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1 HPTI North America / 1 Copyright © 2018 Thomas International Ltd High Potential Trait Indicator Online Certification: Session Three HPTI North America/ 2 Copyright © 2018 Thomas International Ltd Your Facilitator HPTI Sessions facilitator: Sharon Jones Senior Facilitator and Consultant, Thomas North America 15+ years’ experience in Leadership roles, UK and Canada 10+ years’ designing, delivering, facilitating powerful workshops

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Page 1: High Potential Trait Indicator Session 3 - Slides for... · 2019-05-24 · 7 Copyright © 2018 Thomas International Ltd HPTI North America/ 13 Application HPTI –Talent Acquisition

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HPTI North America/ 1Copyright © 2018 Thomas International Ltd

HPTI North America / 1Copyright © 2018 Thomas International Ltd

High Potential Trait IndicatorOnline Certification:Session Three

HPTI North America/ 2Copyright © 2018 Thomas International Ltd

Your Facilitator

HPTI Sessions facilitator: Sharon JonesSenior Facilitator and Consultant, Thomas North America15+ years’ experience in Leadership roles, UK and Canada

10+ years’ designing, delivering, facilitating powerful workshops

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HPTI North America/ 3Copyright © 2018 Thomas International Ltd

Overview: Online HPTI Certification Process

1. Pre-training meeting with your consultant2. Attend all three 90-minute online sessions (two must be

live)a) Tuesday May 28th 1.30pm ESTb) Tuesday June 4th 1.30pm ESTc) Tuesday June 11th 1.30pm EST

3. One-on-one consultant session: discuss your first business priority for the HPTI

HPTI North America/ 4Copyright © 2018 Thomas International Ltd

Watch For These Icons

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HPTI North America/ 5Copyright © 2018 Thomas International Ltd

What High Potential is

Why personality is a foundation for potentialThe 6 traits of the HPTI; how lower v higher levels show upWhy the HPTI versus other personality assessmentsThe relevance of each trait to senior leadership

What You Learned In Sessions One And TwoQuestions from previous sessions?

How to read a dashboard

What the score zones mean in each trait

The effect of one trait on another: combining traitsDerailers for senior leaders –at either end of the continuum

Strategies to develop traits

HPTI North America/ 6Copyright © 2018 Thomas International Ltd

Reminder: HPTI Traits

Conscientiousness

Combines self-discipline, an organized approach to work and

the ability to control impulses which others might give in to

Adjustment

Scores indicate how individuals react emotionally to stress,

external events, pressures and relationships

Curiosity

This describes how people approach novelty, innovation, change, new information and,

methods

Risk Approach

Indicates how someone deals with challenging, difficult or

threatening situations

Ambiguity Acceptance

Ambiguity acceptance describes people’s reaction to complexity and contradictory information:

situations where outcomes, decisions, argument and evidence

are not immediately obvious or clear

Competitiveness

Competitiveness describes people’s relative desire to win, need for power and reaction to

winning and losing

Module 3, pages 1 - 6

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Refresher Session 2: Matching Risk Approach Ambiguity Acceptance Competitiveness

Match each trait score to THREE descriptors:

A. Thrives in change and uncertainty

B. Tackles challenges head-on

C. Enjoys a collaborative environment

D. May be perceived as unclear or unfocused

E. Cooperative and enjoys achieving goals

F. May be perceived as confrontational

G. Open to information from multiple sources

H. Quite ambitious and enjoys winning

I. Shows courage to challenge others

HPTI North America/ 8Copyright © 2018 Thomas International Ltd

Refresher Session 2: Matching: Answer

Risk Approach Ambiguity Acceptance Competitiveness

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HPTI in relation to Job Demands

Comparing candidates to the Job Demands

Application of the HPTI in recruitment and development

Responsibilities in providing HPTI feedback

Use the debrief script for providing high value feedback

Session Three: Learning Objectives

HPTI North America/ 10Copyright © 2018 Thomas International Ltd

Today’s Agenda: Modules 6 And 7

Module 7 Feedback of the HPTI scores

Module 6 Job demands

Module 5 Leadership

Module 4 Interpreting the HPTI results

Module 3 The HPTI

Module 2 Personality

Module 1 High Potential

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HPTI North America/ 11Copyright © 2018 Thomas International Ltd

