Personality Profiling Find out what truly motivates your employees!
Dr. Thomas Mengel, PMP
Professor of Leadership Studies, UNB
C.E.O. Reiss Profile Canada Corp.
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Agenda
Personality profiles in career and leadership development Hiring
Team composition
Professional & organizational development
The Reiss Motivation Profile
General
Leadership and career development
Conclusion Recommendations
Summary
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Which personality profiling tools have you used?
What were your experiences with them?
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Personality profiles in career and leadership development
Personality profiles in career and leadership development
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Origin
Purpose
Approach
Results
Benefit
Jung (1921)
Marston (1930)
Behavioural styles & preferences
4 styles
4 Types & typical combinations
Quick & easy access; people vs. tasks;
Jung (1921)
Myers-Briggs (1962)
Perception & Judgment
4 dimensions
16 Types
Established in professional development; roles & responsibilities
Reiss & Havercamp (1995)
Motivation: Values, goals & traits
16 universal desires
16 individual scores (> 40*1025
combinations)
Comprehensive roadmap motivation & preferences; accurate prediction (roles & responsibilities)
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DISC
MBTI
Reiss Profile
The Reiss Motivation Profile
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Activity: Motivation Analysis Profile Simple Version
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The Reiss Motivation Profile
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3 Pillars: 16 Universal human desires:
• We share what we need (desire) • We differ how much of it we need (score and resulting value)
Personal values, goals, personality
• Helps manage need satisfaction • Is bipolar to some extend
Value-based performance & happiness
• Matching personal values & goals with context • Lasting relations built on similar values & goals
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Hiring Decisions
• Education – Business, Technical, other relevant Education • Experience – Projects, Organizations, Management, Leadership • Expertise (Skills) – Task oriented, Management, Leadership • Energy Level (Motivation and Passion)
Reiss Profile: Strivings, goals, values, personality (Individual Profile) Case Study: Project “Gold Star” (Insurance)
High turnover in sales Profiling the Gold Star sales force Identifying key success factors /motivators
++ social contact, ++ tranquility Hiring based on key motivators
Personality profiles in career and leadership development
HRANB Sept/26/2013
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Team Composition • Roles & Responsibilities • Complementary skills • Shared values / motivation
Reiss Profile: Strivings, goals, values, personality (Individual Profile) Case Study: “MACROsoft” (IT; Leadership team development)
Personality profiles in career and leadership development
HRANB Sept/26/2013
CEO VP Fin/HR VP Op VP Sales Avg.
Acceptance -0.85 -0.28 -2.00 0.50 -0.66
Beauty 0.17 -0.21 -0.54 -0.27 -0.21
Curiosity 0.68 -0.68 0.68 1.41 0.52
Eating -0.19 0.80 -0.19 0.52 0.24
Expediency 0.30 -0.45 -1.06 0.70 -0.13
Family 1.54 0.86 0.73 -1.15 0.50
Idealism 1.34 0.61 0.12 -1.16 0.23
Interdependence -0.75 0.23 -0.99 -1.20 -0.68
Order 0.12 -1.38 0.00 -0.50 -0.44
Physical Exercise 0.45 -0.50 0.65 0.10 0.18
Power 0.95 0.75 1.30 0.88 0.97
Saving 0.70 0.40 -0.30 -0.41 0.10
Social Contact 0.70 1.13 -0.99 0.80 0.41
Status 0.50 0.05 0.40 0.34 0.32
Tranquility -0.43 -0.86 -0.32 -1.40 -0.75
Vengeance -0.89 -1.23 -0.88 -0.34 -0.84
Team Profile MACROsoft Corp.
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• Cooperative and performance oriented
• Employee satisfaction survey: Dissatisfaction with leadership approach
• Core values: Valuing employees as human beings; Focus on balance between high performance, entrepreneurial spirit, justice, compassion and passion; Listening to employees and their professional and personal needs; Participative leadership and Teamwork
Case Study: Leadership Team
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Professional & organizational development
• Skills training – matching job requirements with resources • Team development – team motivation & coherence • Career development: career path to match individual & organizational
needs • Organizational development: values-oriented organization
Reiss Profile: Strivings, goals, values, personality (Individual Profile) Case Study: “Sam Someone” (career development in an insurance company)
Personality profiles in career and leadership development
HRANB Sept/26/2013
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Case description: • Sam self-leadership seminar participant
exploring life and leadership • 35 year old manager of a sales-team in a major
insurance company • Married; two children at the age of 5 and 7 • degree in social work and a teacher certificate • started selling insurances and worked his way
up into his current position • very successful and earmarked as a ‘high
potential’ • does not feel to be ‘at the right spot’
The case of Sam Someone (Insurancia, Director of Sales - East)
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Leadership Development Sam Someone
Sam Someone’s Reiss Motivation Profile
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Leadership Development Sam Someone
Potential Tensions
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Enjoying meaningful relationships with colleagues and customers
Helping customers and team members to achieve financial security
Figuring out innovative solutions for customers and his sales team
members
Securing a livelihood for himself and his family
Leadership Development Sam Someone
Existing Benefits
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• Transitioning into a corporate
training department
• Exploring leadership opportunities
in community based non-profit
organizations
Options
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Leadership Development Sam Someone
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• Conversations between Sam, HR, and VP sales
• Transitioning into a corporate training department
• Senior Coach, Director of mentoring program
• Exploring leadership opportunities in community based non-
profit organizations as a future option
Solution
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Leadership Development Sam Someone
Conclusion and Recommendations
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Utilize Personality Profiles: To get the right people on the bus Include assessing values and motivation in hiring decisions
To put the right people in the right seats Consider values & goals when composing teams Adjust team composition based on motivation & team dynamics To change seats meaningfully Consider developing career paths matching individual & organizational needs Take organizational development seriously by striving for a values-oriented organization
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Contact us for 25% HRANB presentation discount towards a personal Reiss Motivation Profile or Reiss Profile Master certification and training
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Questions
?
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Mengel, T. (2012). ‘High Potential’ can be deceiving – Utilizing the Reiss Motivational Profile® in HR and Leadership Development. FMI Journal June 2012. Mengel, T. (2012). Leading with ‘emotional’ intelligence – Existential and Motivational Analysis in leadership and leadership development. Journal on Educational Psychology 5(4):24-31. Reiss, S. (2008). The Normal Personality. A New Way of Thinking About People. Cambridge University Press, New York. Reiss, S. (2000). Who am I? The 16 Basic Desires That Motivate Our Actions and Define Our Personality. Berkley Book, New York.
References:
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