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HPTI North America/ 1Copyright © 2018 Thomas International Ltd
HPTI North America / 1Copyright © 2018 Thomas International Ltd
High Potential Trait IndicatorOnline Certification:Session One
HPTI North America/ 2Copyright © 2018 Thomas International Ltd
Your Facilitator
HPTI Sessions facilitator: Sharon Jones
Senior Facilitator and Consultant, Thomas North America
15+ years’ experience in Leadership roles, UK and Canada
10+ years’ designing, delivering, facilitating powerful workshops
HPTI North America/ 3Copyright © 2018 Thomas International Ltd
The Book And Assessment Authors
Professor Adrian FurnhamProfessor of Psychology at University College
London, Founder Director of Applied Behavioural Research Associates and Founder
Director of High Potential Psychology Ltd.
Ian MacRaeDirector and co-founder at High Potential
Psychology Ltd., MSc, MBPsS, Organizational Psychologist
HPTI North America/ 4Copyright © 2018 Thomas International Ltd
Overview: Online HPTI Certification Process
1. Pre-training meeting with your consultant2. Attend all three 90-minute online sessions (two must be
live)a) Tuesday May 28th 1.30pm ESTb) Tuesday June 4th 1.30pm ESTc) Tuesday June 11th 1.30pm EST
3. One-on-one consultant session: discuss your first business priority for the HPTI
3
4
HPTI North America/ 5Copyright © 2018 Thomas International Ltd
Prework
1. Read the preface and part one (pages xi to 19) of the High Potential book
2. Review modules 1, 2 and 3 in the manual (optional)
3. Answer the two questions in the manual, module 1 page 1
HPTI North America/ 6Copyright © 2018 Thomas International Ltd
Watch For These Icons
HPTI North America/ 7Copyright © 2018 Thomas International Ltd
Understanding the HPTI
Effectively administer, advise and use the results
Understand how the HPTI can predict performance
How to deliver high quality feedback
Consider the practical applications of the HPTI in business context
All Modules: Learning Objectives
HPTI North America/ 8Copyright © 2018 Thomas International Ltd
Vote POLL 1: Your Organization’s Use Of Psychometrics
Does your organization use psychometric assessments?
A. Yes we use Thomas extensivelyB. Yes we use a selection of tools (not just Thomas) extensivelyC. We use Thomas/others for select rolesD. This is our first experience with psychometricsE. Other
HPTI North America/ 9Copyright © 2018 Thomas International Ltd
HPTI Training Manual: Modules 1 - 7
Module 7 Feedback of the HPTI scores
Module 6 Job demands
Module 5 Leadership
Module 4 Interpreting the HPTI results
Module 3 The HPTI
Module 2 Personality
Module 1 High PotentialToday’s agenda
HPTI North America/ 10Copyright © 2018 Thomas International Ltd
Understand what high potential is, application in the workplace
Learn the three dimensions of potential
Why personality is a predictor of performance
The six HPTI traits that predict performance/HPTI validation
Which traits are the most stable and which are the most variable
Session One: Learning Objectives
First: context setting
HPTI North America/ 11Copyright © 2018 Thomas International Ltd
HPTI North America / 11Copyright © 2018 Thomas International Ltd
Recruitment & selection
Leadership development
Employee engagement
High potential identification
Succession planning
Building high-performing teams
Increasing internal promotions
Employee retention
Workforce planning
Performance management
Your organization’s biggest people challenge
What are the challenges you face now & in the next 18 months – 2 years?
Copyright © 2018 Thomas International
HPTI Application In Talent Management
Talent Acquisition
• Leadership recruitment• Fast-track graduate selection
Talent Mobility
• Leadership development• Succession planning/ promotions
Talent Retention
• Strategies to optimize on potential• Early hi-potential identification
Talent Development
• Career development• Coaching and performance
management
HPTI North America/ 13Copyright © 2018 Thomas International Ltd
Vote POLL 2: Rating Your Leadership Talent Pipeline
Which statement best reflects your leadership talent pipeline?
A. We have a powerful talent pipeline both internally and externally
B. We have challenges externally getting great talentC. Our internal talent pool is not strongD. This is the first time we are thinking about our talent pool E. Other
HPTI North America/ 14Copyright © 2018 Thomas International Ltd
High Potential
Module 1
HPTI North America/ 15Copyright © 2018 Thomas International Ltd
Question Box POLL 3: What Is High Potential?
