselves.

• Infrequency (INF)– Involves the “B” or “?” response on 32 response indices

– High scores (10+) suggest candidate may be trying to hide something or is indecisive.

• Acquiescence (ACQ)– Tendency to answer “true” to an item regardless of content.

– High scores 71+ may indicate disinterest in taking the assessment or problems comprehending the questions.

Big 5 Theory used in psychology today.Big 5 Theory used in psychology today.

• Extraversion (your level of sociability and enthusiasm)• Agreeableness (your level of friendliness and kindness)• Conscientiousness (your level of organization and work ethic)• Emotional Stability (your level of calmness and tranquility)• Intellect (your level of creativity and curiosity)

IQ and EI

 

( IQ ) Intellectual Intelligenceand

( EI ) Emotional Intelligence

How they affect productivity and the bottom line

General Mental Ability

 

– Adjusting to new situations

– Learning new skills quickly

– Thinking flexibly

– Understanding complex or subtle relationships

EI - Emotional Intelligence

PERSONALCOMPETENCE

How they manageThemselves

Self-awareness Self-management

SOCIAL

COMPETENCE

How they manage

Relationships

Social awareness

Relationship management

Fluid Intelligence

Culture Fair

Crystallized Intelligence

 

Linguistic – a person’s verbal skill sets

Their ability to articulate their thoughts through both

verbal and written forms

Quantitative – a person’s quantitative skill sets

The problem solving through using reasoning ability

Thurstone Test of Mental Alertness

Watson-Glazer

Critical Thinking Skills

High Potential Managers PCGB:Mean scores IQ PCGB Hypo Group 110Mean scores IQ General Population 100

Mean scores Factor B PCGB Hypo Group 7.0 Mean scores Factor B General Population 5.5

Supervisors Mfg. FacilityHigh Performers B 5.36 TTMA 53.727Low Performers B 3.37 TTMA 32.00

Technicians Service OperationsHigh Performers B 5.5Low Performers B 3.0

Types of Assessments• Basic Behavior Assessments

– DISC– Extended DiSC– PI (Predictive Index)– Birkman (color coded)– Caliper– Meyers-Briggs (MBTI)– Target International– Profiles International (Profiles XT)– FiroB– Pradco– Reid London House

• Psychological Assessments– 16PF– Hogan– CPI– OPQ– NEO– Strong Interest

• Clinical Tests– MMPI

• Skills Tests– Typing Tests– MS Word Office / Excel tests– GNeil Skill Sets – Bennett Mechanical – Mechanical Concepts– Ramsey Electrical

• Reasoning Tests– Wonderlic– Thurstone Test Mental Alertness– Watson-Glazer– Ravens– Culture Fair

Rick’s Myers-Briggs

ENTP - INTP

DISC and PI (Predictive Index)

DISC PI

D - Dominance A - Dominance

I - Influencing B - Influencing

S - Steadfast C - Steadfast

C - Compliant D - Compliant

DISC, PI (Predictive Index), 16PF

DISC PI 16PFD – Dominance A – Dominance IN - IndependenceI - Influencing B – Influencing EX - ExtroversionS - Steadfast C – Steadfast TM – Tough MindedC - Compliant D – Compliant SC – Self Control

ER – Emotional Resolve B – Problem Solving

Are there really only 16 kinds of people?

When you put people into a category (BOX) rather than rate them on a scale it tends to pigeon hole and label people.

