Performance Profiling Orientation
33
Performance Profiling Technology Copyright 1991-2009 Performance Advantage All rights reserved. Technology Orientation 1 Performance Profiling Orientation We design/apply Measures that help Explain, Predict, and Improve Performance Performance Advantage is an applied research and consulting organization founded in Dallas, Texas in 1991. We specialize in performance measurement.
Transcript of Performance Profiling Orientation
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 1
Performance Profiling Orientation
We design/apply Measures
that help Explain, Predict,
and Improve Performance
Performance Advantage is an applied research and consulting organization
founded in Dallas, Texas in 1991. We specialize in performance measurement.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 2
1991 Performance Advantage was founded to conduct applied research on high-performing
people and use these discoveries to help others succeed. Our blend of science and common
sense led to ongoing contracts with leading global corporations:
1997 Our research on high performers evolved into an array of tools our clients used to select-
develop-manage employees to high standards. This led to consulting projects in performance
management, hiring/selection, training, coaching, and leader development.
2002 We converted analytical tools/methods in our research into user-friendly products we taught
clients to use self-reliantly. The collection grew into our Performance Technology Warehouse
which is accessible to clients at no cost. Most of our income was from assessment based
leadership coaching and certifying HR pros, psychologists, and consultants in our technology
2015 We are now actively searching for professional managers to run Performance Advantage as
a business or purchase it so we can focus on our research projects. During this process we
will principally work with local clients to reduce international travel time demands
About Performance Advantage
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 3
Performance Profiling Orientation Topics
1. Profiling Technology - our research-based method of measuring causes of job
success and creating profiles that explain-predict-improve performance.
• Profiling Principles and 5 Levels of Measurement
• Science-based Profiling steps-methods from HP selection to consensus
• Our applied research on HP identification, selection, and development
2. Applications Tools - products created as a result of the success profile analyses
(how Profile data are translated into operational-practical use)
• 1-Page Performance Model; Skills Inventory
• Interview Guide and Candidate Evaluation Worksheet
• Development Guides for coaching, training, and self management
• Realistic Job Preview Guide; OD Report (insights from studying your HP)
3. Value Examples – samples of clients’ economic, operational, and business results
from using our technology, methods, and expertise
• Higher Performance
• Lower turnover, and greater job-person compatibility
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 4
1) Profiling Technology : Scientific-Analytic Methods
We will begin by describing the process for measuring high performance and
creating success profiles using our proprietary analytical/research methods.
• Profiling Principles and 5 Levels of Measurement
• Science-based Profiling steps-methods from HP selection to consensus
• Our applied research on HP identification, selection, and development
Our core expertise and business purpose
is to develop and apply measures that
Explain-Predict-Improve Performance
We don’t guess…
We measure
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 5
Step1) Begin By Clarifying Customer Requirements*
Results The first rule of business is to satisfy Customers by
consistently meeting their requirements. In order to
achieve this employees in each job must know and be
willing-able to produce the Results expected by five
different types of work-life stakeholders
5 Types of Customers for Every Job
1. External customers who buy our products-services
2. Internal users - departments receiving your work
3. Teams/coworkers who rely on your work to do theirs
4. Managers you report to both directly and indirectly
5. Yourself as a work-life stakeholder seeking success
* We learned this Profiling principle in 1993 from the VP Quality at
Alcatel (one of our first ongoing contract customers).
External
Customer Managers
Teams
Self
Internal
Users
Five
Customer
Types
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 6
VALUE
PEOPLE * Behaviors
* Competencies * Traits
ENVIRONMENT * Leadership * Resources * Culture
WORK
* Customer needs * Responsibilities * Goals
Ability
Willingness Opportunity
Step 2) Study Work-People-Environment Interactions
©
All human job performance
involves the interaction of
these 3 fundamental variables
Using a blend of science and
common sense we explore
what factors have significant
main and interaction effects
when the 3 variables interact
successfully over time.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 7
Step 3) Analyze What Distinguishes High Performers
WORK
ENVIRONMENT
Value
PEOPLE
Low Average Performance High
The Value employees contribute often varies on a ‘distribution
curve’ where People in the top 20% of a job consistently
produce better Work than others in this role and Environment.