Prework For Session Three

1. Review modules 6 and 7 in the HPTI manual (optional)

2. Review the three candidate’s scores on Module 6 (pages 2, 3, and 4) and make notes in preparation for a live case study

HPTI North America/ 12Copyright © 2018 Thomas International Ltd

Job Demands

Module 6

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Application HPTI – Talent Acquisition Of Leaders

Today:Learn & Practice

Case Study VP Ops. Role Get a foundational

understanding

Session 4: Consultant-LedApply learning to your opportunity

Ongoing Thomas Support for your leadership talent acquisition projects

Discuss your organizations needs Work through your leadership role and applying HPTI Review interview questions Plan and define outcomes/ metrics for your project

Continued support for your project Discussing and implementing other projects Measuring and sharing successes Continuing to build your capability as a certified

and trained HPTI Analyst Maybe share your success on a video clip!

Additional Resources Post Session 3, in preparation for Session 4: 1. HPTI Application, Talent Acquisition of Leaders 2. HPTI Application, Talent Acquisition of Graduates

HPTI North America/ 14Copyright © 2018 Thomas International Ltd

Considerations – Job Demands And Optimality Probability of an individual having 6 optimal scores – Less than 1% of the population

The HPTI Optimal Zone represents the proven Senior Leadership Benchmark for North America (Sample C-Suite, Vice Presidents and Directors)

The Senior Leadership Job Benchmark is scientifically validated through the senior leaders’ HPTI results and performance metrics

An individual may score in the optimality zone (best potential for senior leadership) but have no work experience – it’s about potential for senior leadership, not competence

When individuals take the HPTI, their score zone indicates the level/ intensity for an HPTI personality trait. When considered in relation to the optimal zone it provokes discussion, questions and possible development opportunities

There are other factors beyond the HPTI that affect the role:• Cognitive demands• Industry, size of company, culture of the organization• Experience and competence• Expected career path for this role – succession, how soon?

Probability of scoring in Optimal zones based on General Population:

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Case Study: Application HPTI For Talent Acquisition

Module 6, pages 1

Fabulous Fresh Foods We’re hiring a Vice President of Operations to provides the

leadership and vision to improve the operational performance and growth of our supermarket chain.

1) Establish HPTI Job DemandsHPTI traits and optimal zone alignment

2) Assess CandidatesHPTI assessment and interview questions

3) Onboarding New HiresHPTI assessment for engagement and development

Have your laminated reference cards available for this case study:- FEEDBACK SHEET (bubble images of lower and higher traits)- FACTOR DEFINERS (Perceived positives and negatives)

HPTI North America/ 16Copyright © 2018 Thomas International Ltd

Intake Discussion With The Hiring Manager

Goals for the Meeting:

Explain what the HPTI is, what it measures and why you want to use it in the Talent Acquisition Process

Connect your Leadership Competencies and Role Description to the HPTI

Determine which traits are most important for the role and important to be in the Optimal Zone

Let the Hiring Manager give input, engage him/her to get buy-in

Prior to advertising, you and the hiring manager have consensus on the HPTI role demands

Additional Resources Post Session 3, in preparation for Session 4: 1. HPTI Application, Talent Acquisition of Leaders 2. HPTI Application, Talent Acquisition of Graduates

Establish HPTI Job DemandsHPTI traits and optimal zone alignment

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V. P. Operations - Fabulous Fresh Food: Role DetailsReporting to COO, the VP of Fabulous Fresh Food Operations provides the leadership and vision to improve the operational performance and growth of the Fresh Food supermarket chain. We are a performance-driven culture where trail-blazing is recognized and risk-taking is rewarded.

