Exploring the World of Assessments How using assessments

Exploring the World of Assessments How using assessments can improve the bottom line. 80 E US Hwy 6 Valparaiso, IN 46383 219 -477 -6378 www. theeg. com

Rick Tiemann v Over 40 years of business experience to include international business work v Owned 3 companies before the age of 30 v Former President of $75 M Fire and Security Company v Experience in mergers and acquisitions to include turnarounds and employee integration v Since 1991; Served as business advisor and coach to presidents, executives, managers, and salespeople in over 200 different clients v Belief is that one of the biggest challenges facing businesses today is how to attract, hire, train, retain and develop the right people. v Personally evaluated over 10, 000 assessment profiles

The Executive Group Making Your Job Easier v Started in 1991 to help organizations develop their business and organizational needs. v A consulting firm focused on Organizational and Business Development offering a vast array of services to enhance individual and organizational effectiveness. v Supports clients in the areas of q Selection q Employee, Sales and Leadership Development q Employee Intervention q Executive Coaching q Organizational Effectiveness q Business Development and Strategic Planning q. Sales Force Optimization Linking Human Capital with Strategic Intent

Meet 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

Behavior is the biggest predictor of performance. Behavior Goals Fears Attitude Motivators Personal Competence ? S P GA Values Ethics Habits Job Competence Work Ethic Planning skills Emotional Intelligence Delegating Problem Solving Communication Thinking Style Conflict Management Features Benefits Technical Applications Expertise Coaching Technical Competence Mentoring

Behavior It is the SINGLE biggest predictor of performance! It is the SINGLE biggest reason for termination.

Problematic Behaviors in the Work Place Ø Ø Ø Ø 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 Ø 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 Ø Aggressive and angry at the world and has a chip on their shoulder and prone to fight Ø Does not cope with things in general Ø Idealist who is out of touch with reality Ø The world is bigger than me and I don’t know how to cope with it. Ø Somber person who has little self esteem and down on life in general Ø Sees the world as hostile and negative and not fun so life becomes challenging Ø Highly impatient and critical of others and things surrounding their world

Making Sense of Testing Simple Sophisticated You can’t judge a book by its cover!!!

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 indepth 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 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. • • • 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 Intelligence and ( 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 PERSONAL COMPETENCE SOCIAL COMPETENCE How they manage Themselves How they manage Relationships Self-awareness Self-management 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 110 Mean scores IQ General Population 100 Mean scores Factor B PCGB Hypo Group 7. 0 Mean scores Factor B General Population 5. 5 Supervisors Mfg. Facility High Performers B 5. 36 TTMA 53. 727 Low Performers B 3. 37 TTMA 32. 00 Technicians Service Operations High Performers B 5. 5 Low Performers B 3. 0

Types of Assessments • Basic Behavior Assessments – – – • DISC Extended Di. SC PI (Predictive Index) Birkman (color coded) Caliper Meyers-Briggs (MBTI) Target International Profiles International (Profiles XT) Firo. B Pradco Reid London House Psychological Assessments – – – 16 PF Hogan CPI OPQ NEO Strong Interest • Clinical Tests – MMPI • Skills Tests – – – • Typing Tests MS Word Office / Excel tests GNeil Skill Sets Bennett 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 D - Dominance I - Influencing S - Steadfast C - Compliant PI A - Dominance B - Influencing C - Steadfast D - Compliant

DISC, PI (Predictive Index), 16 PF DISC D – Dominance I - Influencing S - Steadfast C - Compliant PI A – Dominance B – Influencing C – Steadfast D – Compliant 16 PF IN - Independence EX - Extroversion TM – Tough Minded SC – Self Control ER – Emotional Resolve B – Problem Solving v Are there really only 16 kinds of people? v When you put people into a category (BOX) rather than rate them on a scale it tends to pigeon hole and label people.