Profiles scientifically explain how-why-when-where these high
performers differ from others in the job. These high-achievable
standards are used in Profiles to hire-develop-coach talent.
Traditional
Standards
High-Achievable
Profile Standards
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 8
COACHING
GUIDE
SELF-MANAGEMENT
GUIDE
HIRING GUIDES
1 PAGE
PERFORMANCE
MODEL
Interview
Guide for
Engineers
Buyer
Accountant
DEVELOPMENT
GUIDE
Step 4) Translate Profile Data Into Applications Tools
Profile Analytics provide an accurate, complete, and quantitative picture of what distinguishes the
high performers in their jobs. On top of the value these in-depth analytics bring to HR planning
and management our system simultaneously generates a broad array of user Applications Tools.
REALISTIC JOB
PREVIEW GUIDE
OD REPORT
SKILLS
INVENTORY
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 9
PROFILE
Most Frequently Used Applications of Profiles
Hiring-Selection
• Objective measures
• Predictive accuracy
• Compatibility
Coaching
• Cause Change
• Diagnose Performance
• Focused Interventions
Training-Development
• Needs Analysis
• Solutions
Self-Management
• Self-Awareness
• Standards - Measures
• Methods of work
DEVELOP LEADERS
COACHING
TRAINING AND
DEVELOPMENT
WHAT WOULD
YOU DO FIRST
WITH A HIGH
PERFORMANCE
PROFILE?
HIRING - SELECTION
PERFORMANCE
& TALENT
MANAGEMENT
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 10
REPORTS APPLICATIONS PROCESSES INTERVENTIONS
Performance Profile
Self-Mgr Guide
Interview Guide
Feedback Report
Coaching Report
Comparison Plots
Environment Issues
Hiring/ Selection
Coaching Performance
Training/Development
Self-Management
Talent Management
Succession Planning
Organization Planning
Work Design
Managing Performance
Learning Systems
Career Path Management
Employment Process
Culture Change
Customer Satisfaction
Executive Coaching
Conflict Resolution
Change Management
Team Facilitation
Team Building
Performance Counseling
Career Counseling
Profiling Technology: A Systems View
Performance Profile
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 11
5 LEVELS OF MEASUREMENT PROVIDE AN ACTIONABLE PERSPECTIVE ON PERFORMANCE CAUSES
1) Personal
Traits-Styles
2) Values, Beliefs
Expectations
3) Knowledge
and Skills
4) Work-Related
Behaviors
5) Performance
Results
Identifies stable traits
abilities, talents that
are inherent (often
hidden) capabilities
Explains emotionally
-based assumptions or
beliefs about what is
right-normal-fair-true
Reports abilities that
were acquired from
training , experience,
or social learning.
Observable actions
people repeatedly
display but can be
developed-changed
Customer-specific
outcomes (value,
quality, teamwork,
and effectiveness)
We Use 5 Levels of Measurement to Explain Performance
The capability to analyze causes
of performance on 5 Levels of
Measurement translates into
more precise and actionable
performance interventions.
