2 A 28-year history of producing measurable results supports our mission Hogan Assessment Systems at a GlanceA leading provider of assessments used for employee selection & developmentAssessed over 3.5 million working adults performing over 450 different jobs across 40 countriesOver 25 years of research and implementation experienceContinuous system testing, research, and support improvementLegally defensible: Never been successfully challengedPredictive, with demonstrable bottom-line results ranging from improved employee performance to reduced turnover and recruiting expenseMissionWe provide state-of-the-art assessment solutions capable of enhancing the effectiveness of individuals and organizationsHistoryA 28-year history of producing measurable results supports our mission2
3 Hogan Assessment Overview Hogan Personality Inventory (HPI)How does this person typically approach work and interaction with others?What strengths can this person rely on to facilitate his/her performance?Hogan Development Survey (HDS)What tendencies could derail this individual’s career or performance?How is this person inclined to respond when stressed, under pressure, or not self monitoring?Motives, Values, Preferences Inventory (MVPI)What motivates and “drives” this individual?What type of work environment will he/she consider most motivating?What is he/she likely striving to attain?Hogan Business Reasoning Inventory (HBRI)How does this individual identify and solve problems?How will this individual approach problem solving in the real world?
4 Representative Clients CommunicationsCox CommunicationsSprintQwestConstructionBrookfield MultiplexSt HilliersMcConnell DowellThe Haskell CompanyManhattan ConstructionConsultingHay GroupHewitt AssociatesMDA ConsultingDDIRight Management ConsultantsRussell ReynoldsTowers PerrinEnergyBHPDuke PowerFerrellgasHalliburtonDowner EngineeringBPEducationUniversity of SydneyAdelaide UniversityUniversity of MarylandMelbourne Business SchoolFinancial ServicesANZNABCapital OneWachoviaJPMorganChaseBank of AmericaGovernmentState, Federal and Local Government DeptsNASAU.S. Postal ServiceHealthcareBlue Cross / Blue ShieldHumanaMayo ClinicNovo NordiskHospitalityBass Hotels & ResortsStarwood Hotels & ResortsTrump Casino & HotelManufacturingAlcoaBMWDuPontGeneral ElectricPepsiPharmaceuticalBristol-Myers SquibbJohnson & JohnsonSchering-PloughRetailALDIAdidasHome DepotWendy’sYUM! BrandsTechnologySony CorporationSpherion Technology GroupSolectronDELLCiscoTransportationQantasTOLLAmerican AirlinesCSX Transportation
5 Peter Berry Consultancy Pty Ltd Formed in 1990Change Management ConsultantsDistributor of Hogan Assessment SystemsDistributor of Employee and Organisational ProfilesCore Competencies:LeadershipBusiness PlanningPeople & Culture
7 Team Building Goals Use assessment results to… Facilitate Alignment Help Team develop a common understanding of itselfFacilitate awarenessEncourage team dialogueAs a foundation for discussing team’s goals & vision for the futureDetermine strengths, barriers, and opportunities to maximize team potentialOrganizational GoalsTeam GoalsIndividual Goals
8 Team Building ReportUse graphic results as a foundation for conversation & team planningCreate summary report based on graphic data
10 The Bright SideIn the Adjustment scale add the scores for Empathy, Not Anxious and No Guilt… low scores show internal stress.Add scores for Calmness, Even Tempered and No Complaints…low scores suggest external stress…“letting off steam”.Healthy stress keeps people focused and alert, unhealthy stress needs to be addressed.
11 The Bright SideIn the Ambition scale add the scores for competitive and leadership, 90% of managers score 10 or 11 out of 11…it shows drive.Check the score for Accomplishment…a score of 4 or less out of 6 can suggest low moods or frustration with one’s life achievements… a major concern.Look at the score for Identity, 0 or 1 out of 3 suggests some lack of satisfaction with job, employer, or industry.
12 The Bright SideIn Interpersonal Sensitivity check the Likes People score, 4 or less out of 6 suggests a strong technical bias (IQ) and maybe lacking on the people side (relationships…EQ). This is a key measure of whether someone can be a “people person” or is serious and task focused.
13 The Dark SideMost managers have a couple of items in the 90’s and a couple more in the 70’s/80’s. These are strengths potentially becoming weaknesses, through lack of self management.The first 5 items constitute the “moving away” syndrome (the loner), the next 4 items are the “moving against” syndrome (the leader), and the last 2 are the “moving towards” syndrome (the doer).
