Measuring Personality Traits and Behaviours of Employees for

Measuring Personality Traits and Behaviours of Employees for the purpose of enhancing their engagement and efficiency Anna Ward & Matt Pocock

Who We Are § Consulting Tools has been a provider and developer of leading edge web-based assessment and development tools for 20 years § Located in Cambridge (UK) and operates internationally through a partner network in over 30 countries § Provides tools that drive measurable performance improvements for individuals, teams and organisations 2

Who We Are § Used worldwide by Consultants, Coaches, Recruiters and Human Resource Professionals in recruitment, talent selection, development, engagement and retention. § Tools currently available in 25 languages including Serbian (partnership with Advance Response International) § Works predominantly in the intermediary sector, supplying consultancy clients of all sizes and our tools are used by some of the world’s biggest organisations 3

What We Do Consulting. Tools’ solutions address key people issues that drive organisational performance ORGANISATIONS Recruiting Creating strong cultures Identifying and building talent Succession planning Engaging staff Leading Retaining key staff TEAMS Maximising Performance Building high performance Teams 4 INDIVIDUALS Coaching Development Wellbeing Performance Management

What is Engagement? “A positive, fulfilling, affective-motivational state of work-related well-being” “Engagement can be defined in terms of high levels of energy and high levels of involvement in work” Leiter and Bakker (2010) 5

What is Engagement? Engagement has often been used to describe a diverse set of measures: § Psychological States (e. g. , energy, involvement, commitment, satisfaction, job burnout, perceived stress, perceived justice, empowerment) § Personality (e. g. , positive affect, negative affect, conscientiousness, resilience/hardiness, optimism, core selfevaluations, proactive personality) § Behaviours/Performance (e. g. , organisational citizenship behaviour, initiative, high performance, collaboration/team work, dishonesty) 6

What is Engagement? Is “engagement” a state, that impacts other things, or the outcome? Talent today don’t leave organisations, they leave toxic leaders and poor leadership practices ! 7

Engagement Factors Top “retention drivers” 1. Exciting work/challenge 2. Career growth, learning and development 3. Relationships and working with great people A Gallop study, with 2 million employees in 700 US companies, found tenure and productivity to be directly related to relationships between employees and their supervisors and not salary ! 8

Engagement & Performance Connection § Ambivalent employees have low morale, feel unappreciated and are likely to leave the organization § Actively Disengaged employees are unproductive and their negative emotions are contagious to others • Engaged employees are fully committed to the mission, vision, values of the company • Enrolled employees tend to be motivated and generally are solid producers Blessing & White, Employee Engagement 2011 Global Study, December 2010 Gallup Consulting, The State of the American Workforce, 2008 – 2010, November 2010 9

How our tools help with Engagement 1. Investing in people and giving them feedback motivates and engages 2. Developing effective leadership skills and behaviours 3. Identifying individuals core drivers to support career planning and job satisfaction 4. Building effective working relationships 5. Personality tests can give clues about whether people will be motivated by say, money, praise, esteem 10

How our tools help with Engagement 6. Personality and 360° Feedback affect engagement indirectly by giving managers instructions on how to manage someone effectively 7. Providing an understanding of an individuals strength and development areas to facilitate development planning 8. Understanding organisational optimum culture 11 culture and defining

Personality profiling and building engagement and efficiency Helps maximise job performance and job satisfaction by: § Providing clarity around an individual’s natural preferences and strengths to facilitate professional development planning § Enables you to identify an individual’s core drivers and motivating factors: – to help identify how to maximise these in their current role – support career and succession planning 12

Personality profiling and building engagement and efficiency Helps maximise job performance and job satisfaction by: § Builds an appreciation of diversity and how to flex our style when working with others for effective working § Supports effective leadership behaviours § Provides guidance for managers on how best to manage, motivate and inspire an individual 13

Facet 5 Personality Tool § Based on the ‘Big 5’ factor personality model: the globally accepted gold standard for describing and predicting behaviour § Measures these five factors precisely and quickly to give the most accurate and easily applied portrait of individual differences in behaviour § Allows understanding into how people differ in their behaviour, motivation, attitudes and aspirations. § Quick and easy to complete on-line, understand interpret § Designed specifically for business usage § Available in over 30 languages including Serbian, with local norms § Proved in the real world: it has been used by many blue chip companies, consultancies and SMEs. 14

Facet 5 Addresses the Full Cycle of People Issues To maximise engagement and efficiency… Developing People Motivating Workforces Integrating Teams Spotting Talent Maximising New Hires Recruiting and Selecting Leading The Person 15 Coaching