16 PF and Big Five Theory “The 16 PF is the Gold Standard of Psychological Tests” Dr. Steve O’Shaunessy The O’Shaunessy Group London, UK

Preferred Assessments of The Executive Group • • • 16 PF Hogan Di. SC Myers- Briggs Thurstone Test Mental Alertness Watson Glazer Culture Fair Ramsay Electrical Mechanical Concepts

A Complete System for Organizational Development One Assessment – Multiple Applications Selection for All Levels Promotion Career Pathing/ Succession Planning 16 PF Executive/Sales Development and Coaching Organizational Development and Training Validation Studies

The 16 PF – 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 16 PF Measures Tough Mindedness Self-Control Problem Solving 16 PF Workplace Coping Skills Drive and Independence Interpersonal Skills

16 Primary Factor Scales Provides 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 Q 1 Openness to Change G Rule-Consciousness Q 2 Self-Reliance H Social Boldness Q 3 Perfectionism I Q 4 Tension Sensitivity

Bipolar Scales Factor A B C E F G H I L M N O Q 1 Q 2 Q 3 Q 4 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 16 PF 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 (Q 1 -) Not a team player (Q 2+) Disorganized (Q 3 -) Impatience (Q 4+) Poor impression management (IM-)

Areas of Potential Concern A+ Q 2 - 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- Q 2+ Makes decisions in isolation of others E+ I- Can be harsh and unemotional E+ L+ Anger and aggressive tendencies E+ Q 1+ High need for change and control E- L+ Passive Aggressive E+ Q 2 - Dominate / Dependent L+ A- Will alienate people E+ H+ O- Egotistical E+ L+ A- Condescending

Combinations of Negative Personality F+, H+, G-, Q 3 - 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+, Q 1+ 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+ Q 1+ 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 challenging E+ L+ Q 4+ 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 Q 1+ Readiness towards change

8 Core Traits of Successful Sales People A+ Warmth – ability to be friendly and engaging B+ Problem-Solving – ability to solve complex problems C+ Emotional Stability – ability to mange sales stress E+ Assertiveness – competitive drive component F+ Fun-Loving – optimism and spontaneity for sales G+ Rule Bound – doing the right thing H+ Social Boldness - ability to network and push forward O- Self Assured – confidence to stay the course

Promoted to OPS Mgr. Estimating/Scheduling/Purchasing DISC – D(7) = 16 PF 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

VP South American Operations Q 1/10 = Driver of change A 8 Q 2/2 I 8 = Kind and sensitive needs to be liked Q 1/10 I 8 L 6 = Becomes overly critical under pressure EX 7 = Does not manage stress ER 7 O 8 Q 1/10 = Under stress begins to micromanage and becomes overly critical moves away from coaching as she worries about results and pressure.

Quality Control Manager B 2 / TMA 2% / CF 83 – Lower level reasoning skills / Concrete thinker/ hands on learner / slow learner E 9 H 9 O 3 – Egotistical and Arrogant E 9 G 7 Q 3/8 O 3 – Sees himself as perfect

VP of HR and Legal B 7 IQ 118 TMA 80% = Excellent analytical skills A 7 Q 2/6 I 5 = Good people skills, intuitive but could make stand alone decisions Q 1/9 = High Intellect loved to learn and challenge new ways of thinking (would get impatient) E 7 G 6 Q 3/8 = 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 floor Reduced turnover from 14% to 6% in 1 year saving $150, 000 hiring costs • Bottling Company – Office clerical / shared services Reduced turnover from 40% to 10% in 18 months saving $300, 000 in hiring costs • Food Service – Sales Reduced sales head count by 15% retaining same sales volume and saving 1, 000 M 1 st 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 Group Making Your Job Easier

Exploring the World of Assessments Thanks for attending today! 80 E US Highway 6 Valparaiso, IN, 46383 Office 219. 477. 6378 Fax 219. 477. 6379 assessment@theeg. com www. theeg. com