Results
Behaviors
Skills
Traits
Values
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 12
Examples of Proprietary and 3rd Party Measures In Inventory
PERSONALITY ASSESSMENTS
ASSESS CPQ MBTI WPI CP1 16pf CTI NEO-PI-R
SOCIAL STYLES SURVEYS
FIRO-B Conflict Mode MBTI
VALUES/ATTITUDE SURVEYS
Interpersonal
Values
Personal
Values
Learning Style
Inventory
Locus
of Control
Motivation
PVQ
APTITUDES-ABILITIES
INTELLIGENCE ACHIEVEMENT ATTRIBUTES
Leadership Watson Glaser
Ravens
Wonderlic
Creativity
PERSON-JOB MATCH
CAREER
PLANNING
EMPLOYEE
RELIABILITY
SALES
APTITUDE
Holland
SDS
CLIMATE
SURVEY
Strong
Vocational
Call
Reluctance ERI
360
If it involves job performance we have a measure, will find one, or build it to your specifications.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 13
COMPATIBILITY SCORE Vs SALES PERFORMANCE (% of Quota achieved)
0%
50%
100%
150%
200%
250%
300%
0 5 10 15 20 25 30 35 40 45 50
COMPATIBILITY SCORE
Q-YTD %
Q-YTD%
Predicted Q-YTD%
*Validity study on 700 Sales Reps showed Scores 40+ sold 2.1 times higher
Profiles Are Developed Using Scientific-Analytic Methods
Example of Predicting Sales Performance
Our statistical packages (Excel, MatLab, XLSTAT, SPSS) generate basic reports and sophisticated
analysis using a wide range of techniques such as Correlation, Regression Analysis, ANOVA,
Principle Components Analysis, and Correspondence Analysis.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 14
This Correspondence Analysis was 87% accurate in predicting HR performance ratings which
led us to initiate an ongoing research study on Work-People-Environment Compatibility
Symmetrical
Normalization
Dimension 1
1.0 .5 0.0 -.5 -1.0
Dim
ensi
on 2
1.0
.5
0.0
-.5
-1.0
Column
Row
SF2
SF
GF2
GF
CC2
CC
P2
P
F2
F
S2 S
A2
A
NA2
NA
NF2
NF
SR2
SR
GA2
GA
E2
E
R2
R
O2
O
RT2
RT
LT2
LT
T2
T
RV2
RV
WG2
WG
Rick
Phil
Carol
Anna
Deb
Sol
John
Jack
Ken
Francis
Jerry
Scott Ned
Bill
Emit
Our Analytics Help Explain-Predict-Improve Performance
Poor Performers
High Performers
High performers in HR Management (in this
environment) are predicted by Assertiveness,
subtle faking, Emotional Evenness, Energy
and Positive Regard for others (trust).
Poor performers (names
removed) are predicted by:
Low Energy Level, low self-
regard, low sensitivity to
others, emotional unevenness,
and lower intelligence
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 15
Ongoing Applied Research Since 1991
3 More Examples of How our Research Adds Value
1) Computer chip manufacturer significantly reduced new hire time to productivity
2) Defense contractor reassigned over 40 engineers to new careers after jobs were cut
3) Distribution company increased sales by an average of 5% in less than 9 months
Our Performance Research resources include an extensive data base on
successful people - who they are, how they think, what qualities distinguish
them, and where their capabilities are most likely to produce results.
TURNOVER RESEARCH SALES RESEARCH PERFORMANCE RESEARCH
Accurate Prediction of Sales Turnover Global Sales Factors Domains of Genius Models
Organization Climate/Culture Analysis Successful Vs Fired Sales Innovation Causes-Inhibitors
Hiring methods that control turnover Sales Managers Vs Pros Job-Person Compatibility Index
Controlling Technician Turnover Sales Behavior Variance PSYDATA Software.xls
Employment Professional Turnover Team Chemistry - Demo Team Conflict Software
ENGINEERING RESEARCH MANUFACTURING
IEEE Engineering Success Study Engineering Mgr Vs Pro Performance Climate Analysis
High Potential Engineers Study Engineers in 5-Companies Manufacturing Leader Analysis
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 16
Traits of top sales Reps varied widely from
successful Sales managers. In fact some traits
contributing to sales competence/performance have
negative correlations with proven qualities of high
performing Sales Managers.
Action Taken: client stopped selecting managers
based primarily on past sales volume production.
