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
[email protected] www.t .. omheegc
Exploring the World of Assessments
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