360 Degree Feedback 16

How does 360 Degree Feedback support engagement and efficiency? § Provides the participant with an opportunity to learn how others perceive them, leading to increased self‐awareness § Facilitates professional development planning: how to leverage their strengths and address their development areas § Clarifies supervisory and managerial expectations § Engages employees in the organisational goals, by increasing their understanding of the behaviours required to improve § Repeat 360 assessments provide an efficient measure of progress and a powerful motivator for employees § Is a powerful initiator for individual and team change 17

360° Feedback Product Offering A complete range of 360 degree feedback tools – Used in performance management, talent spotting and development Off the Shelf 360 Degree Feedback Tools • A suite of research based validated 360 feedback tools • Designed for nonmanagement up to senior executive • Available in multiple languages Customised 360 Degree Tool 360 Degree Competency Library • • • An online competency/ item database of over 800 items • Pick and choose items to build your 360 degree feedback questionnaire Fully flexible to an organisation’s exact needs • Utilises client’s own competency framework to provide precise measurement against organisational goals Contains all items within our off the shelf tools and much more. 18

The 360° Feedback System and Customised Reports The online 360 degree system • Web based questionnaire, administration and feedback reporting system • Flexible system customised for the client • Incorporating full client branding (logos, colours, images) • User friendly and accessible to all • Automated process management • A safe, confidential and ISO secure system The 360 degree reports • Questionnaires available in multiple languages • Fully branded to the organisation • Highly visual reporting options • Clear and accessible data and messages • Organisational, level and function reports to support targeted development • Optional repeat 360 reports • Available in multiple languages 19

Our Range of Standard 360 Tools A range of standard off-the-shelf assessment tools, well researched and validated: • Emotional Intelligence. View 360 – based on Daniel Goleman EI model, a competency based 360 measuring; Self Management, Relationship Management and Communication • Executive. View 360 – an in-depth report on senior executives' strengths and developmental needs measuring Performance, Change, Interpersonal and Personal Leadership competencies • Leader. View 360 – a concise assessment focused on middle and senior managers measuring Planning, Problem solving, Controlling, Self Management, Managing Relationships, Leading and Communicating • Manager. View 360 – for supervisory, middle to senior managers who would prefer a more detailed analysis measuring Communication, Performance Management, Interpersonal and Problem Solving 20

Our Range of Standard 360 Tools A range of standard off-the-shelf assessment tools, well researched and validated: • Performance. View 360 – for non-supervisory and non-managerial staff measuring communication, task and inter-personal based competencies • Sales. View 360 – aimed at internal and external sales and account representatives measuring sales, interpersonal and intrapersonal competencies • Sales Manager. View 360 - aimed at sales supervisors and managers measuring Sales Performance Leadership, Interpersonal Leadership and Intrapersonal Leadership • Team. View 360 – team based 360 tool which invites each team member to provide feedback on each other • Transformational Leader. View 360 Transactional Leadership – 21 measures Transformational and

Competency Library 22

360° Feedback “Best Practices § Provide individual or group coaching to assist in interpreting and using the 360 feedback results § Hold participant and manager accountable to create and implement a professional development plan § Track and monitor progress on the completion of the development plan § Link the 360 intervention to a human resources performance management process § Use 360 tools with sound psychometric properties § Target competencies for 360 feedback interventions that are related to strategic business needs 23

Facet 5 and 360: A Powerful Combination Facet 5 measures natural preferences and predicts how an individual is likely to choose to behave… …. . 360° Feedback focuses on observed behaviour Together, they help you identify: How personality preferences drive observed behaviour Where learnt behaviours have been built/need to be built Learned Skills Observable Behaviour 360 Degree Feedback Natural Preferences Facet 5 24

The Benefits of combining Facet 5 and 360 The combined perspectives based on predicted and actual behaviour offer a number of benefits including: § Provides a depth of understanding and information to focus development § Helps differentiate natural preferences from learnt behaviour and identify where change will be most difficult § 360 feedback (skills/competency oriented) are psychometrics most closely associated with job performance/efficacy § Personality is associated with both job performance (e. g. , drive/conscientiousness) and emotional states associated with engagement (e. g. , energy, sociability) 25

A Selection of Global Users… 26

and some of our users in Serbia and region 27

Advance Response International Bulevar oslobođenja 75 11000 Beograd Tel. + 381 11 397 43 45 office@advanceintl. co. rs To protect the confidential and proprietary information included in this material, it may not be disclosed or provided to any third parties without the prior written consent of Consulting Tools Ltd. does not accept or assume any responsibility for any consequences arising from any person, other than the intended recipient, using or relying on this material.