Personal Trait- Percentile for
Characteristic Mgr Reps Research Conclusions and Applications
Sociability 56 22
Energy-Activity Level 64 37
Assertiveness 70 56
Detail Interest 33 45
Serious/Restrained 24 54
Benevolence 35 70
Trusts Others 35 72
Need for recognition 80 62
Top Selling Medical Sales Reps Vs Successful Sales Managers
Applied Research Example: Job-Person Career Alignment
Our research revealed that the client was mistakenly appointing successful sales
pros to sales manager positions based on a false belief that their field sales skills
and insights would transfer to the people they hired and managed. The table above
shows why this thinking does not work in most sales organizations.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 17
Profiling Orientation : Part 2) Products and Outputs
This section describes and gives examples of Products created as a result of the
success profile analyses – how we make the outputs operational-practical
1. 1-Page Performance Model; Skills Inventory
2. Interview Guide and Candidate Evaluation Worksheet
3. Development Guides for coaching, training, and self management
4. Realistic Job Preview Guide; OD Report (insights from studying your HP)
We do Applied Research under contracts
with leading corporations globally. Since
1991 this work led to the development of
an extensive inventory of products we
share openly and without cost to clients
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 18
1. What common factors cause the highest performing employees to
achieve better Results?
2. What Behaviors do top performers use on the job?
3. How do we measure what Skills are needed most?
4. What personality Traits distinguish
high performers?
5. How can we Apply the data to
improve performance?
Profiles Answer Compelling Performance Questions
Poor Performers Average High Performers
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 19
Profile Output #1: Performance Analytics
Analytics produced from High Performance Profiles begin improving Productivity even before
we complete our diagnosis of the top performers. In the process of reporting what caused past
success people providing data consistently report they gained valuable insights on how to improve
Accountability begins with a clear understanding
of expected results
1) Vision-Mission Role
2) Operating Processes
3) Key Responsibilities
4) Performance Goals
We believe the future of Human Resource Management
lies in quantifying causes of performance in order to
explain, predict, and improve it
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 20
Examples of Profiles and Application Tools Performance Profiling includes software/methods to explain what distinguishes people rated in the top 20% of
their job. Based on this Profile we provide tools help you hire-coach-train people to this high-achievable standard.
HIGH PERFORMANCE PROFILES BY OCCUPATION
Sales Professionals Manufacturing Service
Medical Equipment ($100K plus) Manufacturing Director Service Manager
Wholesale Distribution/Logistics Plant Manager Service Engineer (various industries)
Mobile Phones, communications services Purchasing Agent/Buyer IT professional-consultant
International Sales/Services Operations Techs Call Center Rep (various industries)
Sales Engineer (SW) - Hiring Guide General Management Engineering
Sales Exec Professional Services CEO (multiple Profiles) Electrical Engineer
Business Services Sales Consulting Business Group CEO Mechanical Engineer
Sales Management Executive Team Profile Software Engineering
VP Sales/Marketing, Regional Mgr Human Resources Quality Engineer
Sales Rep - Call Center HR Exec/Director/Mgr Test Reliability Engineer
Marketing HR Generalist Project Engineer
Product Manager/Group Product Mgr OD Consultant (Coaching Guide) Finance/Administration
Marketing Manager Staffing/Recruiting Financial analyst
Market Research (3 levels) Banking Accountant (multiple jobs)
Marketing Pro (multiple levels) Bank CEO; Branch Mgr Systems Analyst/Programmer
Occupational Examples Data Analysis Software Orientation Guide Hiring/Selection Guide Self Manage Guide
IT Project Engineer 0-PPA IT Engineer 1-PPM (IT Engineer) Hire Guide (IT Engineer) SMG IT Engineer
Sales Rep (Medical) 0-PPA Consensus 1-PPM (Sales Rep) Hiring Guide (Sales Rep) SMG (Sales Rep)
Consultant (PDF) 0-PPA Virtual 1-PPM (Consultant) Hire Guide (Consultant) SMG (Consultant
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 21
