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Human Analytics and The Predictive Index May 2010
This document summarizes a presentation about using human analytics to improve business performance. It discusses assessing employees' personalities and behaviors using the Predictive Index assessment tool to ensure the right people are in the right roles. Implementing this approach can help companies better manage their human capital, maximize individual performance, foster innovation, and gain a competitive advantage through evidence-based management. The presentation outlines Predictive Success Corporation's solutions and next steps for working with clients.
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Human Analytics and The Predictive Index May 2010
- 1. Using Human Analytics- Uncovering the Hidden Value in Your Most Valuable ResourceRob FridayManaging Principal, Predictive Success416-910-7904 [email protected] 2010 to PSC
- 2. AgendaIntroductionsWhat are yourtop people challenges?Are your people in the best possible role? Are they being managed for success?What is your Business Impact DataHow is it measured?Solution Development & ImplementationQ & ANext steps….25/13/2010
- 3. Who is PredictiveSuccess?Canadian Licensee for Predictive Index (Wellesley Hills, MA, USA)Canadian Team:David Lahey, President, Toronto, Ontario, CanadaDavid Osborne, Vice President, Halifax, Nova Scotia, CanadaRob Friday, Managing Principal, Toronto, Ontario, CanadaDoug McCann, Managing Principal, Vancouver, British Columbia, CanadaHelen Rodrique, PI Consultant, Montreal, Quebec, CanadaGary Brown, Managing Principal, Ottawa, Ontario, CanadaJohn Lobraico, Managing Principal, Toronto, Ontario, CanadaBob Woodcock, Managing Principal, Mississauga, Ontario, CanadaJohn Watson, Chairman & PI Consultant, Toronto, Ontario, CanadaRoger Banting Managing Principal, Toronto, OntarioSilias Dain, Managing Principal, Saskatoon, SKDr. Todd Harris, PhD, Director of Research, Boston , MASuccessor to the John Watson Group Inc.100+ of Fortune 500 as clients includes many Canada’s Top CorporationsCanadian Head office is in Whitby (Toronto), Ontario, Canada Ernst & Young Top 80 Firm for 2008Copyright 2010 to PSC
- 4. PI Worldwide: WhoWe Are• International management consulting organization, since 1955Helping companies be more successful by focusing on their human capital assets52 years of success and growth 2009 (32%)50+ Licensees in over 180 countries300 Consultants7,500 Companies using PI, including some of the very best sales organizations48,000 Trained analysts currently utilizing PI4Copyright 2010
- 5. Our clientsare in good company… Among our clients………….The world’s largest shipping company MaerskThe world’s largest cereal company KelloggThe world’s largest escalator company SchindlerThe world’s largest inspection company SGSThe world’s largest software company MicrosoftThe world’s largest food company NestleThe world’s largest computer company DellThe world’s largest packaging company Tetra PakThe world’s largest oil company ExxonThe world’s largest theme parks company DisneyThe world’s largest furniture company IKEAThe world’s largest earthmoving company Caterpillar5Copyright 2010
- 6. You will bein great company…Many of the World’s Largest Companies put their trust in the Predictive Index…Schindler+ More than 100 of the 2009 Fortune 500 List of companies use Predictive Index!
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- 8. Educational Institutions Use/ teach Predictive IndexCopyright 2010 to PSCBoston CollegeRutgers
- 9. Using Human CapitalAnalyticsMoving to Evidence Based Management“The most frequent sources of problems and failure in a job are a result of mismatched personalities………… and not through a lack of skill, knowledge or experience”Davenport & Harris
- 10. New Science ofWinning for 2010+New age of information and technology now leveraged to make better use of peopleUse data and analytics to position your company for successOrganizations at the top use human analytics to foster optimal performance Amazon, Barclay's, RBC, Google, Capital One, Harrah's, Procter & Gamble, Microsoft, and the Boston Red Sox
- 11. The Human CapitalEquation“A new era in human-capital management is approaching. Value increasingly comes from boosting the productivity of individual workers and from greater workforce innovation….a lasting source of competitive advantage.” 26 March 2006| Member Edition
- 12. The Right People“The executives who initiated transformations from good to great did not first figure out where to drive the bus and then get the people to take it there. No, they first got the right people on the bus (and the wrong people off the bus) and then figured out where to drive it.”“The right people will do the right things and deliver the best results they’re capable of, regardless of the incentive system.”Jim CollinsGood To Great12Copyright 2010
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- 14. What drives exceptionalperformance?Copyright 2010 to PSC
- 15. Personality, behavioral profilingand the environmentBehavior = The Function of Personality combined with the Environment,or B= F(PE)Behavior is flexible, changeable and adaptable. Personality is not.
