Reiss Motivation Profile - Personality profiling in personal and leadership development

Personality Profiling Find out what truly motivates your employees!

Dr. Thomas Mengel, PMP

Professor of Leadership Studies, UNB

C.E.O. Reiss Profile Canada Corp.

1 www.ReissProfile.ca HRANB Sept/26/2013

Agenda

Personality profiles in career and leadership development Hiring

Team composition

Professional & organizational development

The Reiss Motivation Profile

General

Leadership and career development

Conclusion Recommendations

Summary


Which personality profiling tools have you used?

What were your experiences with them?


Personality profiles in career and leadership development


4 www.ReissProfile.ca

Origin

Purpose

Approach

Results

Benefit

Jung (1921)

Marston (1930)

Behavioural styles & preferences

4 styles

4 Types & typical combinations

Quick & easy access; people vs. tasks;

Jung (1921)

Myers-Briggs (1962)

Perception & Judgment

4 dimensions

16 Types

Established in professional development; roles & responsibilities

Reiss & Havercamp (1995)

Motivation: Values, goals & traits

16 universal desires

16 individual scores (> 40*1025

combinations)

Comprehensive roadmap motivation & preferences; accurate prediction (roles & responsibilities)

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DISC

MBTI

Reiss Profile



Activity: Motivation Analysis Profile Simple Version

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3 Pillars: 16 Universal human desires:

• We share what we need (desire) • We differ how much of it we need (score and resulting value)

Personal values, goals, personality

• Helps manage need satisfaction • Is bipolar to some extend

Value-based performance & happiness

• Matching personal values & goals with context • Lasting relations built on similar values & goals

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Hiring Decisions

• Education – Business, Technical, other relevant Education • Experience – Projects, Organizations, Management, Leadership • Expertise (Skills) – Task oriented, Management, Leadership • Energy Level (Motivation and Passion)

Reiss Profile: Strivings, goals, values, personality (Individual Profile) Case Study: Project “Gold Star” (Insurance)

High turnover in sales Profiling the Gold Star sales force Identifying key success factors /motivators

++ social contact, ++ tranquility Hiring based on key motivators


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Team Composition • Roles & Responsibilities • Complementary skills • Shared values / motivation

Reiss Profile: Strivings, goals, values, personality (Individual Profile) Case Study: “MACROsoft” (IT; Leadership team development)


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CEO VP Fin/HR VP Op VP Sales Avg.

Acceptance -0.85 -0.28 -2.00 0.50 -0.66

Beauty 0.17 -0.21 -0.54 -0.27 -0.21

Curiosity 0.68 -0.68 0.68 1.41 0.52

Eating -0.19 0.80 -0.19 0.52 0.24

Expediency 0.30 -0.45 -1.06 0.70 -0.13

Family 1.54 0.86 0.73 -1.15 0.50

Idealism 1.34 0.61 0.12 -1.16 0.23

Interdependence -0.75 0.23 -0.99 -1.20 -0.68

Order 0.12 -1.38 0.00 -0.50 -0.44

Physical Exercise 0.45 -0.50 0.65 0.10 0.18

Power 0.95 0.75 1.30 0.88 0.97

Saving 0.70 0.40 -0.30 -0.41 0.10

Social Contact 0.70 1.13 -0.99 0.80 0.41

Status 0.50 0.05 0.40 0.34 0.32

Tranquility -0.43 -0.86 -0.32 -1.40 -0.75

Vengeance -0.89 -1.23 -0.88 -0.34 -0.84

Team Profile MACROsoft Corp.


• Cooperative and performance oriented

• Employee satisfaction survey: Dissatisfaction with leadership approach

• Core values: Valuing employees as human beings; Focus on balance between high performance, entrepreneurial spirit, justice, compassion and passion; Listening to employees and their professional and personal needs; Participative leadership and Teamwork

Case Study: Leadership Team

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Professional & organizational development

• Skills training – matching job requirements with resources • Team development – team motivation & coherence • Career development: career path to match individual & organizational

needs • Organizational development: values-oriented organization

Reiss Profile: Strivings, goals, values, personality (Individual Profile) Case Study: “Sam Someone” (career development in an insurance company)


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Case description: • Sam self-leadership seminar participant

exploring life and leadership • 35 year old manager of a sales-team in a major

insurance company • Married; two children at the age of 5 and 7 • degree in social work and a teacher certificate • started selling insurances and worked his way

up into his current position • very successful and earmarked as a ‘high

potential’ • does not feel to be ‘at the right spot’

The case of Sam Someone (Insurancia, Director of Sales - East)

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Leadership Development Sam Someone

Sam Someone’s Reiss Motivation Profile

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Potential Tensions

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Enjoying meaningful relationships with colleagues and customers

Helping customers and team members to achieve financial security

Figuring out innovative solutions for customers and his sales team

members

Securing a livelihood for himself and his family


Existing Benefits

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• Transitioning into a corporate

training department

• Exploring leadership opportunities

in community based non-profit

organizations

Options

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• Conversations between Sam, HR, and VP sales

• Transitioning into a corporate training department

• Senior Coach, Director of mentoring program

• Exploring leadership opportunities in community based non-

profit organizations as a future option

Solution

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Conclusion and Recommendations


Utilize Personality Profiles: To get the right people on the bus Include assessing values and motivation in hiring decisions

To put the right people in the right seats Consider values & goals when composing teams Adjust team composition based on motivation & team dynamics To change seats meaningfully Consider developing career paths matching individual & organizational needs Take organizational development seriously by striving for a values-oriented organization

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Contact us for 25% HRANB presentation discount towards a personal Reiss Motivation Profile or Reiss Profile Master certification and training

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Questions

?

mailto:[email protected]?subject=HRANB presentation discount


Mengel, T. (2012). ‘High Potential’ can be deceiving – Utilizing the Reiss Motivational Profile® in HR and Leadership Development. FMI Journal June 2012. Mengel, T. (2012). Leading with ‘emotional’ intelligence – Existential and Motivational Analysis in leadership and leadership development. Journal on Educational Psychology 5(4):24-31. Reiss, S. (2008). The Normal Personality. A New Way of Thinking About People. Cambridge University Press, New York. Reiss, S. (2000). Who am I? The 16 Basic Desires That Motivate Our Actions and Define Our Personality. Berkley Book, New York.

References:

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