PAISBOA PIWebinar revised-v3 101717 · 2017-10-20 · The Predictive Index Behavioral Assessment...
Transcript of PAISBOA PIWebinar revised-v3 101717 · 2017-10-20 · The Predictive Index Behavioral Assessment...
PredictiveIndex
PRESENTEDBY
DavidLunken
Who’s better suited for the job?
WORKPERFORMANCE
KINDAFIXED
LEARNEDEDUCATIONKNOWLEDGE
SKILLSEXPERIENCE
BEHAVIOR
COGNITIVE
TOOLSNEEDED
THEFOCUSOFRESUMES&INTERVIEWS
EDUCATIONKNOWLEDGE
SKILLSEXPERIENCE
BEHAVIOR
COGNITIVEFired forwhoyouare
Hired forwhatyouknow
ThePredictiveIndexBehavioralAssessment
oMeasures work related behaviorsoMotivating needs and drives of an individualoAll people have these drivesoSpecific combinations predict how a person is most likely to behave
oCommunicationoDecision MakingoDelegationoRisk
ThePredictiveIndexJobAssessment
oCompetency model for a roleoDefine the behaviors that are Critical and Frequent for successoDevelop a target for a roleoIdentify needs for style of:
oCommunicationoDecision MakingoDelegationoRisk
ThePredictiveCognitiveAssessment™
oMeasuresanindividual’scapacitytolearn,adapt,andgraspnewconceptsintheworkplace.
oIdentifiesindividualswhowillcatchonquickly,figurethingsoutontheirown,andareabletomeetorexceedperformanceexpectations.
o50questions– 12minutetimedassessmento (Numerical,Abstract&Verbalquestions)
What Drives Does PI Measure?Dominance: The drive to exert one’s influence on people or events
Extraversion: The drive for social interaction with other people
Patience: The drive for consistency and stability
Formality: The drive to conform to rules and structure
EXAMPLE – FACILITIES AND OPERATIONS DIR.PI & Key Hire Project
Recruiting - Typical Process
JobDescription- Task- Task- Task- Task
Resumes
A Better Process:Define the Job – Goals for the Role
Key Result AreasWhat are the top 3 things you actually want this person to deliver
in this role?
Outcomes & ResultsNot Tasks:
- communication, initiative, attention to detail, follow through, follow up, helpful
Engage Stakeholders/Search Committee
CRITICAL&FREQUENT
GainAlignmentThroughJobAnalysis
•Thisjobrequiresstronganalyticalandtechnicalabilitiesanddemandsfast,butcarefullythought-outresults.Strongleadershipandcontroloftheworkprocessfrombeginningtoendisnecessary.Thejobcentersarounddevelopingnewideas,systemsandtechnology,andalsoanalyzingandimprovingonoldones.Ahighlevelofexpertiseisexpectedandtheabilitytospotandcorrecterrorsisimportant.Workmustbedonerightandquickly,whilealwaysfocusingonaccomplishingthegoalanddemandingthehighestqualityworkfromco-workersandsubordinates.Interestandenergyfocusesprimarilyontheworkathand,withnegligibleinclinationforsmalltalkorsocialinvolvement.Thebroadscopeofthejobdemandsafactual,directandauthoritativestyleofcommunication.Decision-making,thoughswift,isverycalculatedandsingular,withlittlerelianceonconsensusorcollaboratingopinions.
Belowarethesalientjobcharacteristics,summarizedandcategorized.Forbestsuccess,findcandidateswhothriveintheenvironmentdescribedbelow.•PaceandVarietyofActivities- Fast-pacedenvironmentLeadingandcontrollingmultipleprojectssimultaneously•Focus- AdefiniteanalyticalandtechnicalorientationratherthanasocialorientationHighstandards,highqualityworkisofutmostimportanceStructured,organizedandefficientworkexpectedofselfandothers•Decision-Making- Bigpicture,strategicdecisions,wellthoughtoutandanalyzed,Calculatedrisk-taking,Neednotsolicitthecollaborationofothers•BCommunicationandCollaboration- Blunt,candidandto-the-pointcommunicationstyleWorkwillprimarilybedonesingularlywithlittleinvolvementfromothersRequiresforcefulexpressionofopinionsanddecisions•DelegationandLeadershipStyle- Willfindithardtodelegatetoothers;intensefollow-up,Willbeexactingandcontrollingofsubordinates
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TARGETPROFILE– Facility&OperationsDirector
PIPlottingGrid
Normal
A
B
C
D
- 5- 10-15 + 5 + 10 + 15
KeyRelationships:- A>C– Proactive- D>C– Carefulwith- A>B– Analytical/TaskOriented- D>B- Formal
AcceptableRange
NotAcceptable
Facilities&OperationsDirector
PIPI
• Review Resumes for• Experience• Skills etc….