Principal Responsibilities:

Identifies, develops and implements innovative store initiatives to grow customer base across the country Supports the company to achieve and surpass sales, profitability, cash flow and business goals through operational

excellence Relentless in continuous improvement methodologies and practices that improve the efficiency of all store operations. Strategic and analytical thinker, with the ability to look into the details and interpret the impact of key business drivers. Superior problem solving and decision-making skills. Strong financial acumen coupled with broad business/operations

experience Develops and implements innovative, profitable Fresh Food initiatives involving collaboration with multiple stakeholders,

managing risk and supporting and influencing change management initiatives Collaborate with the management team to develop and implement plans for the operational infrastructure of systems,

processes, and personnel designed to accommodate the rapid growth objectives of our organization Excellent time management, planning and organizational skills with the ability to manage multiple priorities and make

quick decisions Strong influencing and negotiation skills with demonstrated ability to close profitable contracts with large, key vendors Flexible, creative approach to business to seize opportunities and gain competitive position for the organization

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Map The Role Demands To HPTI Traits – VP Ops.Tasks – Day-to-day activities of the role Results – tangible, measurable targets

Identifies, develops and implements innovative store initiatives

Growth of customer base

Responsible for operational excellence Achieve & surpass sales, profit, cash flow & business goals

Implement continuous improvement methods & practices Improve efficiency of all store operations

Strategic data analysis & superior problem solving Analyze the impact of key business drivers

Innovate, collaborate, risk and change – multiple stakeholders

Implements profitable, new initiatives

Collaborates with management team – infrastructure & people

Facilitates rapid growth

Time management, planning, organizing, competing priorities

Manage multiple priorities and makes quick decisions

Influencing and negotiating with key vendors Large, profitable contracts closed

Flexible & creative to seize opportunities Gain competitive position for companyModule 6, pages 1

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Intake Meeting – Map Conscientiousness To The Role

HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?

ConscientiousnessCapacity for self-motivation, organizing and planning

Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:

Yes No

Self-motivation Staying the course, despite difficulties Setting and meeting long-term goals Dependable and persistent to achieve results Strong execution against goals and targets Leading and motivating others to achieve challenging goals

Role suggestions: Most roles require this trait. It’s the most stable HPTI trait. This is a trait that aligns strongly with all three dimensions of potential; namely Foundational, Growth, and Career.

HPTI North America/ 20Copyright © 2018 Thomas International Ltd

HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?

AdjustmentEmotional resilience to stressors, difficulties, and challenges

Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:

Yes No

Withstanding stress and keeping emotions in check Strong emotional resilience during change / challenges Controlling negative thoughts and anxiety Projecting a confident, positive image Staying calm under pressure and stabilizing emotionally charged people/situations Coping with multiple competing priorities and urgency

Role suggestions: Most roles require this trait. It’s the second most stable HPTI trait. It aligns with two dimensions of potential, namely; Foundational and Career. The more demanding / high stress the role, the more the requirement for an optimal score.

Intake Meeting – Map Adjustment To The Role

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HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?

CuriosityLikes novelty; learning and variety, open to new ideas

Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:

Yes No

Open to new ideas and different ways of approaching work Significant demands for curiosity and innovation, versus stability and consistency Interested in novel opportunities and / or leading innovation Challenging the status quo and being highly adaptable Identifying new ways of getting things done Novelty and innovation as a competitive advantage

Role suggestions: This trait aligns with two dimensions of potential: namely Foundational and Growth.

Higher demand: Roles where innovation, novelty and adaptability are important; e.g. Marketing, Sales, Strategic Leadership

Lower demand: Roles governed by policy, rule, procedures where consistency and retaining status quo are important and avoiding risk is critical; e.g. Operations, IT, Risk

Intake Meeting – Map Curiosity To The Role

HPTI North America/ 22Copyright © 2018 Thomas International Ltd

HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?