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- 17. Metric provider PredictiveIndex®Confidential to PSC and QSB17
- 18. Extroverted, SociableReserved, IntrospectiveBEXTROVERSIONPatient,RelaxedDriving, IntenseCP A T I E N C EFormal, ConformingInformal, IndependentF O R M A L I T YDFactorsRelative to NormNORMLOW Relative toFactor A - measures the drive to exert one’s influence on people and events.Factor B - measures the drive for social interaction with other people.Factor C - measures the intensity of a person’s tension and pace.Factor D - measures the drive to conform to formal rules and structure.AD O M I N A N C ECopyright 2010 to Predictive Success
- 19. The Norm…we haveover 1 million data pointsA VDRIVEDRIVEEXTREMELYLOWVERYLOWMODERATELYLOWMODERATELYHIGHVERYHIGHEXTREMELYHIGHThe Sigma Scale20Copyright 2010 to Predictive Success
- 20. …Worth 1000 WordsLowLevel of Patience = Sense of UrgencyHigh Level of Dominance =Take clear direct action where neededInnovative, venturesome, critical of “the book”YouProactive, take charge style, emphasis on initiative, competitive drive to get things doneThe JobYou on the Job20Confidential to Predictive Successs
- 21. For measuringyou need objectivityA behavioral instrument that helps us understand how someone responds to their environment and the people in it. Predictive index is a tool that helps answer questions like:What motivates people to action?For what kinds of work are they best suited?What meets their needs, and therefore unleashes their greatest energy and best efforts?How do they reach their judgments around people and things? What is their basis for judgment?Confidential to PSC and QSB214
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- 23. 3 levels ofcharacteristicsLevel I Appearance
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- 27. GoalsLevel IIKnowledge
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- 32. CredentialsLevel IIIAttitudes & beliefs
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- 34. Stability &persistence
- 35. Maturity &judgement
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- 37. Temperament/behaviour patternsMostmanagers make their hiring decisions based on Levels I & II…and their decision to fire based on Level III
- 38. PI measures levelIII potentialCopyright 2010 to PSCCan DoWill Do
- 39. Gut + Science= better decisionsConfidential to PSC and QSB25
- 40. Key Connections…who’s inyour team?YOUPeople to people: Individual RelationshipsDepartments, Teams, Groups: Organizational Relationships
- 41. AuthoritativeScientificSpecialistDiligenceVenturerCreative AnalyticalOperationalProActive AltruisticPersuasiveAover CReActive AltruisticSocial InterestCraftsmanC over APromotionalKnow what you are looking for before you hireThe PRO for your key role…Job ModelDABCD A person being considered for this position will be required to efficiently execute these behaviors constantly in this position. A/C = ProActive, starter, new ways, initiative B/C = Quick with people, reads people, optimisticA/D = Decisive, action oriented, deal with uncertainty & change B/D = Flexible, poised, informalD/C = Follow thru, planner, options organizer, care about the rules High B = Open, positive, outgoingLow C = Quick, sense of urgency, multi tasking, do it now High A = Competitive, growth, resourcefulIt is also important to consider a candidate’s intellect, maturity, life experience and attitude in addition to the persons natural behavior discovered via the Predictive Index Survey. Individuals with these PI profiles have Natural Behaviors required in the Director positionIndividuals with these PI profiles must work hard to modify behavior to be successful as a DirectorControlCopyright 2010 to Predictive Success
- 42. Business life Cycle- Launch > Build > MaintainYour success as a Leader will need to demonstrate:•organization building while multi-tasking•tension between democratic/ participative vs. autocratic/ entrepreneurial•expert maintenance•process control •task management• entrepreneurial drive•push change•competeLeadership Strategy
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- 45. Next StepsCopyright 2010to PSCExecutive Overview of PI to assist with your business challenges…team building, communication styles, performance managementDetermine implementation timeline based on your expectations & assist to create immediate impactDetermine who will be trained as analysts within the companyWorkshop schedule: see www.predictivesuccess.comThe entire contents of this presentation are under copyright to PI Worldwide & Predictive Success Corporation
- 46. For a ComplimentaryPredictive Index Assessment & Report ContactRob FridayManaging Principal, Predictive SuccessToronto/GTA Ontario 416-910-7904 [email protected]
Editor's Notes
- #2 Slide 1This is David Osborne with Predictive Success and I want to thank you for taking the time to join me today as we review the touchstones on our Predictive Index Program
- #17 Slide 37Make every dollar count!As the delegates at our Leadership conference identified, your survival depends on making every dollar count. Great companies have the knack for doing more of what they do best and the culture that eliminates waste.
- #21 Describe the 3 graphsTalk about the change in self-concept Morale Describe synthesis M factor Judgement/decision making style
- #23 Our business model is based on providing a very crisp read of the talent around you, the transfer of knowledge so that you become self sufficient and in the process develop even greater agility and an ongoing commitment to a partnership to ensure that PI delivers the maximum ROI.Our consultancy includes Leadership review Optimization of your management team Team & organizational development Change management Leadership & Talent development