From your prework,
1)What is High Potential?
Module 1, page 1
HPTI North America/ 16Copyright © 2018 Thomas International Ltd
High Potential Is…
Likelihood of achieving that which is possibleAbility to exploit personal gifts and situationsTo realise talents one was born withTo continually learn and develop these talentsHaving something that can be realisedThe capacity for success in a clearly defined area
HPTI North America/ 17Copyright © 2018 Thomas International Ltd
Question Box POLL 3: What Is High Potential In Your Organization?
From your prework:
2) What would this look like behaviorally in your workplace?
Module 1, page 1
The Three Dimensions Of Potential
Career
FoundationalGrowthAttributes that are
stable over time and predict success
Attributes and skills that manifest
with experience
Attributes that can be enhanced with guidance and
motivation
Module 1, page 3
Adapted from Silzer & Church, 2009; MacRae & Furnham, 2018
HPTI North America/ 19Copyright © 2018 Thomas International Ltd
Vote POLL 4: The Most Stable Dimension For Potential
The most stable dimension of potential that predicts success is:
A: Career dimensions (which are unique to different jobs)
B: Foundational dimension (which apply across environments)
C: Growth dimension (which affect learning and development)
HPTI North America/ 20Copyright © 2018 Thomas International Ltd
Answer POLL 4: The Most Stable Dimension For Potential
The most stable dimension of potential that predicts success is:
A: Career dimensions (which are unique to different jobs)
B: Foundational dimension (which apply across environments)
C: Growth dimension (which affect learning and development)
HPTI North America/ 21Copyright © 2018 Thomas International Ltd
Personality
Module 2
What is personality?
Personality is a stable psychological construct that governs our thoughts, emotions and behavior.
Module 2, page 1
HPTI North America/ 23Copyright © 2018 Thomas International Ltd
Why Assess Personality
Stable from early - mid adulthood
Specific traits are strong predictors of performance at work
Insightful for raising self-awareness
Can be the foundation for development activities
Module 2, page 1
Personality traits interact to influence behaviour
Second to Intelligence as a stable construct that predicts success
HPTI North America/ 24Copyright © 2018 Thomas International Ltd
Personality: Trait Vs Type
TraitPlaces people on a
continuum for each of a series of personality traits. Allows for shades of grey
indicating typical response. No right or wrong answers
Type
Type is a categorization of personality. Does not allow
direct comparison of two or more individuals i.e.
recruitment
Module 2, pages 2 & 3
HPTI North America/ 25Copyright © 2018 Thomas International Ltd
The HPTI
Module 3
HPTI North America/ 26Copyright © 2018 Thomas International Ltd
High Potential Trait Indicator
measures POTENTIAL by focusing on measuring personality in the
workplace
The HPTI offers a unique and nuanced opportunity to predict both performance
and potential at work. Measuring personality traits, as stable characteristics,
distinguishes what cannot be taught or changed (personality) from what can be
taught/ learned such as knowledge, know-how and experience
Defining potential
• High probability of success in a defined area – senior leadership
Module 2, pages 2 & 3
HPTI North America/ 27Copyright © 2018 Thomas International Ltd
Construction Of The Assessment
Combining this research, the HPTI was developed and statistically validated as a predicting measure of future leadership potential at work. See Technical Manual as well as Technical Summary for further detail on validation.
Further revisions were made to the structure of the test and the individual items, recombining the nine initial variables into the six personality traits found in the current HPTI.
MacRae & Furnham conducted a preliminary analysis of items (questions) written to measure these nine variables. Using quantitative and qualitative methods, MacRae & Furnham identified items that were reliable
and demonstrably related to work performance.
Inspired by this research, MacRae & Furnham completed a comprehensive academic review of the relevant literature and identified 9 variables which might predict high performance and high potential.
McCall, Spreitzer & Maloney (1994) published research in the Harvard Journal, identifying 11 traits / dimensions relevant for the early identification of leaders.
