Winslow overview june 12 2013
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- 3. 3 Use of Pre-Employment Selection Tools © 2012 Development Dimensions International
- 4. 4 Impact of Assessment on Turnover * Terminations at the end of three month probationary period; cost savings of $8.4 million
- 5. 5 12 Contributing Psychologists including Denis Waitley The Most Thoroughly Validated Assessment 8 Million Participants; Norms Updated every 2 Years World Class HR Licensed by Executive Career Hub CEO – Chris Saffer, Executive Career Hub and Solutions 5 Consulting Victor Bullara, Certified Master Coach and Winslow Dynamics Profile Coach 24 Competencies/50 Dimensions (Dynamics Profile) Not All Are Created Equal (some competencies more difficult to develop) Detailed reports for Individual (40 pages) , Executive (5 pages), manager (18 pages) Winslow: Providing Insights into Predictable Behavioral Success
- 6. 6 Interpersonal Sociability Recognition Conscientious Exhibition Trust Nurturance Dedication Ambition Endurance Assertiveness Boldness Coachability Leadership Organizational Alertness Order Flexibility Creativity Responsibility Self-Control Self-Confidence Composure Tough-Minded Autonomy Contentment Control 24 Traits in the Dynamics Profile Scientifically proven measures of predictable performance In 90% of the cases, failure is directly attributed to some aspect of human behavior that could have been predicted
- 8. 8 Accuracy Questions with only one correct answer Can determine if participants accurately read and understood the questions, , whether they were paying attention and selected their answers correctly Example: “The United States is the only country with television.” Objectivity/Faking (30% of all tests results are invalid and no one else controls for it) Can detect if participants answered the questions objectively, unintentionally exaggerated answers or intentionally selected socially desirable answers in order to obtain desirable results Profile questions describe implausible positive behaviors that no person manifests – Example: “I complete every project that I start” Profile questions describe common negative behaviors that every person manifests 8 Unique Controls for Validity
- 9. 9 Feedback AND Development Plans 45-60 page report with detailed and customized feedback and developmental suggestions
- 10. 10 Feedback AND Development Plans 45-60 page report with detailed and customized feedback and developmental suggestions
- 11. 11 Position Specific Success Profile Looks pretty good, right? Many high scores.
- 12. 12 Person Specific Success Profile Deeper dive with a specific position in mind shows 5 areas of “caution” and 3 areas of “concern” with a “Net Score” of +13 which would predict only average performance
- 13. 13 Deeper Dive illustrates Weakest Links Unlikely to be successful No Mitigation of Liabilities No Mitigation of Liabilities Concerns; Mitigated Strengths
- 14. 14 Utilizing Winslow Dynamics Creating a Company Position Compatibility Summary (PCS) Brief Worksheet about the Role, Department, Job Duties, Performance Expectations Builds company specific competency model for selection, development, et al. Benefits: Develop a scientific, predictable model of the traits associated high performance using the most thoroughly validated (per the EEOC) assessment tool Use this model for assessment, development and executive coaching Demonstrate to investors the due diligence you have completed so that the venture will be successful in meeting revenue and growth targets. Increases retention based on the individual’s line of site to career advancement, and a demonstration of the company’s investment in their future Post Assessment Analysis Individual report with detailed development plan (40 pages) delivered by Certified Winslow Dynamics Coach (Victor Bullara) Detailed scoring model pinpoints “matches” and developmental needs Company specific dashboard - one place to view assessment status
Editor's Notes
- #4: Over 2,000 personality assessments available today • Spending on assessments up 20% in US last year to $1.5 -$2B annually (Workforce) • 77% of organizations across industries now include some form of selection assessment in overall talent acquisition (Workforce) • Over 80% of Fortune 500 companies use Personality Assessments in the “Hire-to-Retire” life cycle (Psychology Today) • 92% of Best-in-Class companies use assessments to improve workplace performance (Aberdeen 2011) • Companies with strategic leadership development have 62% less turnover among high-performers (Bersin) • 75% of Best-in-Class organizations directly attribute changes in revenue or profitability to their assessment strategies 11
- #7: The CEO of a technology start up would have vastly different operating measures than the CEO, COO or SVP of a stable, Fortune 500 company looking to sustain a 3 to 5% growth rate. Assessing them based on the same behavioral benchmarks doesn’t make sense. The profile of a CEO of a technology start up would take into account the success attributes of their role based on time spent, span of control, industry and start-up phase. Emotional Traits – more difficult to change and take longer: “Sociability, Exhibition, Assertiveness, Alertness, Structure, Creativity, Self-Confidence, Composure, Tough Mindedness, Control E/A = Conscientiousness, Boldness, Order, Flexibility, Autonomy
- #8: May 24, 2012, the consulting firm Booz & Co. released its twelfth annual study on CEO succession, and showed some similar findings about chief executives. The Booz study, of the world’s 2,500 largest companies, reports that from 2009 to 2011, companies let go 35% of CEOs hired from outside, compared to 19% of bosses who were promoted from within. Also, CEOs who come up from within, stay on their jobs for a year longer than outsiders, an average of five years, as opposed to four. Companies apparently recognize the advantages of hiring insiders. Four out of five new CEOs rise through the company ranks, says the study. Move up http://i.forbesimg.com tMove down Companies with insider CEOs outperformed their regional stock market index by 4.4%, while those companies run by outsiders did just 0.5% better than the index. N = 350 companies with 1,000+ Like turbocharging a standard 4 cylinder engine
- #9: In order for a self – reported personality assessment to have any relevant correlation with job performance their must be a control for faking, gaming the system or anticipating “correct” answers.
- #12: In general, looks pretty good….Above the Group Average in some areas … tough to get a handle on overall
- #13: Net Score of 29 .... Range is 16-35 (Above Average; 35% is Outstanding Suitability for the roles 4+ Concerns = Not Good sign but need to investigate further
- #14: Net scores are pretty low for all but Jennifer, Dina Gus and Josh Red Flags on Jonathan, Tom, Bill and Aaron…. No mitigating strengths to make up for liabilities.