PDA Analyst Certification Seminar Welcome

PDA Analyst Certification Seminar

Welcome

Introductions:

Name

Organization and current position

Are you familiar with PDA?

Share with us some particular features of your behavioural profile. I see myself as…

PDA ManualComplete Guide of the PDA System

Analyst Kit

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Power Point of the SeminarSlides of the PDA Seminar

Analyst Kit

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Laminated Sheet–

“Juan Gonzalez”Guide to the Interpretation of the PDA Charts

Analyst Kit

Laminated Sheet–

“Analyst’s Guide”Guide to the Interpretation of the PDA Charts

Resource Kit

Start

Finish

Coffee Breaks

Lunch Time

Logistics

PDA

Theoretical Concepts Perception, Semantics, Self-concept, Self-consistency Interpretation of the Axes “independently” Self-Control axis Integration of the axes Lines of interpretation Intensity of the axes Motivation

Agenda

Interpretation of Profiles for “Combined Axes” Interpretation of 2 and 4 axesLines of InterpretationPDA Universe & 26 Reference Profiles

Indicators for a more In-Depth InterpretationPDA Behavioral Profile Charts: Natural & Role BehaviorsE – Level of EnergyEB – Energy BalanceDMS – Decision-making stylePI – Profile IntensityPM – Profile ModificationFT – Form Time (completion time of PDA form)

Agenda

Definition of the Position Profiles Process and skills required for leading workshops

Development of skills to deliver feedback

Agenda

Personal Developement Analysis

It is a powerful tool that, through a simple, accurate and scientific methodology, allows you to describe and analyze the behavioral profile of individuals. It

also allows users to evaluate the behavioral demands of a position and to generate detailed

compatibilities applicable to various HR processes.

What is the PDA System?

Know the strengths and the areas of opportunity of the person in relation to the business...

Better understand how to effectively lead the person...

Better understand how to communicate, and how to relate to the person...

Clearly identify what motivates them...

Know what their style is for making decisions

Among many other characteristics of their “behavioral profile”…

What does PDA allow us to do?

…PDA allows you to know the people, whether applicant or employee, in order to...

Place them in positions and assign them appropriate responsibilities ...

Allow them to deploy their “natural style” of behavior Train them effectively ... Lead and coach them successfully ... Integrate them positively with their “work teams”....

... Thus allowing them to reach and display their highest productive ability ...

Based on this we conclude…

Does not measure: … Pathology: This means that PDA cannot assess the

psychological health of the individuals… … Level of Intelligence: PDA does not have indicators to

determine whether or not the person is intelligent… … Performance: PDA does not describe the performance of

the individuals, but describes the Job Profile, with their strengths and possible weaknesses in order to perform in certain positions

Remember that a person’s success is not only determined by their Job Profile, but is also influenced by their experience, motivation, training, guidance and leadership among several other factors…

PDA does not…

• Identification of the key skills of the positions

• Definition of tasks and subtasks• Align the positions with the

business and marketing strategy• Analysis of successful contacts

in each position

• Correlation of the candidate’s profile vs. the position

• Information for the interview

• Identification of training needs• Analysis of strengths and

weaknesses vs. the corporate competencies

• Detection of potential• Identification of skills• Reassignments• Analysis of strengths/ Areas of

improvement

• Coaching• Communication• Leadership Style• Decision-making Style

• Strengths and weaknesses• Areas of opportunity• Career guidance

• Selection• Detection of Potential• Areas of development• Coaching

OutplacementOutplacement

Leadership &ManagementLeadership &Management

Potential &DevelopmentPotential &

Development

Defining PositionsDefining Positions

Recruitment & Selection

Recruitment & Selection

Induction &Training

Induction &Training

Young Professionals

Young Professionals

PDA: Areas of Application

What do you hope

to obtain from this seminar?

Your Expectations

Demonstrate that PDA is very useful and applicable in many processes of Human Resources

Explain the fundamentals and theories on which the PDA system is based

Share the “concepts and indicators” to properly administer and interpret PDA

Do many practical exercises...

Have fun!

Our Expectations

Theoretical Basis

(1893-1947) Psychologist and inventor, he developed the “Theory of Personality” which is described in his book “Emotions of Normal People” (1929). It describes the underlying principles of the PDA database:

“Behavior is a function of a person in response to their

perception of their environment”

William M. Marston

For the development of the “Theory of the Structure of Personality”, described and developed in his book “Emotions of Normal People”, Marston bases it on various theories and concepts:

Perception Theory of Self - Consistency Theory of Self - Concept Semantics

In other words...: each one of us will respond to a particular situation according to how we perceive, understand or interpret it

William M. Marston

Theory of DiSC Wonder Woman Polygraph (Lie Detector)

Among his inventions...

PERCEPTION

We know that “Perception” is a deep psychological process, associated and mixed with our history, our experiences, our memories, our present situation, that is… associated with our “Self”....

Definition:

...the way we receive, individualize, and interpret ...the way we receive, individualize, and interpret the world around us.the world around us.

Perception

1)1) Selective attention of stimuli…Selective attention of stimuli…

Perception is formed by…


How many “E”s do you How many “E”s do you see?see?

“.. The best structure will not

guarantee results or performance.

But the wrong structure is a

guarantee for failure”..

Peter Druker


How many “E”s do you How many “E”s do you see?see?

“.. The best structure will not

guarantee results or performance.

But the wrong structure is a

guarantee for failure”..

Peter Druker

1) Selective attention of stimuli…

2)2) The organization of our stimuli…The organization of our stimuli…


1) Selective attention of stimuli…

2) The organization of our stimuli...

3)3) Interpreting experiences in order for them Interpreting experiences in order for them to make senseto make sense


“Perceptions”

are not an objective reality, but people tend to create their own reality...

Conclusion

IDEAS ABOUT OURSELVES

Self-Concept Theory

PARENTS

CHURCH

COLLEAGUES

SCHOOL

FRIENDSI amI can

I shouldI could

etc.

Our idea of who we are

Ideas about ourselves....

It is claimed that human beings, from birth to the age of 16-18, develop, as a result of their experiences, a relatively concrete and stable perception of “self”. Paralell to this, they will also develop a certain “expectation” of what the environment requires of them.

On this basis, Marston believes that:“Individual Behavior” is determined, in part, by the

interaction between the self-concept and the permanent adjustments to the demands of their environment...

Self-Concept Theory

So, the purpose of “Human Behavior” is to...

PROTECT

MAINTAIN

PRESERVE

The self-concept itself...

Self-Concept Theory

...therefore people will tend to behave consistently with what they believe...

At PDA we are saying “...let us know who you are

and we will predict “how you will behave”

Self-Concept Theory

“People will accept and assimilate ideas

consistent with what they believe and reject

ideas inconsistent with what they believe”

Theory of Self-Consistency

“The mind works as an unit, an organized system of ideas”

All ideas belonging to the system must be consistent with each other

Theory of Self-Consistency

SEMANTICS

Study of:

The language

The use of words

Semantics

Key words:

Marston studied the properties of approximately 3000 words and proposed an extensive list of words that refer to different “styles and trends of behavior”, called key words

Semantic Concepts

Through his studies Marston concludes that the interpretation that each person gives to each of the words is associated with how they perceive them… and as we have already seen: every person perceives according to their “self concept”

This means that according to their “self concept”, each person would have positive or negative connotations, different in each case to every perceived word...

Semantic Concepts

So Marston developed the instrument to understand and analyze the “SELF CONCEPT”, and predict the behavioral profile, the “natural behavior profile”

Self-consistency

Perceptions

“Self” conceptSemantics

The birth of the tool…

Two identical lists of 86 “key” words, for the person to complete the form independently and spontaneously, selecting or discarding each word according to their own perception of each..

