Tool Design How was Reflect Developed Competencies Collaborated with industry experts 900 corporate recruiters around the world Content Deep collaboration with Hogan in a comprehensive process to ensure content relevancy ID: 551084
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Slide1
Reseller Training Session Slide2
Tool DesignSlide3
How was Reflect Developed?
Competencies
Collaborated with industry experts 900
corporate recruiters
around
the
world
Content
Deep collaboration with Hogan in a comprehensive process to ensure content relevancy
Product Features/Design
Extensive market research with individuals and companies around the globe
Results
Scales “normed” against a population containing 50%-50% mix of students and working
a
dults
3Slide4
Reflect Workflow
4
Users complete
a set of over 500
online questions
at their own pace.
Within seconds of submitting the assessment, they can access their results.The Hogan assessment that powers the Reflect tool is translated in 22 different languages.
AssessDiscoverImproveUsers should take the assessment in their native language as the assessment also culturally appropriate for every user. The Reflect report, however, is only available in English.Slide5
Reflect Workflow
5
Users receive
a personalized report
that provides
an evaluation of their skills in
10 competencies deemed critical by recruiters and businesses.The personalized report includes specific ways to immediately enhance strengths and address potential areas of challenge.Individuals can access career benchmark data to understand which competencies drive success in 14 job families.
AssessDiscoverImproveSlide6
With
the guidance of tips, videos,
and articles
chosen based on assessment
results, users will
uncover ways to better
handle challenges, solve problems, and interact with peers and future colleagues.Build a library of resources, keep track of progress, and learn from recognized experts in key disciplines.Mark actions as completed or add own actions.Leverage Reflect features and benefits for three years.Reflect Workflow6
AssessDiscoverImproveSlide7
Benchmarking
7
Each job family includes information on the competencies that are
important
for performance for
a specific job.
The competencies on the left hand side of the screen will reshuffle when you select a job family. These will still be your individual results, simply reordered based upon the job family.
If your personal profile does not completely align with the job you have, or would like to have, it does not mean that you cannot be a top performer in that position. It serves as a “gap analysis” and indicates that you should focus your development efforts on the critical competencies listed within your current or ideal job.
1. Select a Job Family
2. See How Competencies AlignSlide8
Reflect Competency
8
Results are displayed on a “personality spectrum” with two ends, left and right
Both the left and right side of the spectrum has their own unique strengths and weaknessesSlide9
What is Measured
?Slide10
Hard
Skills vs. Soft Skills
Cognitive / Hard-Skills
For which
n
is the remainder largest when the number 817,380 is divided by
n? What is the value of (n + 1)2?1. n2 - 6n = -92. (n-1)2 = n2 – 5If we increase the area of a circle by 32% calculate the approximate increase in the radius of the same circle in terms of a %Psychological / Soft-SkillsIf it feels good, do itI know why stars twinkleI always practice what I preachI am not afraid to make mistakesI try not to let work interfere with pleasureWhat can you conclude from each?Slide11
Why do Soft Skills Matter?
11Slide12
What Does Reflect Measure?
12
Reflect measures soft skills as your natural personality traits
People develop coping mechanisms and behaviors over time
Reflect helps accelerate personal development by suggesting new behaviors
Your
core personality
Behaviors
you’ve developed to counter core personality traits
Additional
behaviors
developed by using ReflectSlide13
Personality & Behavior
13
Personality is who you are—
a combination of emotional, attitudinal, and behavioral response patterns
What is personality?
Behavior is the range of actions or mannerisms made by an individual
What is behavior?Personality is a strong driver of Behavior
PersonalityBehaviorReputationSlide14
Your Responses Represent:
(Prudence items):
I frequently do things on impulse.
People think I’m a non-conformist.
I like to do things on the spur of the moment.
I never know what I will do tomorrow.
Sometimes I enjoy going against the rules.True False
“I am a fun, spontaneous individual that looks forward to starting each day with a clean slate, ready to meet whatever challenges life has to offer.”
identitySlide15
Our Interpretations Represent:
(Prudence items):
I frequently do things on impulse.
People think I’m a non-conformist.
I like to do things on the spur of the moment.
I never know what I will do tomorrow.