• Phone Screen for• Basic communication• Responsiveness• Etc…
Screen Candidates – Narrow the Pool
©PI Midlantic LLC.
Resumes
Administer the PI Behavioral Assessment
©PI Midlantic LLC.
PROFacility & Operations Director
Candidate A Candidate B Candidate C Candidate D
A>C - Proactive Yes Yes No ?
D>C - Careful with Rules Yes ? Yes Yes
A>B – Analytical/Task Oriented
Yes Yes No Yes
D>B – Formal Yes No Yes Yes
B>C – Quick to Connect Yes Yes No No
CandidateCompare– Fit/GapAnalysis
Yes Fit – candidate matches the behavioral target. Confirm this.
? Concern – candidate is in the target but we would like to see more. Is it enough, have they learned to overcome this.
No Gap – candidate does not match the behavioral target. This is an area that needs a lot of probing and overwhelming evidence to overcome this gap.
A• Strengths
• Careful, cautious, need to protect• Proactive, initiates to drive to get it right• Analytical problem solver
• Concerns• Empowerment – will he give up control of
the details and work through others• Engagement – will he connect, build
relationships, engage• Risk/Strategy – will he think strategically,
change what needs to change
PRO– Facility&OperationsDirector
• TargetedBehavioralInterviewQuestions• PROcallsforsomeonewhoiscomfortablewithrisk.Givemeanexampleofadecisionyoumadethatyouwoulddescribeasa“risky”decision.Whatwastheoutcome?
Wouldyoudoanythingdifferentlyifyouhadthatdecisiontomakeagain?• PROcallsforaflexibleapproachto“thebook.”Tellmeaboutatimewhenbendingtherulesorthinking“outofthebox”really paidoffforyou.• PROcallsforindependenceandselfconfidence.Describeatimewhenyouropiniononanissuewasverydifferentfromthatof yoursupervisor/manager.Whatdidyou
do?Howdidthatturnout?• PROcallsforsomeonewhoiscompetitive,seeksautonomy,andisresults-focused.Tellmeaboutatimewhenachievingthedesiredresultsforyourteamorcompany
dependedsolelyonyourefforts.• PROcallsforinitiativeandself-motivation.oGivemeanexampleofaproject/idea/processchange,etc.,thatyouinitiated.Whatwasit?Whathappened?Tellme
aboutatimewhereyouhadtocompleteaprojectwithverylittledirection
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Candidate Behavioral Analysis
Create an Interview Guide
A Better Process
KeyResultAreas- Outcome- Outcome- Outcome
CreateaTargetDefinetheJob AttractCandidates
AdministerPI ComparePIBAvJA TargetedInterview
SalesAgent- Sell new- Retain + Grow- Sell deliverable products
PI– KeyHireProject
oGoal– Hiretherightpersonfortherole;bestfit
oDefinetheRole- keyresultareasoCreatetheJobPROfile – behavioraltargetoAssesstheCandidates(upto10)– behavioralandcognitiveoAnalyze,PrioritizeandInterviewCandidates
oProjectFee- $1,600(specialPAISBOArate)
TeamEffectivenessWorkshop
oGoal– Createunderstandingandleverageteammembers’strengths
oAdministerPredictiveIndexsurveyforallteammemberso3-hourfacilitatedworkshop– focusonteamdynamics,communication,behavioralstrengthsandmotivatingneeds
oTeamAudit+reviewwithteamleaderoFollowup30daysaftersessionoProjectFee- $3,500(specialPAISBOArate)
PredictiveIndexProgram
oUnlimitedUseoManagersTrainedinPI– 2dayand1dayoptionsoOngoingConsultativeRelationshipoEasilyAdministeredoValidandLegallyDefensibleo70LanguagesoFeesvarybasedonorganizationsize
David [email protected]