According to the words selected by the assessed individual, the amount of words selected and the hundreds of millions of possible combinations, the “Behavioral Profile Chart” is obtained which can identify, describe and predict the Natural Behavior of the person


• Descriptive Words• Behavioral Review• Management Style

- Leadership- Decision-Making- Communication

• Sales Style- Opening- Communication- Closing

• Strengths that can become limitations

• How to lead effectively• Current status of motivation• Action Plan


PDA Behavioral Profile Chart

VALIDITY & RELIABILITY

E.E.O (Equal Employment Opportunities)

Must be developed in accordance with the rules of the American Psychological Association (No distinction as to race, color, national origin, sex, religion, age or disability traits)

Technical Manual

Job related – (PDA JOB)

"Valid Certificate" in relation to its structure and criteria – (AIOBP)

Proven Reliability

84%

Proven reliability

The tool measures what it says it measures

Validity of Structure

High

Low HighCorrelation with the position

Perf

orm

an

ce

Validity according to the “Correlation Criteria”

Proactivity

Reactivity

Tasks

Peop

le

Axis ofRisk

Axis ofExtroversion

Axis of Norms

Axis ofPatience

Self-ControlEmotional Rational

Energy

Marston’s Quadrant

RISK.......................Proactiveness towards tasks

EXTROVERSION...Proactiveness towards people

PATIENCE.............Receptiveness towards people

NORMS..................Receptiveness towards tasks

SELF-CONTROL...Axis of Emotional - Rational

5 Axes of PDA…

While we will now describe and explain, one by one and in detail, the "axes" of PDA, it is important to clarify that the “axes" do not exist “pure and independently", but are always combined and are an integral part of a "BEHAVIORAL PROFILE"

Important

Interpretation of the “axes” as “independent tendencies”

High Tendency

0 10 20 33 34 50 66 67 80 90 100

Low Tendency Situational Tendency

•The values for each axis range from 0 to 100

“Key” aspects of the axes

Those who have a high Risk Axis, take risks, are oriented towards power and authority and it motivates them to have control of situations

People who have a low Risk Axis are oriented towards deep and complete understanding, prefer to avoid risks and they are motivated by having someone to guide and direct them explicitly

Risk Axis

• Careful

• Moderate

• Modest

• Reserved

• Risk averse

• Friendly

• Passive

• Cautious

Low Tendency High Tendency

• Direct

• Competitive

• Confrontational

• Risk Taker

• Results-oriented

• Decisive

• Challenge-oriented

Risk Axis: Words…

For example, a person who is naturally “High Risk” (Risky)...

Is motivated by tasks that require him to be constantly challenged and to compete. These tasks do not require him effort.

Tasks that will require effort and will demotivate him are the ones, that require to give up authority and control, and tasks that are not challenging and do not allow to display authority.

Risk Axis: Motivators…

Those who have a high Extroversion Axis prefer to work with people, are focused on interpersonal relationships and are motivated by pleasing and being accepted by others

Those who have a low Extroversion Axis are focused on analysis of information, prefer to work alone, and are motivated by having objective information and evidence

Extroversion Axis

• Analytic

• Serious

• Introspective

• Distant

• Reserved


• Sociable

• Persuasive

• Extroverted

• Friendly

• Empathetic

• Optimistic

Extroversion Axis: Words…

For example, a person who is naturally “High Extroversion” (Extroverted)...

Is motivated by tasks that require him to be exposed to people and to meet new people. These tasks do not require his effort.

Tasks that require effort and that will demotivate him are data-intensive jobs that require him to work alone and that will take him away from popularity.

Extroversion Axis: Motivators

Those who have a high Patience Axis prefer to take time to do things, are focused on consistency and quality, prefer the “known”, avoid unexpected change, and are motivated by predicting and understanding everything.

Those who have low Patience Axis are focused on diversity and constant change, prefer to work quickly and are motivated by variety

Patience Axis

• Diversity

• Changing

• Dynamic

• Shifting

• Spontaneous

• Creative


• Routine

• Quality

• Patient

• Calm

• Quiet

•Family-oriented

Patience Axis: Words…

For example, a person who is naturally “High Patience” (Patient)...

Will be motivated by tasks that require time and analysis. These tasks do not require him effort.

Tasks that require effort and that will demotivate him are the ones that require urgent and constant changes and that will not allow time for analysis.

Patience Axis: Motivators…

Those who have a high Norms Axis prefer to adhere to rules, regulations and procedures in order to avoid unfavorable situations and are motivated by perfection and security.

Those who have a low Norms Axis prefer autonomy, freedom to act and are motivated by independence.

Norms Axis

• Independent

• Autonomous

• Safe

• Focused on the ‘big picture’

• Goal-oriented


• Disciplined

• Cautious

• Detail-oriented

• Meticulous

• Perfectionist

• Professional recognition

Norms Axis: Words…

For example, a person who is naturally “High conformity to norms” (Conforms to norms)...

Is motivated by structured tasks with clear rules and procedures to follow. These tasks do not require him effort.

Tasks that will require effort and that will demotivate him are the ones with no clear procedures, those that require creativity, independence and too much freedom to act.

Norms Axis: Motivators…

For more information on “Motivators" please refer to Chapter 4 of the PDA

Analyst's Manual

Eje de las Normas: Motivadores…

The “axes” are the 5 behavior categories that PDA assesses

The sum of the first 4 axes should be 200 (Risk-Extroversion-Patience-Norms)

There must be a 0 and/or 100, to mark the trend

“Key” aspects of the PDA profiles

Everyone displays, to a greater or lesser extent, these 5 axes…

We understand that the “BEHAVIORAL PROFILE” of a person is the combined and

integrated display of these 5 Axes.

5 Axes Combined: Behavioral Profile

IMPORTANT:

There are no people with good Behavioral Profiles or people with bad Behavioral Profiles, there are only people who, according to their Behavioral Profile, require more or less effort to complete certain tasks, functions or to respond to certain responsibilities…

Behavioral Profile

R E P N

R E P N

R E P N

R E P N

PROFILE Exercises

R E P N

R E P N

R E P N

R E P N

PROFILE Exercises

R E P N

R E P N

R E P N

PROFILE Exercises (group)

R E P N

Instructions:Name each of the axes Identify the range of each of the axes Identify, according to the PDA model, the descriptive words and motivators

PROFILE Exercise

PDA Manual

Chapter 6

Self-Control Axis

Self-control Axis

Measures the strength of the person to think over before acting

The process of reasoning and judgement

IMPORTANT:

The Self-Control Axis is independent and not “physically” integrated into the “Marston Matrix”, but it impacts and affects the other 4 axes, ie. acting on Behavioral Profile of the person.

Self-Control Axis

Those who have a high Self-Control Axis tend to be more rational, more controlled. They base their behavior and responses on logic and facts.

Those who have a low Self-Control Axis tend to be more emotional, sensitive and spontaneous. They base their behavior and responses on feelings and emotions.

FeelingsEmotions

LogicFacts

Low

High

Self-Control Axis

Maturity: thinking over and considering before acting. Process of reasoning and judgement The ideal point is the midpoint, what means a balance Reflects values, self-esteem and reliability of the

person

Feelings / Emotion Logic/ Facts

Low High

Self-Control Axis

Integration of the Axes

PDA Manual

Chapter 5

There are two “key questions” to understand the interpretations of the PDA based on the integration of two axes:

1. Which is the most extended line of the graph?

2. What are the predominant axes (Extremes) on the graph?

Lines of Interpretation(Most extensive lines)

Kin

dness

Influ

ence T

ensi

on

Pro

ble

m-so

lver

Conce

ntr

ati

on

Persiste

nce

Predominant Axes(Extremes)

High R / Low E = Introspective, Problem-solver, creative.High R / Low P = Initiator, ambitious, expeditiveHigh R / Low N = Straightforward, sincere, decisive.