14 The Dark SideAbout 20% of the population have the moving away syndrome, where at least 4 of the first 5 items score more than 70%. These people cope with their frustrations by withdrawing. 360 feedback may show “not a team player” and “uncommunicative”. Some people move away at work, at home or when exercising.The categories Bold, Mischievous, Colorful and Imaginative indicate executive potential for the private sector. Look for at least 2 scores above 70%.
15 The Dark SideThe final 2 scales indicate “head down, bum up”…the priority is around high quality work and loyalty…”in” the business, not “on” the business.People who have no scores above 70% in any of the scales should have very stable, enduring relationships, but may lack a bit of “magic” in terms of what they bring to the table…check the MVPI for motivators.
16 The Dark SideSome people have elevated scores across nearly all of the items. These people potentially have a lot to offer but can be high maintenance…they have 3 personalities in one…the loner (moving away), the leader (moving against) and the doer (moving towards).
17 The InsideThe MVPI is a person’s “hot buttons”, it’s what you want out of life.Executive profiles normally have high scores for Power, Commerce and Hedonism…but not always…Maggie Beer 95% Aesthetics, 9% Commerce.If there are lots of scores above 65%, the person may need coaching around goal setting and priorities, otherwise their wheels could be spinning.
18 The InsideIf a person has no “hot buttons” look for the “warm buttons”, between 35%-65%.If a person has nothing above 35% it is likely that they are easily pleased and that others set their agendas.
19 Gender issuesFemales score higher on strategic drive, risk taking, people skills and innovation…and may have a bit more EQ!Males are stronger on control and command and show a passion for business and money…$$$
20 Public Sector Lower Ambition, Power and Commerce. More “buttoned down” personalities.More Altruistic…here to improve the world!Are not risk takers…higher Cautious and Security.More Leisurely…confident, independent, like setting agendas, individual contributors.
22 PBC 360… Hogan Compatible 1. Self Management 2. Relationship ManagementAwarenessComposureIntegrityPartnershipsSetting AgendasPersuasion Skills3. Working ‘In’ the Business (Operational)4. Working ‘On’ the Business (Strategic)Job CapacityEfficiencyPerformanceStrategyCultureExecution
23 2. Relationship Management 1. Self Management2. Relationship ManagementAwarenessComposureIntegrityPartnershipsSetting AgendasPersuasion SkillsThis is the world of EQ.This is where we measure behaviour (KBI’s).This is where organisational values are created (GE).PepsiCo measure their managers 50% on leading people.
24 3. Working ‘In’ the Business (Operational) 4. Working ‘On’ the Business (Strategic)Job CapacityEfficiencyPerformanceStrategyCultureExecutionThis is the world of IQ, including street smarts.This is where we measure performance (KPI’s).This is where we need to get the right balance of working “in” and “on” the business.
25 3. Working ‘In’ the Business (Operational) 1. Self ManagementAwarenessComposureIntegrity3. Working ‘In’ the Business (Operational)Job CapacityEfficiencyPerformanceThis is the world of management.This is “business as usual”… transactional.We hire for skills and fire for personality.
26 4. Working ‘On’ the Business (Strategic) This is the world of leadership.These organisations are reinventing themselves.Best practice companies are pushing their peoples’ efforts into these two boxes.2. RelationshipManagementPartnershipsSetting AgendasPersuasion Skills4. Working ‘On’ the Business (Strategic)StrategyCultureExecution
27 StatisticsOur 360 research shows that 12.1% of managers have unacceptable ratings…about 1 in 8 are underperforming and providing inadequate leadership.Gallup worldwide employee surveys show 26% of staff are truly engaged, 55% turn up to do their job and 19% are actively disengaged…and they share their “misery”.The point is…effective leadership is the key to culture and performance.
28 Configural ScoringConnecting the dots between the 3 profiles provides best value.For executive “horse power” look for Ambition, Power, Commerce, Bold, Mischievous, Colorful and Imaginative (high scores in 5 or more).
29 Configural ScoringFor relationships look at Sociability, Interpersonal Sensitivity (especially Likes People), Affiliation (high scores) and Reserved (low score). This can indicate whether a person is task focused (IQ, technical excellence) or a “people person”.
30 Configural ScoringSometimes there may appear a contradiction…say high Sociability and Affiliation, but low Interpersonal Sensitivity and High Reserved…a people person but on their own terms, “I am outgoing but I use people to achieve my agendas”.For extraversion check HPI sub-scales, No Social Anxiety, Exhibitionistic, Entertaining and HDS Colourful and MVPI Affiliation and Recognition.