HPTI North America/ 28Copyright © 2018 Thomas International Ltd
Conscientiousness
Adjustment
Curiosity
Risk Approach
Ambiguity Acceptance
Competitiveness
Most stable
Most variable
Traits Order Of Importance
Most important
Most contextual
HPTI North America/ 29Copyright © 2018 Thomas International Ltd
Reliability Of The Assessment
Scale Reliabilities• Cronbach’s ⍺ aligns with past research, and a recent North American
sample• 13 items/scale• A test highly consistent if its reliability alpha coefficient is over .7.
TraitsReliability
USA and CanadianEnglish Sample Group
ReliabilityCanadian French
Sample Group
ReliabilityUnited Kingdom
English Sample Group
Conscientiousness .74 .71 .77
Adjustment .81 .80 .78
Curiosity .82 .82 .80
Risk Approach .72 .74 .74
Ambiguity Acceptance .75 .72 .72
Competitiveness .77 .79 .74
NOAM HPTI Technical Summary
HPTI North America/ 30Copyright © 2018 Thomas International Ltd
Validity Of The AssessmentConstruct validity
“Big Five” Five Factor Model (FFM) show high correlations with HPTI.• FFM Openness significantly positively correlated with HPTI Curiosity.
Criterion-related validity
HPTI traits correlate with success at work, education, and life. (Global research)
HPTI traits correlate with 15 well-founded leadership competencies. (North America study)• Curiosity and Innovator; Adjustment and Proactive Conflict Manager
HPTI traits correlate with individual and organizational performance. (North America study)• Adjustment and Profit Growth; Risk Approach and meeting Individual Performance Targets;
Curiosity and Revenue Growth; Ambiguity Acceptance and Organizational Revenue (Size of Org.)
NOAM HPTI Technical Summary
HPTI North America/ 31Copyright © 2018 Thomas International Ltd
Equity And Fairness Of The Assessment
HPTI has been developed specifically for the workplace. Does not ask about your personal life.
Study of the North American norm showed no adverse impact towards:• Gender• Age• Ethnicity• First language
HPTI items (questions) have a grade five reading level.
NOAM HPTI Technical Summary
HPTI North America/ 32Copyright © 2018 Thomas International Ltd
Copyright © 2015-2017 Ian MacRae & Adrian Furnham. All rights reserved. HPTI is a joint trademark of High Potential Psychology Limited and Thomas International Ltd
Sample HPTI Trait 1
Sample HPTI Trait 2
To z-scores
Sample HPTI Trait 2
Sample HPTI Trait 1
To plotted data in a 0-100 scale
Sample HPTI traits distribution
From raw scores
To HPTI Trait Scoreboard
HPTI – Optimality Model
Module 4, page 7
HPTI North America/ 33Copyright © 2018 Thomas International Ltd
HPTI Assessment – Differentiators HPTI designed to address a lack in available personality testing tools
that were empirically validated and tested with professional samples
Research shows that HPTI Traits are universal – positive for global scalability
All facets of HPTI research and test items have their foundation in personality models based on work
The HPTI has been validated with North American norms and North American scientific Research that statistically validates HPTI traits for leadership success and performance and to predict leadership potential (Rising Above Opinions, Thomas North American Leadership Research Study 2018)
HPTI has a built in Leadership Benchmark norm, allows you to assess your talent for potential against a Leadership Benchmark built on the HPTI traits of a senior leadership sample validated with their proven performance metrics (e.g. annual revenue growth, annual EBITDA growth, annual employee engagement scores, annual turnover)
Module 1, page 2
HPTI North America/ 34Copyright © 2018 Thomas International Ltd
The Optimality Zone
Excessive
Low
Moderate
Optimal In 2: 19%
In 1: 35%
Optimal zones are the Leadership Benchmark norm, which allows you to assess your talent for potential against a Leadership Benchmark built on the HPTI traits of a senior leadership sample validated with their proven performance metrics.
Probability of scoring in Optimal zones based on
General Population:
In 6 or 5: <1%
In 4: 2%
In 3: 6%
In 0: 38%
How the HPTI traits fit into the 3 dimensions of
potential
Career
FoundationalGrowth
AdjustmentRisk Approach
Competitiveness
Conscientiousness
Curiosity
AmbiguityAcceptance
Module 1, page 6Adapted from Silzer & Church, 2009; MacRae & Furnham, 2018
HPTI North America/ 36Copyright © 2018 Thomas International Ltd
The Six Traits Of The HPTI
Diving into the detail
HPTI North America/ 37Copyright © 2018 Thomas International Ltd
Conscientiousness Definition
Conscientiousness is a combination of self-discipline, organization, and impulse control
Why is Conscientiousness critical to Leadership?