High E / Low R = Kindness, service-oriented, pleasant.High E / Low P = Sociable, Extroverted, effervescentHigh E / Low N = Persuasive, credible, convincing

High P / Low R = Tolerant, patient, complaisant, service-oriented.High P / Low E = Concentrated, introverted, consistent, focusedHigh P / Low N = Persistent, calm, unalterable, serene.

High N / Low R = Trusts in authority, prevents discord.High N / Low E = Analytical, self-critical, skeptical, evaluatorHigh N / Low P = Tense, perfectionist, controller, impatient.

Predominant Axes

PDA Manual

Chapter 12

Axis Intensity (AI)

3rdDeviation

VeryIntense

Low

First Deviation

Low Tendency

3rdDeviation

VeryIntense

High

First Deviation

High Tendency

2nd Deviation

IntenseLow

2nd Deviation

IntenseHigh

Tendency“within the

normal range”

Gaussian Function

3rd Deviation

VeryIntense

First Deviation

3rdDeviation

Intense

First Deviation

2nd Deviation

Intense

2nd Deviation

VeryIntense

20 %

0 %100 %

10 % 90 %80 %50 %

Gaussian Function

Axis Intensity (AI)

Describes:The pronounciation of each behavioral tendence (axis) within the profile

Intense Axes: we see them reflected as red dots in the grey zone of the chart

Axis Intensity (AI)

Measured Values:

Over 90% Very Intense. Extremely pronounced axis. (High)

Between 81% and 90% Intense. Pronounced Axis (High)

Between 20% and 80% Normal Range. Within the “norm.” (High or Low)

Between 10% and 20% Intense. Pronounced Axis. (Low)

Below 10% Very Intense. Extremely pronounced axis. (Low)

Axis Intensity (AI)

This indicator measures the pronunciation or intensity of each tendence and allows us to differentiate whether an axis is “High” or “Low”, or if it is “Extremely High” or “Extremely Low”…

INTENSELYHIGH

INTENSELY LOW

MODERATELYLOW

MODERATELYHIGH

Axis Intensity (AI)

For example...,

...it’s not the same to describe a person with a “High Risk Axis” as:

“Direct and Competitive”

as describing a person with an “High Intense Risk Axis” as:

“Confrontational and Authoritative”

In both cases we are describing the “High Risk Axis” tendency... but the difference lies in the intensity and pronunciation of the Risk Axis...

Axis Intensity (AI)

Two similar tendencies but with different “intensities”…

Axis Intensity (AI)

DirectCompetitive

AssertiveRisk-taker

Confrontational

AuthoritativeArrogant

Proud

This box provides a clear and objective “description”, which allows us to understand in detail the behavioral style of the person in relation to

the intensity of each of the axes

Intense Intense

Indifferent Careful Straightforward Fighter

Mild Moderate Competitive Proud

Feeling of failure Modest Assertive Confrontational

Relaxed Reserved Dominant Authoritative

Isolated Risk averse Risk-taker Autocratic

Low High

Normal Normal

Risk: “Normal or Intense”

Intense Intense

Restrained Formal Empathetic Inconsistent

Closed Serious Persuasive Frivolous

Timid Introverted Sociable Manipulative

Isolated Distant Extroverted Superficial

Apprehensive Reserved Friendly Condescending

Low High

Normal NormalNormal Normal

Extroversion: “Normal or Intense”

Intense Intense

Nervous Dynamic Patient Imperturbable

Anxious Shifting Calm Indifferent

Scattered Changing Understanding Emotionless

Irritable Spontaneous Relaxed Cold

Rushed Restless Stable Mild

Tense Inconsistent Consistent Apathetic

Low High

Normal Normal

Patience: “Normal or Intense”

Intense Intense

Opinionated Discerning Neat Subordinate

Stubborn Independent Disciplined Servile

Rebellious Arbitrary Meticulous Accommodating

Relentless Sure Cautious Resigned

Unfair Positive Careful Submissive

Low High

Normal Normal

Norms: “Normal or Intense”

Age < 25 years old: lower self-control Geographical Restrictions: Born and raised in one

area, limited life experiences, narrow-minded in their way of thinking

Emotion over reason• Impulsive• Self-gratifying• Low self-esteem

Reason over emotion• Ethically rigid• Prejudicial behavior• Unrealistic demands

Low High<20% 80%>

Self-Control Axis: Intense

When the self-control axis is within the range (>20% - 80%<), the person will demonstrate normal reflection and consideration

When it lies outside of that range (<20% - 80%>) this axis will influence the other axes.

Considerations of the Self-Control Axis

R-E-P-NR-E-PN

R-E-P-N

R-E-PN

R-E-P-N

R-E-P-N

Universo PDA

Receptive

Precise

Friendly

Collaborator

Captivator

Kind

People-oriented

Rules-oriented

Calm

Promoter

Skeptical

Logical

Demanding

Political

Influential

Negotiator

Analytical

Change-oriented

Intuitive

Task-oriented

Goal-oriented

Investigative

Dominant

Dynamic

Concrete

Proactive

26 Reference Profiles

Descriptive Words:

Versatile Persuasive Independent Friendly Confident Dynamic

Influential Decisive Enterprising Agile Obstinate Dogmatic Persistent

R E P N

Proactive

Is an inclusive leader who has an extroverted interest in people. Has the ability to earn the respect and confidence of various types of

people Enjoys responsibility, authority and social initiative required of a

management position. Pushes in a charismatic way to reach a goal and for you to accept their

point of view Applies interpersonal skills, confidence and charisma to influence and

persuade. Is a good coordinator who is willing to delegate. May tend to act impulsively at times and to be too enthusiastic, "on sale". Is a great motivator of people, knows how to communicate and can

persuade. Is very independent and wants considerable freedom to set and achieve

goals. It does not cost them to to take risks and they have a high sense of

urgency

Summary of Behavior

Descriptive Words:

Stubborn Sincere Tenacious Fair Reliable

Dogmatic Dominant Independent Authentic Straightforward

R E P N

Concrete

Tends to be direct, vigorous, determined, and independent. Makes decisions without hesitation, based on the information or data that

are regularly available. Can be determined and inflexible in their interpersonal approach. Is a clear individual who uses their assertiveness and confidence to

influence or persuade others to their point of view. Does not want a lot of guidance, control or influence from others. Is tenacious with a tendency towards foolishness. Focuses mainly on the "big picture" and the comprehensive plans rather

than the details. Having the authority to discipline and to make decisions are some of their

major strengths. Knows how to set limits beyond what the rules say. Actively seeks to have control and power in all situations

Summary of Behavior

Descriptive Words:

Articulate Systematic Versatile Critical Demanding Precise Logical

Dynamic Dogmatic Competitive Active Creative Straightforward Agile

R E P N

Dynamic

Is expedient with an urgent and impatient desire to produce quick results. Enjoys variety in their work. Quickly becomes bored with routine and repetitive work. Is motivated by making changes to processes, methods, environments,

acting as a "change agent" within the organization. Reacts quickly to new and competitive challenges and situations. Is imaginative and creative in their efforts to propose changes. Can be persuasive, although they are generally direct and firm in

communication. Dominant and competitive, will actively seek to have control and power. Often pushes others to work faster Can work well independently in tasks of planning, thinking and problem

solving. Willing to take risks and take the initiative.

Summary of Behavior

Descriptive Words

Competitive Inquisitive Reserved Desirous Perseverant Bold Decisive Measured

Dynamic Authoritative Enterprising Suspicious Impatient Inflexible Energetic Firm R E P

N

Dominant

Looks ahead and competes to achieve their goals. Goes in search of things rather than waiting for them to happen. Takes risks to achieve their goals. Is competitive and is strong to overcome obstacles. Does not back down when facing difficult situations, but gladly faces them. Motivated by authority, challenges, power and freedom to act .. Is primarily a “big picture" individual and does not typically focus on small

details. Will be assertive and direct in dealing with conflict or confrontation. Is a reflective thinker who likes to think problems through thoroughly. Is straightforward and demanding when interacting with people. Strives to have power and authority over everything they undertake.