16PF and Big Five Theory

“The 16PF is the Gold Standard of Psychological Tests”

Dr. Steve O’Shaunessy

The O’Shaunessy Group

London, UK

Preferred Assessments ofThe Executive Group

• 16 PF • Hogan• DiSC• Myers- Briggs• Thurstone Test Mental Alertness• Watson Glazer• Culture Fair• Ramsay Electrical• Mechanical Concepts

A Complete System for Organizational DevelopmentOne Assessment – Multiple Applications

Organizational Development and Training

Validation Studies

Selection for All Levels

PromotionCareer Pathing/

Succession Planning

Executive/Sales Development and

Coaching

16 PF

The 16PF – A Tool for Organizational Development

• One of the most widely used personality tests in the world – written in over 34 languages

• Supported by extensive research and is highly validated with over 3000 published articles written

• Statistically proven indicators of behavior and performance• Meets EEOC and Affirmative Action requirements• One instrument for multiple job classifications• Supports entire Talent Management process• Allows organization to create one common dialogue

What the 16PF Measures

Self-Control

InterpersonalSkills

WorkplaceCoping Skills

ProblemSolving

16PF

Tough Mindedness

Drive and Independence

16 Primary Factor ScalesProvides an In-depth Look at Behavior

A Warmth L Vigilance

B Reasoning M Abstractedness

C Emotional Stability N Privateness

E Dominance O Apprehension

F Liveliness Q1 Openness to Change

G Rule-Consciousness Q2 Self-Reliance

H Social Boldness Q3 Perfectionism

I Sensitivity Q4 Tension

Bipolar Scales

Factor

A

B

C

E

F

G

H

I

L

M

N

O

Q1

Q2

Q3

Q4

Left Meaning (-)

Reserved, Impersonal, Distant

Concrete

Reactive, Emotionally Changeable

Cooperative, Avoids Conflict

Serious, Restrained, Careful

Expedient, Nonconforming

Shy, Threat-Sensitive, Timid

Utilitarian,Objective, Unsentimental

Trusting,Unsuspecting, Accepting

Grounded, Practical, Solution-Oriented

Forthright, Genuine, Artless

Self-Assured, Unworried, Complacent

Traditional, Attached to Familiar

Group-Oriented, Affiliative

Tolerates Disorder, Flexible

Relaxed, Placid, Patient

Right Meaning (+)

Warm, Outgoing, Attentive to Others

Abstract

Emotionally Stable, Adaptive, Mature

Dominant, Forceful, Assertive

Lively, Animated, Spontaneous

Rule-Conscious, Dutiful

Socially Bold, Venturesome

Sensitive, Aesthetic, Sentimental

Vigilant, Suspicious, Skeptical, Wary

Abstracted, Imaginative, Idea-Oriented

Private, Discreet, Non-Disclosing

Apprehensive, Self-Doubting, Worried

Open to Change, Experimenting

Self-Reliant, Solitary, Individualistic

Perfectionist, Self-Disciplined

Tense, High Energy, Impatient, Driven

Sten Score Distribution

Areas of Potential Concern A Proprietary 16PF Feature

• Identifies a person’s level of emotional resolve• Identifies a person’s cognitive ability• Identifies those behaviors that may impact a

person’s productivity regardless of the role• Identifies concerns regarding the ability to

perform a specific job or role.

Areas of Potential Concern

• Social withdrawal (A-)• Low reasoning (B-)• Low frustration tolerance (C-) • Submissiveness (E-) • Low energy (F-)• Unconventional attitudes (G-) • Shyness (H-)• Suspiciousness (L+)

• Too impractical (M+)• Worrying (O+)• Too closed to change (Q1-)  • Not a team player (Q2+)  • Disorganized (Q3-)  • Impatience (Q4+)  • Poor impression management (IM-)

Areas of Potential Concern

A+ Q2- High need for social approval

H+ A- Hi need impress with low need for approval

H+ I- Does not pick up on social queues of others

H+ O- May not posses enough self insight

H+ N- Over engages conversations / poor listening

A- Q2+ Makes decisions in isolation of others

E+ I- Can be harsh and unemotional

E+ L+ Anger and aggressive tendencies

E+ Q1+ High need for change and control

E- L+ Passive Aggressive

E+ Q2- Dominate / Dependent

L+ A- Will alienate people

E+ H+ O- Egotistical

E+ L+ A- Condescending

Combinations of Negative Personality

F+, H+, G-, Q3- Needs to have fun and explore but hates society rules and bucks the system with no internal self discipline to offset the need for fun

E+, L+, Q1+ Aggressive and angry at the world and has a chip on their shoulder and prone to fight

C- O+ Does not cope with things in general

I+ M+ Q1+ C- Idealist who is out of touch with reality

E-, F-, O+, C- The world is bigger than me and I don’t know how to cope with it.