Skills Inventory Measures Learned Competencies
S K I L L S
I N V E N T O R Y
By Occupation ©
Management Skills Inventory (On line Version) ; PDF Version Occupational Skills Demo
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 22
How Clients Use Profile Analytics and Applications Tools
1)SOURCE-SCREEN
AND SELECT
2) MANAGING
PERFORMANCE
3) TRAINING-
DEVELOPING
4) COACHING
PERFORMANCE
5) MANAGING
TALENT
- Evaluate candidates
- Assess job-person fit
- Objective interviews
- Predict job performance
- Hiring Quality
- Assess ability
- Measure will to perform
- Job Evaluation
- Accountability
- Promotion Readiness
- Learning Solutions
- Skills Inventory
- Leader Development
- Self-Others Awareness
- Communications
- Performance Coaching
- Development Counsel
- Assessing competence
- Managing time
- Provide feedback
- Assess readiness to lead
- Talent assessment
- Project Assignments
- Self management
- Identify Genius
6) DIAGNOSING
PERFORMANCE
- Clarifying Expectations
- Assess Will Vs Ability
- Strengths Assessment
- Customer Relations
- Root Cause Analysis
7) ON BOARDING
ORIENTATION
- Productivity Fast-Track
- Orientation Plan
- On boarding process
- Assessing turnover risks
- Orientation Process
8) TEAMBUILDING
INTERVENTIONS
- Team Effectiveness
- Team Member Survey
- Team Lead Assessment
- Interpersonal dynamics
- Identify conflict sources
9) EMPLOYEE
ENGAGEMENT
- Climate Assessment
- Assessing Morale
- Attitude Surveys
- Align People-Projects
- Delegation Checklist
10) CAREER
PLANNING
- Work Preferences
- Competency Inventory
- Job Compatibility
- Environment Person fit
- Career Path Planning
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 23
Motivation -
Interests, drives
that energize you
Domains
of Genius
©
Results -
Work-related
successes
Behaviors -
Actions taken to
get things done
Traits –
characteristics,
personal qualities
Values -
Belief, expectation
or standards
Styles -
preferences
or ways of
thinking
Competency - skill,
knowledge, experience
GROWTH
WELL BEING
SATISFACTION
PERFORMANCE
Aptitudes - mental
Capabilities/talents
We are engaged in an ongoing
research project to identify,
classify and weigh the impact
of varying human qualities on
job performance and work-
life success. Using 5 levels of
measurement we are studying
main and interaction effects to
help explain-predict-improve
the way we select people,
assign then to roles/teams, fit
them into compatible careers
and develop/apply their talent.
Results so far in beta trials
have us really excited!
Domains of Genius Research
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 24
Current Research Project
Clients on 4 continents have
created personal Road Maps to
Work Life Success by analyzing
their capabilities and goals with
our 4 Factor Success Model
Exercise and Domains of Genius
exercise
We are engaged in ongoing
research in both of these
promising areas of human
development.
Success Research
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 25
Profiling Business Results-Utility-Value
Examples of business results for clients using our Profiling Technology
1. Higher Sales performance across multiple industries, products, and selling situations
2. Reduced turnover in Exempt (professional) and Nonexempt (factory level) positions
3. Greater job-person alignment and compatibility (HR and Engineering examples)
Our contractor badges from leading
global corporations attest to the trust
they placed in Performance Advantage
to consistency deliver value.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 26
Sales Improvement from Using Profiles
Hiring: Our selection tools-methods were used to hire Sales Reps at Source Services
who significantly outperformed (>2 times) those hired using traditional methods.
POOR Performer AVERAGE PERFORMER HIGH Performer
CONTRIBUTED $141,015
Employees who
matched our high
performer Profile
contributed an
average of $460,310
Performance Distribution Curve 741 Sales Reps (Employment Services company)
Employees in the bottom 50%
contributed only $21,591 each
The President and VP Finance told us we saved - earned them over $14 Million
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 27
Turnover Reduction from Using Profiles
We reduced technician terminations in an Hitachi Wafer Fab from 42% to 26%,
which saved hundreds of thousands of expense in hiring-training costs while also
significantly increasing work quality-productivity .