Sometimes I enjoy going against the rules.True False
Individuals responding this way tend to be inattentive to details, resist supervision, ignore small process steps, not plan ahead, and rarely think through the consequences of their actions. identity
reputationSlide16
The
Science of Personality
Background
Over 450
validation
studies, 30 years in 40 countries to predict performance in a range of jobs and
industriesThree million working adults assessed to predict performance in more than 200 occupational categories covering all major industriesHogan implemented in over half of Fortune 500 companiesSupport for 22 languagesThird Party ReviewsBuros Institute of Mental Measurements British Psychological Society (BPS)16Slide17
Reflect Starts with the Full Hogan Assessment
17Slide18
42 Personality “HICS”
18
Hogan Items
Reflect
Score
SELF-DEVELOPMENT
(Hogan)STRATEGIC SELF-AWARENESS(GMAC)
CompetitiveEasy to Live WithCulture
Reading
Imaginative
Hogan Development SurveyEducation
SkepticalSlide19
The Reflect Norm
Group: Who is Included?
19
50%
business school students
p
lus50% global workforce
Hybrid approach provides appropriate “mix” for the target marketSlide20
An Above Average Comparison Group
Example Results Distribution – General PopulationSlide21
Translation Approach
Adaptation
Maintain integrity and content of the original assessment while ensuring cultural sensitivity and relevance
Does the translated item
read correctly
(grammar, syntax, etc.)?
Does the translated item address the same content as the original item?Does the item possess cultural relevance? Will it make sense or possess the same meaning to users in the target language?Does the translated item maintain the same strength of wording as the original item (e.g., “I love public speaking” versus “I don’t mind public speaking”)?Slide22
How can Hogan ensure that scores mean the same thing across cultures?
Short Answer:
Equivalence Analyses & Global Norms
Adjective checklists
Are there any cultural differences in scale scores?
Short Answer:
Yes, but small in magnitudeHogan’s research concludes that the effects of culture on personality and culture are hard to define – we are more alike than we are different.Cultural ImplicationsSlide23
The 10 Competencies Spectrum
23
There is
no
ideal
or perfect range for
any competency
for ReflectThe round dot indicates where you scored in relation to the center of the spectrumEach side has their own unique strengths and weaknessesWhat is the ideal range?Slide24
Competency ModelSlide25
The 10 Competencies
25
10 Key Competencies
9
00 Global CompaniesSlide26
Reflect Overview: The 10 Competencies
Strategic Vision
26
Combines one’s own ideas with those of others to envision the possibilities and map out a road to a better future.
Generates new and unique ideas; makes connections among previously unrelated notions; adds value to situations requiring original thinking
Innovation
Takes into account project priorities and available resources to reach goals in the most efficient, timely, and cost effective way possible.
Operational Thinking
Recognizes and understands issues, problems, and opportunities; develops potential alternatives or courses of action; selects a course of action based on
likelihood
of success
.
Decision Making
Recognizes own strengths and weaknesses and uses that information to guide personal growth and development.
Strategic Self-AwarenessSlide27
Reflect Overview: The 10 Competencies
Resilience
27
Performs well under pressure or challenges (e.g. time, ambiguity, etc.); rebounds quickly from a setback.
Establishes high performance standards for self and others; assumes personal ownership and accountability for achieving goals.
Drive
Communicates persuasively in individual and group situations; adjusts approach, tone, language and non-verbal cues to the characteristics and needs of the audience
.
Interpersonal Intuition
Builds trust-based relationships with people by treating them with dignity, respect, and fairness, while valuing their diversity in background and views.
Valuing Others
Develops positive working relationships that emphasize team accomplishment in conjunction with individual contribution.
CollaborationSlide28
92% of respondents gave a rating of 50 or higher
80%
of respondents gave a rating of
80 or
higher
Top
“additional” competencies cited by corporate recruiters were either knowledge based (project management, technology skills), or cognitive (critical reasoning, analytical skills). The 10 Competencies: AlignmentWhy only 80%? Slide29
The 10 Competencies: A Global Model
29
Global breakdown, 900
c
ompanies…
How well do competencies align?...Slide30
Reflect CoachingSlide31
Key messages (pre-assessment)
Take assessment in the language where you have the greatest level of proficiency in reading and interpretation.
Be prepared! There are over 500 questions which may seem very repetitive in nature. While this may seem tedious, our process ensures the most accurate results.
R
ead carefully to make sure you understand the question - but answer with your gut response i.e. “how you would react 90% of the time”.
If you feel tired, bored, need a break – take one (you can resume from anywhere – even your phone)
Questions will appear to repeat – this may seem tedious but it helps us generate the most accurate results.Workflow for Reflect is Assess, Discover, ImproveAssess – Complete the assessmentDiscover – read results and flag materials you want to work on, read, watch, or doImprove – personal work plan you create for your own professional self-developmentSlide32
Key messages (post-assessment)
The tool is among the most accurate soft skill assessments available today
Some of this may not “jive” with how you see yourself – this is normal (and important!!)
Tool measures your personality and preferences - “who” you are. Awareness is key point.