Risk ApproachCapacity to make reasoned decisions in the face of difficulty, proactive in confronting challenging people / situations

Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:

Yes No

Proactive approach to challenge, difficulty; risk, and conflict Significant risk taking / dealing with push-back without getting discouraged Willing to have difficult conversations / confront people to solve problems Standing up for themselves / their values despite antagonism Demonstrating leadership courage to go against popular opinion Willing to do what’s difficult versus popular, in the best interests of the organization

Role suggestions: This trait aligns with two dimensions of potential, namely Foundational and Career.

Higher demand: Roles with a difficult, confrontational environment where leadership courage and holding position is needed. Dealing with strong opposition / difficult team members and being comfortable to challenge and confront opinions and behavior; to move the business forward.

Lower demand: Managing specialist roles where confrontation and challenging people is limited due to specialist knowledge prevailing.

Intake Meeting – Map Risk Approach To The Role

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HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?

Ambiguity AcceptanceReceptiveness to complexity, inconsistency and incongruency; thrives in uncertainty and complexity

Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:

Yes No

Capacity to thrive in complex / uncertain situations Independent, high-stake decision making Dealing effectively with contradictory / mixed information and differing opinions Managing complexity; change, and ambiguity confidently Enjoys the challenge of finding the way forward where there are many options, and no clear

path Prepared to deal with complex problems and resisting the default to over-simplify the solution

to gain control to gain control, versus finding the best solution

Role suggestions: This trait aligns with two dimensions of potential: namely Growth and Career.

Higher demand: Roles with a broad, strategic scope of operation where change and complexity and frequent and there is little / no precedent for decision making.

Lower demand: Roles that are clear, unambiguous and governed by precedent / policy / knowledge (e.g.: financial management and risk).

Intake Meeting – Map Ambiguity Acc. To The Role

HPTI North America/ 24Copyright © 2018 Thomas International Ltd

HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?

CompetitivenessDesire for professional success; recognition, and achievement

Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:

Yes No

Enjoys personal and team competitions, and winning Driving, monitoring and measuring personal and tram goals; enjoys competing to win Ambition, drive; and achievement orientation Enjoys positions of power; influence, and recognition Encouraging healthy competition Challenging others to improve performance

Role suggestions: This trait aligns with two dimensions of potential: namely Growth and Career.

Higher demand: Roles where a competitive environment is required and performance metrics determine success (e.g.: sales, and roles that are scoreboard / metrics focused where the leader needs to compete).

Intake Meeting – Map Competitiveness To The Role

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Summary Of HPTI Role Demands

Trait An optimal score may be required for this

role:

The candidate has Optimal score in this

trait:

Conscientiousness Yes ( ) No ( ) Yes ( ) No ( )

Adjustment Yes ( ) No ( ) Yes ( ) No ( )

Curiosity Yes ( ) No ( ) Yes ( ) No ( )

Risk Approach Yes ( ) No ( ) Yes ( ) No ( )

Ambiguity Acceptance Yes ( ) No ( ) Yes ( ) No ( )

Competitiveness Yes ( ) No ( ) Yes ( ) No ( )

HPTI North America/ 26Copyright © 2018 Thomas International Ltd

Applying The Process: Candidate And VP Ops. Role

1. Let’s review Maria Rivers against the V. P. Operations Role at Fabulous Fresh Food Supermarket Chain

2. How do her scores align with what we are looking for?

3. What questions would you ask her at an interview?

Module 6, page 3

Assess CandidatesHPTI assessment and interview questions

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Process: Assessing A Candidate’s HPTI For Role Fit

Step A: Assess the number of traits in the optimal zone (The more optimal zones the stronger the leadership potential)

Step B: Review the Conscientiousness trait score

Step C: Review the Adjustment trait score

Step D: Review the Curiosity trait score

Step E: Review the Risk Acceptance trait score

Step F: Review the Ambiguity Acceptance trait score

Step G: Review the Competitiveness trait score

Step H: Review the trait combinations and consider the implications

Step I: Select your ideal HPTI interview questions

Additional Resource: Session 4, one-on-oneHPTI Application, Talent Acquisition of LeadersGuidelines for Interpreting HPTI and Reports, page 3 to 9

HPTI North America/ 28Copyright © 2018 Thomas International Ltd

Maria Rivers: Assessing HPTI For Role Fit Conscientiousness: Will she rise to the

role demands of strong planning, executing on goals, and managing herself and others in an organized proactive way?