Module 3, page 1
HPTI North America/ 38Copyright © 2018 Thomas International Ltd
Answer: Why Conscientiousness Is Critical In Leadership
Establishing and executing on strategic plans and goals
Managing others to achieve goals and priorities
Manages self and others in an organized, proactive way
Sets a good example of being steadfast and tenacious despite setbacks
Achievement oriented and holds others accountable for achieving high quality results
Copyright © 2018 Thomas International HPTI North America/ 39
Conscientiousness – Most Stable Trait
Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:
- Self-motivating and staying the course despite difficulties
- Setting and achieving short and long term goals
- Being persistent, self-disciplined and dedicated to achieving results
- Taking deadlines and commitments seriously and striving to meet them
- Leading, motivating and challenging others to achieve their goals
- Strong execution and follow-through to achieve goals and targets
HPTI North America/ 40Copyright © 2018 Thomas International Ltd
Adjustment Definition
Scores indicate how individuals react emotionally to stressors, circumstances, and relationships with other people
Why is Adjustment critical to Leadership?
Module 3, page 2
HPTI North America/ 41Copyright © 2018 Thomas International Ltd
Answer: Why Adjustment Is Critical In Leadership
Manage the stress of their leadership role and the realities, difficulties and challenges that come with it
Remains positive and confident despite a high-stake stressful environment and challenging, demanding people
Is emotionally resilient and sets a good example for others in staying calm in the face of stress and adversity
Positive and proactive in managing stressors
To allow the leader to be the ‘receptacle of stress’
HPTI North America/ 42Copyright © 2018 Thomas International Ltd
Adjustment – Second Most Stable Trait
Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:
- Showing emotional resilience
- Controlling negative thoughts and anxiety
- Projecting a confident, positive image in high-stake or stressful situations
- Stabilizing emotionally charged situations using confidence
- Capacity to handle significant work stressors like multiple competing priorities, urgency,
rapidly changing demands, complexity and people issues
HPTI North America/ 43Copyright © 2018 Thomas International Ltd
Curiosity Definition
Why is Curiosity critical to Leadership?
Curiosity describes a person’s approach to new information, methods; and approaches.
Module 3, page 3
HPTI North America/ 44Copyright © 2018 Thomas International Ltd
Answer: Why Curiosity Is Critical In Leadership
Staying current with new and innovative approaches within the industry
Learning from advancements and novel approaches
Innovation and challenging others with novel ideas
Adaptable, open and flexible to change and new ways of doing things
Creating new processes and products that help the organization to be competitive
HPTI North America/ 45Copyright © 2018 Thomas International Ltd
Curiosity – Third Most Stable Trait
Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:
- Showing an open approach to new ideas, approaches, change
- Enjoying novelty and innovation (versus stability, dependability, consistency and maintaining the tried and tested)
- Being open to new ideas, interested in new and different opportunities, adaptable- Willing to challenge the status quo- Showing a willingness to learn new things and be adaptable
HPTI North America/ 46Copyright © 2018 Thomas International Ltd
Risk Approach Definition
How a person deals with challenging, difficult or threatening situations
Why is Risk Approach critical to Leadership?
HPTI North America/ 47Copyright © 2018 Thomas International Ltd
Answer: Why Risk Approach Is Critical In Leadership
Proactively deals with problems to resolve them quickly and constructively
Courage to confront challenging people and situations before they become an issue requires interpersonal skills
Will take a stand, despite opposition, to deliver optimum results for the organization
Sees risk as a challenge to be taken on and solved
Role models accepting and managing risk and supports others on the team to cope with risk
Module 3, page 5
HPTI North America/ 48Copyright © 2018 Thomas International Ltd
Risk Approach – Fourth Most Stable Trait
Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:
- Taking a proactive approach to challenge, difficulty, risk and conflict- Willing to take significant risk and manage risk, without getting deterred/discouraged- Comfortable to confront difficult situations/ people and solve problems logically- Standing up for themselves/ their values/ the organization’s position, despite antagonistic people / situations- Demonstrating courage in leading people in difficult circumstances- Going against popular opinion to take advantage of opportunities or make improvements to the overall business
HPTI North America/ 49Copyright © 2018 Thomas International Ltd
Ambiguity Acceptance Definition
Ambiguity acceptance describes reaction to mixed information and complexity
HPTI North America/ 50Copyright © 2018 Thomas International Ltd
Ambiguity Acceptance And Curiosity
Ambiguity Acceptance
= complexity
Curiosity =
novelty
HPTI North America/ 51Copyright © 2018 Thomas International Ltd
Ambiguity Acceptance Definition
Ambiguity acceptance describes reaction to mixed information and complexity
Why is Ambiguity Acceptance critical to Leadership?