31 Configural ScoringThere can also be tension between an appetite for adventure and caution at the same time. High Mischievous/Imaginative/Inquisitive maybe the “accelerator in the car” but high Security/Prudence/Cautious can be the “brake”. Check these combinations carefully, these opposites exist in many successful CEO’s…producing responsible risk taking. This apparent contradiction is of great value to many people to explain these opposite impulses.
32 Configural ScoringEQ… using emotions intelligently to get the best out of relationships.EQ…look for a good Adjustment score and a low Excitable with no “moving away” syndrome and good people skills in Sociability, Interpersonal Sensitivity, Affiliation (high scores) and low Reserved.
33 Development PlansCapture the strengths and opportunities, the opportunities will need some detail.Capture the impact of the improvement opportunities on their team, if they get the connection there is more impact.Talk about getting the right balance between “in” the business and “on” the business, typically moving from 90% in / 10% on to 75% / 25%.
34 Development Plans I will do more of and I will do less of. The extra time “on” the business should be put into relationships and adding value (innovation, continuous improvement, strategy).The poor performers that I need to challenge are…?The plan should identify ongoing coaching opportunities.The plan should incorporate a 360 review.
36 “Life is about gettingalong, to get ahead”Bob Hogan
37 The Basics Get the team to complete the Hogan inventories. Generate the individual reports and team spaghetti chartConduct the team building workshopEveryone shares their results…because there is no right or wrongUse human histograms…make it fun
38 The BasicsInvite individuals to share their strengths and opportunitiesCompare the team profile against other team profilesAnalyse the team profile against the strategic plan
39 The Basics Analyse the team profile for EQ...relationship strengths One-on-one coaching finishing with a development planConsider 360 feedback to capture the behaviours at work
40 Case Study – Construction Engineering The challenge – work with the executive and second tier management teams to build high performing teams, stretch business goals and a great culture.The process – conduct employee opinion survey, 360 feedback and Hogan profiling.The teams – team building workshops to share Hogan results, understand self, each other and team.
41 Case Study – Construction Engineering One-on-one coaching and development plansAdoption of leadership team model, common language around IQ/EQ and working “in” and “on” the business.Development of 3 year business plan to grow from $2B to $3B.Leadership program for middle managers.
49 Summary of ExecutivesSelf Management…strong emotional resilience, measured risk taking, strong on values (right and wrong).Relationship Management…sound people skills, strong dynamic personalities, good networkers/relationship skills, “it’s not about me” and they pay their taxes.
50 Summary of ExecutivesOperational…active brains - open minded/curious, bright/up to date, reasonably meticulous/careful, good balance between aesthetics/science.Strategic…awesome scores for competitiveness, leadership, confidence, drive, adventure and vision…favourite song “Money, money, money”.
51 Summary of ManagersSelf management…more anxiety/nervous energy/stress, better at fault finding/more critical around detail.Relationship management…more task than people focused, can be blunt, have less colourful personalities, relationships are not as important…it’s the job…technical excellence.
52 Summary of ManagersOperational…more narrow focused brain/good at implementation/follow through, more meticulous and careful/doesn’t like mistakes, good trouble shooter/investigator/researcher.Strategic…less ambitious/confident, more modest ego, not so big picture, not as passionate about business and money.
53 Strategic Business Plan Grow from $2B to $3B by 2012.Everyone goes home without harm everyday.Grow the volume of overseas work.Target new markets, including energy/rail.Build social infrastructure capability in education and health.
54 Strategic Business Plan Build strong customer relationships for repeat business.Create a high performance culture through teamwork, leadership, accountability and effective leadership.Employ, train and retain the right people.Be recognised as a tier one engineering and construction player.
55 ConclusionThe CEO has a very strong personality and is better understood by the executives.The executive has an awesome profile which explains growth in the last 4 years from $500 million to $2 Billion… and on their way to $3 Billion.
56 ConclusionThey are exceptionally strong on relationships which delivers emotional value, not just functional value… customers for life.They are working hard to improve their culture and to become an employer of choice… they understand that having the right people and culture drives the success of the project.
57 Future ActionsContinue to use Hogan and 360 for leadership development.Run leadership programs for middle management to build the leadership pipeline.One-on-one coaching to develop individuals.Use the Employee Opinion Survey annually to measure and improve culture.Review the strategic plan quarterly and use it as a communication tool to engage the workforce.