Adjustment: How will Maria cope with the significant stressors of the role? How will she manage her emotions in times of stress and how would it likely affect the team?

Curiosity: How will she meet the demands of the role to be innovative and flexible?

Risk Approach: What is the impact in a role that requires risk taking and challenging others? How will she deal with inter-personnel team problems?

Ambiguity Acceptance: How will she cope with managing a work environment that is fast changing and complex with multiple competing priorities?

Competitiveness: The role requires healthy competitiveness, how will she manage the balance between competitiveness and collaboration? Module 6, pages 3 & 5

Maria Rivers

VP Role demands focus on:• Optimal Conscientiousness• Optimal Adjustment• Optimal Risk Approach

Moderate score indicates: she may be quite organized, quite self motivated but at times may be undisciplined and more spontaneous

Low score indicates: likely challenges around emotional resilience, maybe moody, sometimes negative, can be anxious

Moderate score indicates: likely curious, likes some new learning; some stability and focus on the tried and tested

Moderate score indicates: average comfort with confronting people and situations, may avoid conflict

Low score indicates: a preference for methodical, clear straightforward and avoiding ambiguity

Excessive scores indicates: ambitious, can be aggressive and too competitive, not collaborative enough

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Maria Rivers – Sample Interview Question Adjustment Interview Question

What is the most stressful situation you have encountered at work in the last 12 months and how did you handle it?

Additional Resource: Session 4, one-on-oneHPTI Application, Talent Acquisition ofLeaders, Interview Questions page 9 to 13

Answers should reflect:

The situation identified is a high-stress situation that aligns with role-demands you are interviewing for (situation lets you see what they determine is “most stressful”)

Their ability to handle stress, manage anxiety and frustration and channel their anxiety into being effective in the situation

Positive healthy coping mechanisms, e.g. able to pattern interrupt/ collaborate with others/ exercise/ “this too shall pass attitude”

Calm, stabilizing, confident behaviors, even viewing stress as a challenge to overcome

Demonstration of their self-awareness of their adjustment capabilities and their impact on others’ goals

HPTI North America/ 30Copyright © 2018 Thomas International Ltd

What Does HPTI Not Tell Us?

How much self-awareness the person has

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Leveraging HPTI For OnboardingOnboarding New HiresHPTI assessment for engagement and development

HPTI Traits Hints for Engaging and Motivating Optimally

ConscientiousnessOptimal and Excessive

• Enjoy the autonomy of making goals, plans and schedules and executing on them to provide clear expectations.

• Their focused approach and tenacity will pace-set the team to achieve but remind them it’s OK to relax and have fun sometimes.

ConscientiousnessModerate and Low

• Show an interest in their goals and provide support for long-term planning and deliverables.

• Cooperative and collaborative on the team, find out what motivates them and use this to encourage them.

Additional Resource: Session 4, one-on-oneHPTI Application, Talent Acquisition of Leaders, Application of the HPTI scores and report during onboarding, page 14 and 15

Maria Rivers has moderate Conscientiousness. Consider the effect of her scores and how to onboardher for maximum engagement and uptake in the role.

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Feedback of the HPTI scores

Module 7

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Application HPTI – Talent Development Of Leaders

TodayLearn & Practice

Best practice guidelines for feedback Learn how to prepare and use the HPTI Feedback Script Listen to a feedback simulation

Session 4 Consultant-LedApply learning

to your opportunity

Ongoing Thomas support for your leadership talent

development projects

Discuss your organizations needs Work through applying HPTI to leadership debriefing, development and

auditing groups Plan and define outcomes/ metrics for your project

Continued support for your project Discussing and implementing other projects Measuring and sharing successes Continuing to build your capability as a certified

and trained HPTI Analyst Maybe share your success on a video clip!