% Technician Turnover
42%
26%
0%
10%
20%
30%
40%
50%
Annual Rate
Before Profiling 1 year After Profile-
based Hiring
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 28
Talent Management from Using Profiles
E-Systems (Raytheon) planned to lay off 51 experienced engineers but using our Profile
assessments and interviewing techniques 42 (82%) of them were retrained and retained.
Savings included elimination of layoff costs (financial-social) and hiring-training costs.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 29
More Evidence of Value Contribution
Johnson & Johnson, Alcatel, and Nokia purchased our Profiling technology license and awarded us ‘Preferred Vendor’ status to provide Competency Modeling for them globally.
Developed High Performance Profiles in the U.S., Europe, South America, and Asia
Trained hundreds of recruiters and managers in assessment based selection/ coaching
Successfully applied the technology across a broad range of industries since 1991
Certified HR pros to independently conduct Profiling and Interviewing workshops
Equal Opportunity Compliance officials acknowledged the advantage of using our technology in hiring. A former Director of the Office of Federal Contract Compliance stated
"If organizations used this process there would be no reasonable basis for claiming that a company's hiring practices were biased."
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 30
Best Evidence That We Contribute Value
Repeat and continuing business from the same clients year after year
Ask to see our contractor badges – we are proud to be welcomed and treated as employees in many of the best companies in the world - because our technology works. We are proud of our longstanding relationships with clients like these
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 31
Thanks for Your Interest!
Contact: Jeffrey Lyons
Principal, Performance Advantage
Phone: (972) 517-3389
Cell: (972) 754-0609
Email: [email protected]
Website: www.MeasureToSucceed.com
Hitachi, Alcatel, Johnson & Johnson, Nokia, and Texas Instruments are just
a few examples of leading companies who became contract clients and
participated in the development of our technology.
Please call us! If you have a high impact performance problem or opportunity that is
difficult to solve then you likely have a measurement issue and a good reason to call us.
Legal Notice: illustrations and designs in this presentation are protected by U.S. and International copyright law.
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 32
TRAITS
COMPETENCIES
BEHAVIOR
RESULTS
WORK
PEOPLE ENVIRONMENT
Top performers
Profiles explain how top performing
People accomplish Work in their
Environment
Appendix 1: Summary of Profiling Principles and Process
WORK
ENVIRONMENT
VALUE
PEOPLE
Measure
Variance from
Standards
Performance Profiling Technology
Copyright 1991-2009 Performance Advantage All rights reserved.
Technology Orientation 33
Appendix 3: Introducing Your Profiling Analyst
Jeff Lyons is a cognitive scientist and principal of Performance Advantage. His research area
and consulting practice focuses on Performance Measurement, the use of scientific methods
to explain-predict-improve how people perform work in varying environments.
Since 1991 he has collected data and analyzed the traits, skills, and behaviors demonstrated
by thousands of employees at all job levels rated in the top 20% of their job. His work earned
the trust of multiple global corporations to develop high-performance Profiles, certify client
users, provide ongoing leadership assessment and coaching. Ask to see his contractor badges.
Skill Set: Performance Measurement, HR Analytics, Leader Development, Exec. Coaching, Applied Research
Responsibilities: develop Performance Advantage measurement systems/software and teach client users
Career History: VP Human Resources, Organization Development consultant, Venture/Acquisition integration.
Educational Qualifications and Professional Associations
Ph.D. work in Cognition and Neuroscience at the University of Texas at Dallas (all but dissertation)
M.S. Applied Cognition and Neuroscience at University of Texas at Dallas
B.S. Psychology, Purdue University
American Psychological Association - Associate
Texas Psychological Association - Associate
Certified in dozens of ability tests, personality measures, and interpersonal style surveys
Society for Human Resource Management (past President of national Merit Award-winning chapter)
Job Service Employers Committee (Chairman)
Success Network of consulting psychologists and professional coaches (Global Team Leader)