O+, F Somber person who has little self esteem and down on life in general

O+ F- L+ Sees the world as hostile and negative and not fun so life becomes challengingE+ L+ Q4+ Highly impatient and critical of others and things surrounding their world

Leadership Readiness

Each passage represents a major change;

• New work values

• New time horizons

• New applications

• New skill requirements

• New thinking skills

11 Core Traits of a Leader

• A+ Warmth• B+ Reasoning• C+ Emotional Balance• E+ Competitiveness / Drive• F+ Spontaneity• G+ Conscientiousness• H+ Social Boldness• O- Self Confidence• I+ Intuition• M+ Creativity• Q1+ Readiness towards change

8 Core Traits of Successful Sales People

A+ Warmth – ability to be friendly and engagingB+ Problem-Solving – ability to solve complex problemsC+ Emotional Stability – ability to mange sales stressE+ Assertiveness – competitive drive componentF+ Fun-Loving – optimism and spontaneity for salesG+ Rule Bound – doing the right thingH+ Social Boldness - ability to network and push forwardO- Self Assured – confidence to stay the course

DISC – D(7) = 16PF E(9) and IM(8)

E+ L+ = Anger and aggression

E+ L+ F- = Can’t find any humor or levity to offset her anger

E+ IQ+ = Tends to talk down to others

ER+ C- L- = Can’t control her anger when she is upset

Promoted to OPS Mgr.

Estimating/Scheduling/Purchasing

VP South American Operations

Q1/10 = Driver of change

A8 Q2/2 I8 = Kind and sensitive needs to be liked

Q1/10 I8 L6 = Becomes overly critical under pressure

EX7 = Does not manage stress

ER 7 O8 Q1/10 = Under stress begins to micromanage and becomes overly critical moves away from coaching as she worries about results and pressure.

Quality Control Manager

B2 / TMA 2% / CF 83 – Lower level reasoning skills / Concrete thinker/ hands on learner / slow learner

E9 H9 O3 – Egotistical and Arrogant

E9 G7 Q3/8 O3 – Sees himself as perfect

VP of HR and Legal

B7 IQ 118 TMA 80% = Excellent analytical skills

A7 Q2/6 I5 = Good people skills, intuitive but could make stand alone decisions

Q1/9 = High Intellect loved to learn and challenge new ways of thinking (would get impatient)

E7 G6 Q3/8 = Sometimes would over control and take on too much and not delegate.

Improving the Bottom Line Utilizing Assessments and Validation Studies

Conducting a Criterion Related Study; Assess the behaviors and performance of current employees and rate them on how well they perform.

• Automotive – sound dampening manufacturer – Laborer shop floorReduced turnover from 14% to 6% in 1 year saving $150,000 hiring costs

• Bottling Company – Office clerical / shared servicesReduced turnover from 40% to 10% in 18 months saving $300,000in hiring costs

• Food Service – SalesReduced sales head count by 15% retaining same sales volume and saving1,000,000M 1st year to bottom line

The Surgeon and the Scalpel

Using an assessment does not necessarily guarantee you desired

results. Just like a scalpel in the hands of a skilled surgeon, it is the

surgeon not the scalpel that makes the difference.

Looking at a particular assessment should NOT be the only

criterion for its use. Looking at the process and whether you are

working with a skilled surgeon that understands how to use the

right assessment should be paramount.

The Executive GroupThe Executive GroupMaking Your Job EasierMaking Your Job Easier

80 E US Highway 6 Valparaiso,IN, 46383

Office 219.477.6378 Fax 219.477.6379

assessment@theeg.com www.t .. omheegc

Exploring the World of Assessments

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