Additional Resources Post Session 3, in preparation for Session 4: HPTI Application, Talent Development of Leaders Guide to facilitate debriefs, development discussions and group audits using HPTI

HPTI North America/ 34Copyright © 2018 Thomas International Ltd

Debrief: Application HPTI For Talent Development

Module 6, pages 1

1) Communication and preparation for HPTI Debrief

2) Delivering an HPTI debrief

3) Celebrating strengths and identifying development opportunities

Have your Debrief Script available for this application(Sent with the slides prior to the session)

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Three Areas Of Preparation For Debriefing HPTI

Step 1 Preparing yourself

Step 3 Preparing the environment

Step 2 Preparing the candidate

Module 7, page 14

Communication and Preparation for the HPTI Debrief

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Responsibilities In Providing HPTI Feedback

Module 7, pages 8 to 13 11

Responsibilities – ensure a fair, positive experience for the candidate/ employee anddemonstrate and objective and sensitive approach to providing feedback:

Be clear on the purpose for giving HPTI feedback

Respect individuals’ privacy and confidentiality

Treat all individuals’ with the same level of respect and professionalism

Be objective and provide feedback in a sensitive, honest and meaningful way

Use indicative (“Your scores suggest that ____” language rather than definitive “You are ____ “)

Consider your own style and modify to optimally engage the individual

The goal of feedback is to raise self-awareness, be thought provoking and in best case scenarios inspire the individual to take action and enhance their effectiveness at work

Communication and Preparation for the HPTI Debrief

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Communication Is Key – Prior To HPTI Admin.

Additional Resource: Session 4, one-on-oneHPTI Application, Talent Development of Leaders, Communicating to Leaders page 3

Suggested email template, for use prior to administrating the HPTI

You will receive an online invitation to complete the HPTI assessment from ______ (your administrator/ Thomas International our assessment partner). The High Potential Trait Indicator (HPTI) is a valid and reliable assessment, based on six personality traits. It helps identify leadership potential at work and takes about 10 minutes to complete. The purpose for taking the HPTI assessment is _________ (Be clear on the purpose, e.g. To enhance your self-awareness AND/OR in preparation for leadership training AND/OR as part of the leadership development program AND/OR for coaching and development AND/ OR to enhance your leadership capability for advancement into senior leadership roles).

Please set aside 10 minutes of uninterrupted time to complete this. Think of yourself in your work environment while completing each question.Full instructions and language options for completing the HPTI are available when you log on. It is important that you complete the HPTI by endof day _____ (insert date).

Upon completing your HPTI a confidential written report is available and will be returned to you by email. Your report will only be seen by you and ______. (add others who will access the report, e.g. your manager, your HR business partner, your coach, etc.)

Thank you so much for your participation. Should you have any questions, please don’t hesitate to contact me.

HPTI North America/ 38Copyright © 2018 Thomas International Ltd

Communication Is Key – Prior To HPTI Debrief

Additional Resource: Session 4, one-on-oneHPTI Application, Talent Development of Leaders,Communicating to Leaders page 3

Suggested email template, for use prior to HPTI debrief

Thank you for completing your HPTI assessment. The High Potential Trait Indicator (HPTI) helps identify leadership potential by exploring a person’s personality traits. Attached are your results which are confidential and will only be seen by ______. (e.g. your manager, your HR business partner, your coach, etc.) I am looking forward to discussing your results with you. In preparation for our meeting, please read through your report. It is important to remember that the purpose for discussing these results is __________. (Be clear on the purpose, e.g. to enhance your self-awareness AND/OR in preparation for leadership training AND/OR part of the leadership development program AND/OR for coaching and development AND/OR to enhance your leadership capability for advancement into senior leadership roles)

Please read through your HPTI report and identify the following, prior to meeting with me/ your coach to discuss the results OR attending a one-hour webinar to enhance self-awareness:

Two traits that you consider are strengths and important for your role/ our application Two traits that are development areas, where you would like to develop your leadership competence to be more effectiveAny questions you have about your HPTI report

Thank you so much for your participation. Should you have any questions, please don’t hesitate to contact me.