Summary of Behavior

Descriptive Words

Deliberate Defiant Introverted Straightforward Logical Kind Irritable

Enterprising Inquisitive Perseverant Stubborn Investigative Dogmatic Decided Realistic R E P

N

Investigator

Solves problems through intensive and total analysis. Is objective, analytical, stable and persistent in their approach to tasks. Their high degree of empathy leads them to understand the needs and

emotions of people. Works well in one-on-one relationships, groups and small teams. Guides others based on their knowledge and experience rather than

natural charisma. Probably feels uncomfortable in a large group situation, especially if the

group is made up of strangers. Fights tirelessly and tenaciously to achieve their goals. Introverted in their approach to people in general. Can work well independently in tasks of planning, thinking and problem

solving. Is oriented to quality and is meticulous in their approach to tasks. Is independent and inquisitive in their approach. Is an open-minded individual who is willing to act on their own, with little or

no direction and guidance from others. Motivated by difficult and challenging tasks that require thorough analysis

Summary of Behavior

Descriptive Words

Persistent Systematic Loyal Dynamic Restrained Precise Logical

Demanding Inquisitive Measured Careful Perfectionist Straightforwar

d Suspicious Sincere

R E P N

Goal-Oriented

Is a thoughtful and introspective person who will think issues and problems through thoroughly.

Enjoys confronting and resolving complex problems. Is skilled in logical and analytical thinking and problem solving. Is a good abstract and conceptual thinker. Is adept at finding out the "root cause" of problems or failures in

performance. Individual is a skeptic who is not easily fooled. Rather, they want to see the

relevant data and / or understand the logic of a plan or proposal. May be too negative and introverted, especially in areas outside their

expertise. May not have a special ability to generate enthusiasm in others and may

tend not to be communicative. Prefers to do things instead of delegating to others. Is willing to act independently without direction and guidance from others. Will be careful to set standards so as to maintain and enjoy engaging in

difficult and detailed tasks. Actively seeks to have control and power in all situations

Summary of Behavior

Descriptive Words:

Creative Dynamic Logical Reliable Restless Serious

Precise Active Systematic Perfectionist Correct Skeptical

R E P N

Task-Oriented

Is meticulous and precise with an innate dynamism to solve problems. Can have a wide range of interests. Cares for perfection and does not like making mistakes or errors. Likes challenging tasks and emphasizes use of facts and logic to deal with

complex challenges, in response to difficult times. Has the ability to perform a variety of tasks, especially those that require

accuracy. Is more oriented to the management of physical resources than dealing with

people. Prefers novelty, inventive ideas and work that involves change, variety and

excitement. Is not social by nature and can sometimes appear introverted. Is very critical of themself and others, tends to refuse to delegate tasks

because they do not trust others to work properly. Has an innate tendency toward creativity and always seeks to achieve

accuracy and perfection.

Summary of Behavior

Descriptive Words:

Calm Compassionate Friendly Persistent Stubborn Grateful

Influential Accommodatin

g Dogmatic Independent Communicativ

e Stable R E P

N

Intuitive

Is self-assured, confident and independent. Prefers to develop their own thoughts and opinions and hopefully make things

"their way". Can become stubborn, inflexible in order to get their way, although they may yield

to more aggressive individuals or to those who have more authority. Prefers to act on their own with little or no direction or guidance from others. Sometimes can lack some "sense of urgency.“ Is an entrepreneur, but will not necessarily starts things immediately Will be influential in a compelling, gracious and friendly way Has well-developed communication skills to relate to people, influence and

persuade others. Enjoys authority and knows how to motivate others. Their style is easygoing, helpful and understanding and they are often diplomatic

in dealing with people. May be sensitive to the feelings and needs of others. Is participatory, compassionate, always willing to help others. Is generally well organized and usually well planned in the future by initiating

plans and projects to improve current performance. Is very competitive, very independent and enjoys the challenges of hard work ..

Summary of Behavior

Descriptive Words:

Communicative Precise Cordial Hesitant Versatile Careful

Dynamic Anxious Tense Investigative Agile Realistic Friendly

R E P N

Change-Oriented

Is warm, intense and impatient. Is eager to please. Strives to start things, get ahead and get results as quickly as possible. Tries to frame many activities and tasks in the time they have available. Attempts to "manage" many projects and activities at any given time. Is seldom satisfied with the current state of things and is always looking for

ways to change and improve current methods and results systems. Dislikes routine and prefers to have much variety in their work. Can get bored in a job that lacks variety or where there is too much routine

work to handle. Adapts quickly to changing tasks and situations. Can adapt to the needs of

others, if they are clear. Is a logical thinker. In general wants to review the facts and recheck decisions. Has a strong interest in people and may be effective in interpersonal situations. Has an energetic, outgoing, enthusiastic and spontaneous style Is competitive and wants to "win" in any situation involving competing.

Summary of Behavior

Descriptive Words:

Disciplined Sincere Dogmatic Careful Tenacious Suspicious Kind

Relaxed Accurate Inquisitive Uncommunicative Systematic Consistent Logical Precise

R E P N

Analytical

Has a strong tendency towards management and towards specialization. Is highly reliable, very disciplined and precise, and also has the ability to

evaluate the facts in a logical and systematic way. Likes to think of the problems, issues and assignments thoroughly, with a good

deal of depth and attention to detail. Prefers to operate on the basis of facts and data, but can go further. Is logical and analytical in their approach to problems. Usually is curious and likes to understand the real causes of problems. Is skeptical in their approach, is not easily distracted with questions that make

them lose focus Is skeptical, which leads to them not accepting new ideas very quickly. Is not particularly enthusiastic which is why people may think that they lack

motivation or a positive attitude. May tend to resist change and hold grudges. Is somewhat reserved and restrained, thinks things over carefully and probably

seems to be very serious. May not be very good communicator, and may possibly tend to be closed with

information. Bases their relationships on trust and can take time to trust others Is a serious and introverted individual.

Summary of Behavior

Descriptive Words:

Persistent Organized Stubborn Friendly Persuasive Defiant

Extroverted Convincing Non-aggressive Kind Independent Warm

R E P N

Negotiator

Sociable and makes a good impression on most people because of their warmth, understanding and compassion.

Works with and through people to get the job done. Is friendly and casual. Can also show tenacity and independence, at times, to

the point of being stubborn. Puts emphasis on using their social and extroverted nature to persuade and

influence others. Without appearing authoritarian, their tenacious and non-aggressive approach

can overcome the opposition. Is outgoing and charismatic, can connect with people one-on-one and in

groups. Will be relatively easy to make speeches and presentations. Is diplomatic and accessible in their interpersonal style. Will use their verbal facility, confidence in themself and their persuasive skills to

mediate between people or parties. Is independent in thought and action. Is naturally patient and a good listener. Has the ability to communicate on

almost all levels. Can act and make decisions for themself with little or no guidance or direction

from others. Independence leads to wanting to have their own thoughts and develop their

own opinions.

Summary of Behavior

Descriptive Words:

Persuasive Active Precise Anxious Hesitant Versatile

Friendly Enthusiastic Demonstrative Non-aggressive Energetic Extroverted Perfectionist

R E P N

Influential

Is very friendly and kind, enjoys talking to people, influencing and persuading them to their point of view.

Is concerned with helping and pleasing others. Has good skills to influence others, but rarely is consciously antagonistic. Is a good communicator who has the ability to support their graphic descriptions

in deeds. Could yield if challenged or confronted directly, even when they think they’re

right. Makes a positive first impression with people. Enjoys being liked and approved by others, wants to be popular and enjoys

being the center of attention. May be attractive in their approach and try to dominate social situations for

attention and approval. Shows a warm interest in others and will be effective in communicating

information to people. Can be very sensitive to their environment in terms of positive or negative

feedback from others.