Personality has an outsized influence on behavior early in your career (20’s
to mid
30’s), in new situations, or when under pressure or stress.Competencies selected by 900 global corporations as “what they look at” when evaluating and sourcing talentComparison group is an ELITE set of individuals – not general populationHigh is not necessarily good, low is not necessarily bad – there is NO IDEAL RANGEFocus is on changing your BEHAVIOR – new tools to enhance your interpersonal skillsStart small – pick 1 or 2 things to try for 30 days (don’t “go big”)Slide33
Results Coaching
33
There is
no
ideal or perfect range for any competency for Reflect
The round dot indicates where you scored in relation to the center of the spectrum
Each side has their own unique strengths and weaknesses
What is the ideal range?Slide34
Interpreting Your Results: Innovation
34
May
find that you struggle with following through or executing
tasks
May have difficulty focusing when engaging in repetitive processes or detailed tasks
“Dark Sides” of High Results
Practical approach likely allows you to determine the true feasibility of ideasLikely prefer implementation over brainstorming“Bright Sides” of Low ResultsSlide35
Interpreting Your Results: Operational Thinking
35
May
struggle with unexpected change
May
be intolerant of uncertainty or ambiguity
“Dark Sides” of High Results
May be “at your best” during times of changeLikely exhibit a “results focused” attitude“Bright Sides” of Low ResultsSlide36
Interpreting Your Results: Decision Making
36
May
not involve others in the decision making
process
May
be perceived as overly confident and inflexible by peers
“Dark Sides” of High ResultsMay foster a sense of collaboration by involving others in decision makingLikely generate simple solutions or follow proven processes without attempting to “reinvent the wheel”“Bright Sides” of Low ResultsSlide37
Interpreting Your Results: Strategic Vision
37
May
overanalyze situations when a simple solution is
best
May
lose sight of short-term implications of “big picture” ideas
“Dark Sides” of High ResultsLikely are aware of short term implications and current issuesTake the initiatives/visions of others and provide evaluations or appropriate actions given short term implications.“Bright Sides” of Low ResultsSlide38
Interpreting Your Results: Strategic Self Awareness
38
May
be overly concerned with the approval of
others
May
be overly self-critical
“Dark Sides” of High ResultsLikely seen as self-confident in times of stressMay not be easily influenced by social pressures or opinions of others“Bright Sides” of Low ResultsSlide39
Interpreting Your Results: Resilience
39
May
underestimate the gravity or severity of certain
issues
Others
may interpret you
as nonchalant or too laid back“Dark Sides” of High ResultsOthers probably appreciate the clear passion you exhibit for your workProbably exhibit urgency to complete tasks in a timely manner“Bright Sides” of Low ResultsSlide40
Interpreting Your Results: Drive
40
Competitive
nature may inhibit your ability to work in collaborative
environment
May
be seen as overly competitive by colleagues
“Dark Sides” of High ResultsMay be seen as the consummate team playerOthers may see you as unassuming and humble“Bright Sides” of Low ResultsSlide41
Interpreting Your Results: Interpersonal Intuition
41
May
overanalyze nonverbal behavior of
others
Others
may perceive you as being “inconsistent” as you use social savvy to adjust your message & behavior to different audiences
“Dark Sides” of High ResultsOthers likely appreciate your honestyMay be respected for ability to be forceful and deliver the tough message“Bright Sides” of Low ResultsSlide42
Interpreting Your Results: Valuing Others
42
May
worry too much about others feelings when making business
decisions
Tend
to focus on “people issues” and may overlook business issues in lieu of “people issues”
“Dark Sides” of High ResultsMay be appreciated for ability to deliver “business results”Likely known for meeting deadlines and getting things done“Bright Sides” of Low ResultsSlide43
Interpreting Your Results: Collaboration
43
You
may struggle when tasked with an individual project or
assignment
May
unnecessarily seek to involve others
“Dark Sides” of High ResultsYou likely excel at creating work products on your ownLikely excel in work environments where individual contribution is valued“Bright Sides” of Low ResultsSlide44
Wrap
U
p Notes to FacilitatorsSlide45
What’s Unique About Reflect?
More than an Assessment:
Personalised results with a broad range of learning resources that help students create action plans to further their educational and professional development and drive their future success.
Uses the
Language of
Business:
Results presented through the lens of business may help users better understand and promote themselves to employers.A Proven Competency Model: The 10 competencies have been deemed important by over 9
00 corporate recruiters around the world.20+ Languages: The assessment is available and has been culturally adapted for use in 20+ languages.45Slide46
Notables
Bulk purchases includes onsite facilitator training
Access to aggregate results for all users
Access to the tool and all resources for
three yearsAssessment available in 22 languagesSlide47
Sample of Facilitator Training Activities