Module 3, page 6
HPTI North America/ 52Copyright © 2018 Thomas International Ltd
Answer: Why Ambiguity Acceptance Is Critical In Leadership
Managing a work environment that is fast changing and complex
Supporting the team in dealing with complexity and ambiguity
Collaborates and seeks input from others to solve complex problems and get the best output
Comfortable to make good decisions when there are multiple priorities, multiple stakeholders and competing options available
Capacity to receive conflicting information and opinions and filter a response
HPTI North America/ 53Copyright © 2018 Thomas International Ltd
Ambiguity Acceptance – Fifth Most Stable Trait
Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:
- Thriving in complex/ uncertain situations or environments
- Making decisions and activating, despite complexity
- Comfortable dealing with mixed information, conflicting opinions and different opinions
- Will collaborate and seek out information from a variety of sources to ensure the best decision, despite contradictions, uncertainty and ambiguity
HPTI North America/ 54Copyright © 2018 Thomas International Ltd
Competitiveness Definition
Competitiveness describes people’s relative desire to win, need for power and reaction to winning and losing
Why is Competitiveness critical to Leadership?
Module 3, page 6
HPTI North America/ 55Copyright © 2018 Thomas International Ltd
Answer: Why Competitiveness Is Critical In Leadership
Thrives in a competitive environment
Influencing and exciting people to achieve goals and win
Rises to challenges that require overcoming obstacles and winning
Seeking achievement and accomplishments in the working environment that are achieved through competing
Supports and encourages the team to achieve their goals
HPTI North America/ 56Copyright © 2018 Thomas International Ltd
Competitiveness – Sixth Most Stable Trait
Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:
- Capacity to drive for personal (or group) recognition, improvement or performance- Ambitious, driven and achievement orientation approach- Competitive, rising to challenges enjoying monitoring their own or their team’s success- Encouraging healthy competition and challenge others to produce or perform to higher levels- Showing a strong desire for success and a determination to achieve it
HPTI North America/ 57Copyright © 2018 Thomas International Ltd
Match the statement to the trait and record your answers in the questions box.
Showing an open approach to new ideas, approaches, change
Strong execution and follow-through to achieve goals and targets
Ambitious, driven and achievement orientation approach
Stabilizing emotionally charged situations using confidence
Making decisions and activating, despite complexity
Comfortable to confront difficult situations and/or people
Test Your Learning
HPTI North America/ 58Copyright © 2018 Thomas International Ltd
HPTI Traits
Conscientiousness
Combines self-discipline, an organized approach to work and
the ability to control impulses which others might give in to
Adjustment
Scores indicate how individuals react emotionally to stress,
external events, pressures and relationships
Curiosity
This describes how people approach novelty, innovation, change, new information and,
methods
Risk Approach
Indicates how someone deals with challenging, difficult or
threatening situations
Ambiguity Acceptance
Ambiguity acceptance describes people’s reaction to complexity and contradictory information:
situations where outcomes, decisions, argument and
evidence are not immediately obvious or clear
Competitiveness
Competitiveness describes people’s relative desire to win, need for power and reaction to
winning and losing
Module 3, pages 1 - 6
HPTI North America/ 59Copyright © 2018 Thomas International Ltd
Feedback On This Session: 2 Questions
1) What has been the most interesting learning from today?2) Is there anything from today you’d like more clarity on?
HPTI North America/ 60Copyright © 2018 Thomas International Ltd
Prework For Session Two
1. Review your report: identify a trait that’s a strength and one that’s a development opportunity
2. Review the North American High Potential Study ‘Reaching New Heights’ (Optional)
3. Review modules 4&5 in the manual (optional)