Summary of Behavior

Descriptive Words:

Stubborn Non-aggressive Kind Loyal Friendly Relaxed

Meticulous Independent Stable Deliberate Obstinate Sincere Reliable

R E P N

Political

Will be persistent and quality oriented in their approach to work. Works in a consistent and reliable way and will remain balanced and

stable in a wide range of situations, including situations “under pressure.“

Is people-oriented, a good listener and shows a lot of empathy, tolerance and understanding when relating to people.

Has a natural respect towards people and can develop a strong loyalty to others after coming to know them.

Has respect for authority and does what is proposed through their perseverance.

Can be determined and stubborn at times. When interacting with people will be attentive, genuine and sincere and

difficult to confront. Is effective working in teams and small groups. Can deal effectively with problems and complaints, responding

constructively. Maintains composure in stressful circumstances and is patient. Has good concentration skills and can stay focused on tasks for long

periods of time. Has much ability to "sit" can sit in one place and work effectively for long

periods of time. Will be effective in tasks that require patience, persistence, logical

thinking and systematic approaches.

Summary of Behavior

Descriptive Words:

Articulate Friendly Kind Detail-oriented Agile Demanding Cautious

Precise Active Tense Perfectionist Anxious Conservative Non-aggressive Accurate R E P

N

Demanding

Can pursue a wide variety of tasks that require attention to data and application expertise.

Is open to diversity, change and variety, but simultaneously strives for perfection.

May take a position of authority in a project in which they feel safe and have the explicit backing of both the organization and of the rules.

Can be very demanding in terms of adherence to standards and quality. Is diplomatic by nature and will try to avoid conflicting situations and

interpersonal conflict. Strives to develop cooperative working relations with people. Operates in a polite way to avoid criticism and confrontation. Their "tense" style can be taken to be impatient and demanding in their

relationships. Can show some impatience and can be angry with those who are not achieving. It costs them to be tolerant of errors and other problems. Can absorb a lot of technical information and transmit it in a persuasive and

positive way. Because of their strong sense of urgency, they might stress about delays of

work and having many long-term projects with which to deal.

Summary of Behavior

Descriptive Words:

Calm Precise Sincere Receptive Meticulous Adaptable Realistic Loyal

Moderate Serene Accurate Focused Systematic Selective Stable Logical R E P

N

Logical

Can work well independently in thinking and planning tasks. Needs to understand why and how things are done. Works effectively in one-on-one relationships and in small groups. Has good listening skills and a lot of empathy. Their empathetic style leads them to be tolerant of people, to be

willing to respect the views and opinions of others. Is made uncomfortable by antagonistic situations and face to face

confrontations. Is effective thanks to their systematic approach, their ability to

identify and analyze facts and data. Is ideal on assignments that require persistence, patience and

thoroughness. Can effectively deal with routine assignments and repetitive tasks. Is comfortable in supervising tasks, but may not be as easy to start

new projects. Needs to consult either their customers or their superiors, with some

regularity. Responds defensively when challenged and may become withdrawn

and take a hostile stance. Approaches problems and decisions in a thoughtful and focused way. Operates methodically and logically to solve problems.

Summary of Behavior

Descriptive Words:

Precise Prudent Detail-oriented Inquisitive Systematic Logical Reflective Reliable

Persistent Deliberate Skeptical Disciplined Meticulous Non-aggressive Loyal Kind R E P

N

Skeptic

Is a precise thinker and regular worker who prefers to follow procedures in both working life and private life.

Is a perfectionist and will not make any mistakes at work, is therefore analytical, precise and orderly.

Strives to be prudent and cautious to minimize risk and uncertainties that could cause errors.

Works in an orderly fashion, is true, accurate and pays attention to detail. Dislikes antagonistic situations, and usually acts in a prudent manner. Prefers to work on the basis of policies and precedents and often seeks

guidance and advice from others. Develops long relationships based on trust so often distinguishes their friends

from their acquaintances Often collects a lot of detailed data and information. Carries out careful quality control and often feels unsure of their skills and

expertise. Has good skills to identify and diagnose problems and variations in

performance. Their analytical approach leads them to be a skeptical person who wants to see

supporting data or a logical plan before committing to a plan or proposal.

Summary of Behavior

Descriptive Words:

Non-aggressive Gregarious Optimistic

Enthusiastic Extroverted Versatile Independent Friendly Persuasive

R E P N

Promoter

Is by nature very sociable and friendly in their approach towards others. Prefers to work with and through people to complete tasks and assignments. Is optimistic and expresses themselves in an obvious way, but they will give in and

become silent around more aggressive individuals. Makes friends easily, meets many people and is easily adapted to new groups. Interested to know and interact with a wide variety of people but may pull a little

away from situations that they perceive as threatening. Is spontaneous and very sensitive about their needs and those of others. Is positive, typically optimistic when dealing with people and usually sees the

positive side of most situations and circumstances. Needs the approval others. Cares about making a good impression and puts popularity and people before the

completion of tasks. Does not like dealing with situations with confrontation or which are conflict-laden. Is independent and expresses their opinions without problems in threatening

situations. Is an active, enthusiastic and fun speaker, who has the ability to charm both

individuals and groups.

Summary of Behavior

Descriptive Words:

Patient Careful Systematic Dilligent Empathetic Quiet Serious

Calm Detail-oriented Non-aggressive Inquisitive Apprehensive Service-oriented Predictable

R E P N

Calm

Tends to be patient, calm and balanced in nearly every situation, even when “under pressure.“

May be somewhat reluctant to show their concerns and frustrations. Not aggressive in their approach and seeks to avoid personal confrontation and

antagonistic situations. Is unlikely to challenge the other person unless they feel that an injustice has

been committed. Is an individual who knows how to listen and empathize with the concerns and

emotions of people. The ability to listen, patience and natural respect for people allow them to be

effective operating in teams and small groups. Expresses ideas effectively in group situations. Is effective when working in one-on-one relationships. Is slow to anger but can get mad when you push them too much. Has a strong need for harmony in their relationships. Will strive to maintain a non-confrontational work environment and will

continually seek acceptance from others. Will feel confident in tasks and assignments that require a systematic and

methodical approach.

Summary of Behavior

Descriptive Words:

Detail-oriented Non-aggressive Inquisitive Dilligent Active Logical Serious

Accurate Energetic Devoted to rules Uncommunicative Apprehensive Precise Realistic

R E P N

Rules-oriented

Hates making mistakes or errors in their work. Is interested in the details of their job or assignment. Will endeavour to do their job perfectly. Will work smoothly once they have been explained in detail what to do. Is careful and has an inclination to detail, they also need to perform tasks varied

in character, to avoid boredom. Likes to think things through and uses their logic and analytical skills to address

complex and difficult problems. Tends to follow policies, guidelines and rules closely. Tends to follow protocol. Works more effectively and comfortably in structured, clear and unambiguous

situations. Because of their innate need to achieve perfection can be seen by others as

fussy, can frustrate and irritate but it is not their intention. Does not easily trust others and it is likely that initial encounters are somewhat

distant and withdrawn. Communication is not one of their major strengths, and they are not noted for

their skills as a motivator. Is authoritarian in nature, yet, if they have the authority and support of the

organization may require seamless adherence to rules and regulations.

Summary of Behavior

Descriptive Words:

Non-aggressive Charming Courteous Meticulous Indirect Amicable

Friendly Carefree Persistent Warm Accommodating Stable

R E P N

People-oriented

Is a good communicator who accepts the views of others and is willing to listen. Adopts a friendly, persuasive and polite style, and develops in a friendly and

accommodating way. Is oriented towards people and enjoys working with and through others to get

the job done. Is an individual who listens carefully and feels much empathy for people. Performs well in a team; appears compassionate, friendly and eager to help. Is usually influential and diplomatic. Emphasis is on dealing with people in a non-confrontational and diplomatic

way. Establishes relationships based on trust. Prefers to keep a friendly and harmonious environment, enjoys group activities

and others usually appreciate them. Cannot always be objective and tends to get too involved with people and their

problems. Enjoys serving and helping others, pays close attention to individuals’ needs,

and is patient and persistent in the service process. Prefers to devote themselves to one task at a time and to deal with situations in

a consistent manner.

Summary of Behavior

Descriptive Words:

Persuasive Diplomatic Extroverted Calm Enthusiastic Disciplined Patient Friendly

Empathetic Charismatic Entertaining Compassionate Non-aggressive Organized Meticulous Precise R E P

N

Kind

Enjoys being with people. Will be interactive and outgoing when they are in comfortable and familiar

environments. Will be polite and diplomatic in their approach. Can be charming and can even be fun when they feel comfortable in a situation. Endeavour to be liked and accepted by people. Generally makes a good impression in first encounters and it is easy for them to relate

to people. Is cautious and conservative when making decisions and will seek to reduce risk. Can take care of the details if this it is necessary. Has an ability to assimilate and impart information and strives to reduce tension in

others. Tends to speak positively, but does not like antagonism and face to face confrontation. They generally dislike having to discipline others. Will gain authority due to their experience rather than their natural dogmatism. Achieves important goals mainly through the use of persuasion. Strives to be cheerful, friendly and ingratiates themselves with others.

Summary of Behavior

Descriptive Words:

Non- confrontational

Pleasant Versatile Positive Active Empathetic Sensitive

Friendly Diplomatic Cautious Understanding Anxious Extroverted Non-aggressive

R E P N

Captivator

Strives to please and gain approval of others. Is by nature very sensitive to both their own needs as well as those of others. Can be convincing due to their charm, their friendly approach, and ease of

speech. Uses good humor and smiles to avoid conflicting situations or interpersonal

conflicts. Tends to put emphasis on harmony and the similar interests of people when in

a situation of persuasion. Will feel very comfortable convincing others to adapt to a course of action

selected by the group. Has the ability to speak well and usually can speak eloquently on topics that

may seem tedious or too specific. Their extroverted manner, non-threatening style and interpersonal skills will

make them attractive to many people. It is important not to have to work in environments with routine or repetitive

tasks as they tend to get bored easily. Can generate enthusiasm among people in regards to new projects. The need for discipline should be minimal or absent, but they can motivate

others in a non-confrontational environment.

Summary of Behavior

Descriptive Words:

Non-aggressive Service-oriented Meticulous Precise Detail-oriented Apprehensive

Careful Friendly Kind Perseverant Loyal Diplomatic Reliable

R E P N

Collaborator

Has great abilities to perform specialized administrative positions. Is diplomatic in their approach and uses tact in their approach to others. Is generally tolerant and willing to recognize, respect and generally accept the

ideas, opinions and behaviors of others. Shows a genuine concern for the information others have to offer. Has the ability to work in harmony with the rules, follows procedures, calculates

risks and considers all the angles of a problem. Is open-minded and receptive to new ideas, rarely rejects ideas only for being

new. Is willing to help others and works with others towards a common goal. Prefers harmony in a group or team and works to meet the needs of each

individual in a favorable way. Is an individual who may become more friendly, outgoing and sociable when in

pleasant or familiar surroundings Is a hard worker, knows how to evaluate sincerity and is a loyal member of the

team. Prefers to minimize risk and carefully studies the situation, makes decisions only

after careful analysis. Their cautious approach will be especially evident when working in a new or

unfamiliar area. Does not like to be pressured, and may not always manifest themself in a positive

way.

Summary of Behavior

Descriptive Words:

Meticulous Sincere Conservative Perseverant Service-oriented Loyal Compliant

Reliable Patient Understanding Gracious Non-antagonistic Kind Sensitive Precise R E P

N

Friendly

Spends time with others, is a good listener and has a high degree of empathy with people.

Is patient, considerate and kind. Is a generous, pleasant and compassionate individual.

Being gentle by nature has an inherent aversion to conflicts, especially face to face confrontation.

Prefers working with people to achieve a common goal. Gives special importance to the harmony within the working group. Is a cooperative and helpful individual. Likes to please and works hard to keep

things going in a stable, harmonious and friendly way. Is a good team member and usually adapts easily. Is sensible and diplomatic in their interpersonal relationships. Is a tolerant individual who is willing to recognize and respect the ideas, opinions

and behaviors of others. Usually not very expressive and can be sensitive to criticism. Can work with routine or details that require accuracy and precision. Will work comfortably within a team, providing support and service to others. Dealing with people should be in team or service based.

Summary of Behavior

Descriptive Words:

Friendly Patient Precise Accurate Cautious

Non-aggressive Communicative Perseverant Detail-oriented Careful Kind

R E P N

Precise

Prefers to avoid antagonistic situations through attention to detail and the elimination of risks and errors.

Strives to be objective and rational in their work. Performs well in a job that requires making accurate calculations based on

knowledge and detailed information. Prefers to work with enough time and information to organize. Tends to be a perfectionist and detail-oriented and will feel stressed if they do

not have enough time or information to proceed with clarity. May worry too much and require explicit rules and instructions. Is a perfectionist and acts with caution when making decisions. Is efficient in dealing with details. Prefers to work being objective and based on data and facts. Looks for harmony and cooperation in the group. Strives to meet the needs of others. Can be very demanding in regard to adherence to rules, policies and

procedures. Is a good communicator and has the ability both to listen and express

themselves. Takes a defensive attitude if their work is criticized. Is stressed by confrontational situations and discussions.

Summary of Behavior

Descriptive Words:

Predictable Measured Meticulous Stable Expressionless Precise Patient Passive Deliberate

Careful Logical Distrustful Calm Non-aggressive Diplomatic Systematic Reserved Modest

R E P N

Receptive

Works more comfortably and effectively in structured environments and well-defined situations.

Is cautious in their approach to problems and decisions. Difficult to confront. Is patient and listens carefully to others, genuinely interested in their ideas,

opinions and information. Expresses thoughts and ideas better in a small group and one-on-one

situations. Feels comfortable working in small teams. Applies effective listening and understanding skills Works to maintain harmony in a group. Prefers clear and consistent operating procedures and avoids sudden or abrupt

changes. Requires explicit rules and instructions to clarify their assignments. Is methodical in their thinking.

Summary of Behavior

Profile...

Practical Exercise

Indicators for an In-depth Interpretation

How I see myNATURAL SELF

Role Behavior

How (I believe) people expect me to

behave...

Natural Behavior

PDA Graphics

PDA Manual

Chapter 7

Level of Energy (E)

Level of Energy (E)

The Energy Level indicator reflects the “amount of energy available, both

physically and mentally, that allows you to respond effectively or not to situations

that are presented”

Level of Energy (E)

Describes:• The strength of support of the tendency

of behavior• The intellectual and physical energy

available• The work potential• The state of liveliness, alertness and

awareness

Level of Energy (E)

Measurement Indicators:

Avoidance Indicators:l Greater than 80% or less than 20%

l 81% and greater Hyperactivity. Extreme resistence.

l Between 50% and 80% Very alert and attentive.l Between 30% and 49% Adequate capacity

l Between 20% and 29% Lacks some energy

l 19% and below Slow to grasp new situations

Level of Energy (E)

PDA ManualChapter 8

Energy Balance (EB)

Energy Balance (EB)

Expresses the individual's perception regarding their own Energy (Self) and that

required for the present situation (Rol)

Energy Balance (EB)

Natural Profile

Role Profile

Role Profile

Natural Profile

Comparison between the energy of the Natural Profile and the Role Profile

Energy Balance (EB)

Describes: The mood / motivation The self-esteem felt by the individual

Energy Balance (EB)


Avoidance Indicators:

l Greater than 80% or less than 20%

l Greater than 80% Over required level

l Between 61% and 79% Required Level - Possibly stressed

l Between 40% and 60% Balanced Level - Motivated

l Between 21% and 39% Low Level – Possibly demotivated

l Below 20% Below required level

Energy Balance (EB)

PDA Manual

Chapter 9

Decision-Making Style (DMS)


Describes: Natural decision-making style Approach to making decisions with

unknown information


When the "Axis of Risk" is higher than the "Axis of Norms" the person tends to make decisions based on information available at the time, assuming a "risk".

When the "Axis of Norms" is higher than the "Axis of Risk" the person tends to seek additional information before making a decision, being more "cautious".



Definition of “Conflict” for PDA:

“Conflict”: A state of confusion / indecision caused by the contrast between tendencies to be proactive & reactive / Risky & Cautious simultaneously

Over 80% Risky style

Between 51% and 80% Possible tension

50% Confirmed tension

Between 20% and 49% Possible tension

Under 20% Cautious style


Indicators of “Conflict” in DMSNatural Profile......Personal problemsRole Profile...........Work-related problems


PDA Manual

Chapter 13

Profile Intensity (PI)


Reflects how accentuated, characteristic and obvious the person’s style of behavior is


Describes:

The pronunciation / intensity of the behavioral style

The commitment to the behavioral style

How distinctive is the behavior


Measurement Indicators

Avoidance Indicators :

l Under 20% > Narrow Profile/ Invalid Report

l Over 80% Very rigid. “Inconsistent Report.”l Between 66% and 80% Somewhat rigid. Low confidence in

the analysis.l Between 31% and 65% Normal range of flexibility.l Between 20% and 30% Extreme flexibility. Low confidence.l Under 20% Narrow Profile. “Inconsistent Report.”

l Over 65% or Under 30% > Low confidence


Invalid / Inconsistent Profile

Narrow Profile = Invalid Report

Moderate Style

More Intense Style

Invalid Profiles Indicators

Natural ProfileThe person is struggling with a serious personal

problem

Role ProfileThe person has a new bossDoes not understand what is expected of them

Invalid / Inconsistent Profile

PDA Manual

Chapter 10

Profile Modification (PM)


Reflects the ability of the person to change their own behavioral tendencies and adapt to the tendencies required to

be successful in the current situation


Describes:

FLEXIBILITY OF THE PERSON TO MODIFY HIS BEHAVIORAL

TENDENCIES


Compares the graph of the Natural Profile with that

of the Role Profile

Indicates “similarity” / “difference” between both

graphs

Measures the degree of flexibility of the individual

(behavior modification)


=o =


Avoidance Indicators:

l Is NOT an indicator of an “Inconsistent Report”

lOver 80% Lacks flexibility

l Between 70% and 80% Can adapt. Is somewhat flexible

l Between 20% and 69% Normal flexibility

l Under 20% Possible unforeseen andunpredictable

behavior


PDA Manual

Chapter 14

Form Time (FT)

Form Time (FT)

Indicates the time the person spent to complete the PDA Form

Form Time (FT)

• Measures the time in “minutes”•Starts counting when the first list of words is displayed (does not include the time it takes the candidate to complete their "personal data”)

Form Time (FT)

• May be included in those cases where the evaluated individual completes the form "Online", since cases where it is completed on paper and then loaded to the system this indicator loses its validity

Form Time (FT)

Between 0 and 3 minutes Completed the form below the normal time. Unreliable.

Between 3 and 4 minutes Completed the form at the limit of normal time. Untrustworthy.

Between 4 and 50 minutes Completed the form within a normal amount of time.

More than 50 minutes Exceeded the normal time to complete the form. Unreliable.

Form Time (FT)

In order to assure "quality and consistency" of the information provided, PDA has this “Consistency Indicator“.

This “Consistency Indicator" measures the reliability and consistency of information through analyzing "coherence or incoherence“ of a number of key variables.

Consistency Indicator

Some of the variables on which the “Consistency Indicator” is based:

Number of words selected… Which were the words selected… Time to complete the form… … among other variables.


The scale of the “Consistency Indicator” has 3 (three) levels:

Consistent Inconsistent Invalid


Consistent: The information in this report is “coherent and consistent,” so it is valid to interpret and is of a solid base for decision making.


Inconsistent: The trends in behavior that this person reflects are not very clear and defined. Shows an extremely flexible style, almost reaching the point of inconsistency.Some of the causes that can lead to this inconsistency could be that the person, when completing the form, did not understand the instructions or did not complete it continuously and was interrupted or lost concentration.Based on this, it is important to note that the information in this PDA report is "very inconsistent and very unreliable."To obtain a more clear and consistent report we recommend that you contact the person to ask them again to complete the PDA Form, reinforcing the instructions: complete spontaneity, individually and without interruption.


Invalid: At this level the quantity and quality of information the system counted is extremely basic & limitedThe person does not reflect any behavioral trend. Shows more of an extremely flexible style, to the point of inconsistency, meaning: "I can be anything you want me to be" ... This prevents the system from generating a report.Some of the causes that can lead to this inconsistency could be that the person, when completing the form, did not understand the instructions or did not complete it continuously and was interrupted or lost concentration.To obtain a more clear and consistent report we recommend that you contact the person to ask them again to complete the PDA Form, reinforcing the instructions: complete spontaneity, individually and without interruption.


If.... Less than 3 mins. or more than 50 mins. in the Form Time

Energy Level (E) < 20% or > 80% in the Natural Profile

Energy Balance (EB) < 20% or > de 80%

Profile Intensity (PI) < 20% or > 80% in the Natural Profile

… then

NO RELIABILITY IN THE PDA ANALYSIS

Inconsistency: Indicators

Instructions:

Interpret the following cases based on the Analyst Guide

Case Exercises

PDA Manual

Chapter 16

JOB PositionsSelection & Definition

JOB Position Profiles

The acronym “JOB” refers toJob Observed Behaviours

We understand“JOB Position Profiles”

as the “Behavioral Profile” required for a particular position.

Position Profiles: JOB

The JOB Positions allow you to identify and determine the "behavioral requirements" of a certain position.

Once we have a JOB Position we can do correlation studies between the "behavioral profile" of a person and "behavioral requirements" of the position ...


The choice of "Predefined” JOB Positions: The PDA System offers 22 "Predefined JOB Profiles" which, grouped in 3 categories, cover a wide range of alternatives and possibilities in reference to "behavioral requirements".

The definition of “Customized” JOB Positions: Allows you to, through a process led by PDA Consultants, identify and determine the "behavioral requirements" specific to a certain position.



Predefined JOB Positions: 3 Categories

Leadership Profiles: In this section you will find a list of "Leadership Profiles" that relate and describe different styles of leadership. Charismatic styles, which are handled with our own criteria, more risky styles who venture to challenges, more expeditious styles who are motivated by assuming multiple responsibilities, more friendly and people-oriented styles, integrators, more specialized styles that follow rules and procedures, more controlling styles that focus on quality and accuracy, in short, a wide variety of Leadership Profiles that, according to the challenges required by the position, you may consider.



Sales Profiles: In this section you will find a list of “Sales Profiles" which refer to and describe different ways to address and close the sale. More entrepreneurial styles, adventurers with powers of persuasion, more dynamic styles aimed at a rapid closing of the sale, more detailed selling styles, specialized, more structured, technical and precise styles, sales-oriented styles from interpersonal relationships and charismatic styles more oriented to the customer, service-oriented styles focusing on support and monitoring, in short, a wide variety of sales profiles that, according to the challenges required of the position, you may consider.



Administrative Profiles: In this section you will find a list of “Administrative Profiles" to refer to and describe different profiles that are often required in various processes of an organization: proactive profiles with persuasiveness, profiles oriented towards leading processes of change, technical specialists and accurate profiles, profile-oriented control of standards and procedures, analytical profiles, profiles that are geared towards quality control and profiles more oriented to routine tasks.

If you have reviewed in detail the earlier 22 "Predefined Profiles" distributed in the 3 "Categories" provided on the PDA System and found they failed to adequately describe the "behavioral requirements" of the position to be filled, PDA offers the PDA JOB Process for defining “tailored" behavioral profiles for the position.


“Customized” definition of positions through the PDA JOB Process…


What is the PDA JOB Process?

The PDA JOB Process is the process through which a group of participants, guided by a Certified PDA Consultant, following a preset series of steps, come to identify the “customized" behavioral requirements for a certain position and define the "Position Profile".


What are the steps of the PDA JOB Process?

There are 3 steps that take about 2 to 4 hours.

1.Selection of 4 to 8 evaluators intimately familiar with the job requirements.2.Brainstorming and debate on a list of 85 “attitudinal” requirements (PDA JOB Form)3.Group consensus on the selection of the 10 “attitudinal” requirements key for the position. These 10 key “attitudinal” requirements form, integrated, a “Customer’s Own PDA JOB Profile, ” which describes in detail the required profile of those who hold the position. Therefore it will allow you to identify the best candidates for the position in question.


Step 1) Discuss the requirements of the positionEstimated time: 15 to 20 minutes

Objective: At this stage, ask questions that may clarify aspects of the PDA Axes.You must create a climate and space for all to have opinions and give their opinions or point of view. Encourage the participation of "passive participants".

JOB: Agenda & Steps

Step 2) PDA JOB FormEstimated Time: 20 to 30 minutes

Objective: Select from the list of 85 behaviors, the 10 tasks that you think are the most important for successful performance in the position.

Each of the participants individually complete their own form…

JOB: Agenda & Steps

Step 3) ConsensusEstimated Time: 50 to 60 minutes

Mark on a blackboard the statements that each participant selected individually, on their own form. The objective of this stage is to identify the “behaviors” selected the most by the group.

JOB: Agenda & Steps

Step 4) Consensus

From here a debate is generated. Participants will "propose / suggest" statements they consider vital to the group, which leads us to a "group consensus"

JOB: Agenda & Steps

Step 5) Consensus

It will be the group who will be accepting / rejecting the proposed claims until they determine which are the 10 most relevant and "fundamental" for the position.

JOB: Agenda & Steps

Step 6) Consensus

Once you arrive at these 10 statements, the group, by way of consensus, grades them as A, B or C, with "A" being the 3 most critical, "B" the following 3 most important and "C" the remaining 4, thus reaching the final result.

JOB: Agenda & Steps

PDA Manual

Chapter 17

JOB:Correlation Studies

Describes:

- … how much“effort” will be require

from a person to perform successfully

in the position

- …similarities / differences between the

behavioral profile of the person & the

behavioral requirements of the

position.


In the Selection of JOB Positions the

compatibility is described in terms of

"%" percentage:


Between 90% and 100% “Excellent” Correlation. There is great possibility that the person can successfully respond to the behavioral requirements of the position.

Between 70% and 89% “Very Good” Correlation. There is a goodpossibility that the person can successfully respond to the behavioral requirements of the position.

Between 50% and 69% Correlation is “Acceptable”. Is not ideal. There is only some chance that the person can successfully respond to the behavioral requirements of the position.

50% and below “Poor” Correlation. There is virtually no chance that the person can respond successfully to the behavioral requirements of the position.


In describing JOB Positions the compatibility is described in terms of a “%” Percentage and detailed in bar graphs for each behavior of the JOB Form selected


Exercise 3x1

Exercise 3x1- Instructions:

Determine, in each case, the best candidate for the position based on

their answers.

Administration of PDA

Managing the PDA Forms

These instructions are provided to ensure proper administration of the PDA Individual Analysis.

This guide is intended to help facilitators (people who run the analysis) to obtain consistent and objective information of the evaluated individuals.

In managing the analysis, the facilitator should make every effort to create a favorable environment for its completion. This means, whether in person, via web or via email, providing a comfortable environment in which to complete the analysis, properly explaining the purpose and intention.


ADMINISTRATIVE INSTRUCTIONS: ”VIA EMAIL”

Send to the individual being evaluated the following email template, making the necessary modifications in relation to communication and particularities of each case:

Dear Xxxxxx,As discussed in our conversation, I am sending you the link and detailed steps to follow in order to complete the PDA Form.

Remember that this tool is not a test, as there are no right or wrong answers. It is a methodology to describe and analyze our natural tendencies of behavior.

To complete the PDA Form it is important to be in a quiet environment, free of distractions and interruptions, to take time and respond spontaneously, directly and sincerely. Once these conditions are met, sign in at http://linkpropio.hslatinamerica.com . From there on simply follow the instructions


ADMINISTRATIVE INSTRUCTIONS : ”IN PERSON”

Give the form to the individual being evaluated and request that they complete their personal information and read the introduction. Do not start to complete the form and select words.Communicate the following instructions:

This analysis is a tool we use to understand your strengths in relation to our organization and to gain insight into how to lead you more effectively.

This is not a test that you pass or fail!

Completing the analysis takes about 10 to 15 minutes. Simply fill in each page according to the instructions printed on each page.Once you have completed the analysis, give it to (person or place)

Do you have any questions? If not, you can start...



We recommend the following steps:

It is important to reinforce the importance of being spontaneous and direct, to mark "all the words with which you or others use to describe you."

Remind the individual that while "there is no time limit", it takes about 10 or 15 minutes...

If there are no questions, begin the administration.



Guidelines for the Facilitator

If the individual being evaluated asks questions concerning the meaning

of the words on the PDA Form, suggest to them to complete the analysis as they perceive that word. If they do not know the meaning of a word then simply cross it out.

It usually takes 10 to 15 minutes to complete the PDA analysis. The evaluated individuals must be allowed to complete it at their own pace. However, when the completion time exceeds 50 minutes, the facilitator should ask them whether they are experiencing any problems.



Guidelines for the Facilitator

They should mark a minimum of 19 words on each list to obtain accurate results. When the individual submits the PDA Form with less than 19 words marked per list, let them know that "... we may not have enough responses to get accurate results of the analysis. Please review the analysis again and look for additional answers “you could make."

If they re-submit the form with less than 19 words marked per list, simply thank them without adding comments. It is important not to insist that they reach the minimum number of words per list.


LEADING FEEDBACK ON PDA REPORTS

Step 1) We suggest as a first step, opening the meeting by reviewing the reasons and purpose of the evaluation and the “feedback". Also introducing generic aspects of PDA tool, reinforcing the fact that it is not a "test" which is passed or failed, and explaining its uses and applications in the Support and Development of individuals.

Step 2) Give the printed PDA Report to the individual evaluated and allow reasonable time for reading.

Step 3) Once the individual has read the report, adopt an attitude open to comments and observations in reference to the content of the PDA Report.

Individual Feedback

LEADING FEEDBACK ON PDA REPORTS

Step 4) Center around reading and interpreting the PDA Behavioral Profile Chart:

Provide a complete interpretation of the profile, going in-depth in the explanation and description of each of the “5 Axes.”

Start by saying: “Basically, this report indicates you are a person who…”

Finally, add comments that explain in more detail the “Intense Axes” using common language (not technical PDA jargon).

IMPORTANT: Always, throughout the PDA feedback, remind and reinforce the concept of “Greater effort” and “Less effort” preventing the individual to associate the outcomes as “Ability” or “Inability”.

Individual Feedback

Documents

PDA Analyst Certification Seminar Welcome