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Resources For HPTI Debrief

Resources for Debriefing HPTI:1. HPTI Debrief Script2. Laminated Reference Cards

Communication and Preparation for the HPTI Debrief

Additional Resources Post Session 3, in preparation for Session 4: HPTI Application, Talent Development of Leaders Debriefing HPTI page 5 to 8

Have your Debrief Script available for this application(Sent with the slides prior to the session)

HPTI North America/ 40Copyright © 2018 Thomas International Ltd

Meet Andy BainsworthAndy is a Manager of Quality Control in a manufacturing environment. Andy has consistently delivered strong performance and is now ready to move into a Director of Plant Operations. You, as a trained HPTI user, have been asked to coach Andy in terms of assuming broader leadership responsibilities. These include leading a plant-wide change initiative to cut costs and implement continuous improvement and innovation strategies. Andy will be dealing with confrontational people and situations and will be involved in complex problem solving with multiple competing priorities. The timeline is 6 months for Andy to assume the Director role.

In the pre-work, before the debrief, Andy identifiedthe following:

Two traits that are strengths:• Conscientiousness - strong planner with excellent

execution on goals• Curiosity – extremely interested and open to

new learning

Two areas of development:• Adjustment - building emotional resilience

to work stressors• Ambiguity Acceptance – focused on quick solutions,

concerned about the level of complexity andambiguity in the new role

Andy’s HPTI DashboardConscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

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Pre-Debrief Prep. Summary: Step 1

HPTI Trait Circle their score zone CommentConscientiousness Low Moderate Optimal Excessive

Adjustment Low Moderate Optimal Excessive

Curiosity Low Moderate Optimal Excessive

Risk Approach Low Moderate Optimal Excessive

Ambiguity Acc. Low Moderate Optimal Excessive

Competitiveness Low Moderate Optimal Excessive

Trait strengths to optimize Traits to Develop

1) 1)

2) 2)

Conscientiousness – strong planner, excellent goal execution

Curiosity – Interested, open new learning

Adjustment – building emotional resilienceto work stressors

Ambiguity Acc.–concerned level of ambiguity new role

Their Prework:

Andy’s HPTI Dashboard

Conscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

1. HPTI Pre-Debrief Preparation SummaryName: Andy Bainsworth

Purpose of this debrief/ feedback session: Manager Quality moving to Director Plant Ops. – coaching for assuming broader leadership. Will be involved in plant-wide change, cutting costs, continuous improvements, innovation, confronting situations and people. Their scores:

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Pre-Debrief Prep. Summary: Step 1 completed

HPTI Trait Circle their score zone CommentConscientiousness Low Moderate Optimal Excessive

Adjustment Low Moderate Optimal Excessive

Curiosity Low Moderate Optimal Excessive

Risk Approach Low Moderate Optimal Excessive

Ambiguity Acc. Low Moderate Optimal Excessive

Competitiveness Low Moderate Optimal Excessive

1. HPTI Pre-Debrief Preparation SummaryName: Andy Bainsworth

Purpose of this debrief/ feedback session: Manager Quality moving to Director Plant Ops. – coaching for assuming broader leadership. Will be involved in plant-wide change, cutting costs, continuous improvements, innovation, confronting situations and people. Their scores:

Coping stressors new role?

Complexity? Seems self-aware.

Effect on the team?

Strength, derailers?

Their Prework:

Trait strengths to optimize Traits to Develop

1) 1)

2) 2)

Conscientiousness – strong planner, excellent goal execution

Curiosity – Interested, open new learning

Adjustment – building emotional resilienceto work stressors

Ambiguity Acc.–concerned level of ambiguity new role

Andy’s HPTI Dashboard

Conscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

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Trait Intensity Summary DescriptorConscientiousness (Optimal and Excessive) Attainment OrientedConscientiousness (Moderate and Low) AccommodatingAdjustment (Optimal and Excessive) Resilient (to stressors)Adjustment (Moderate and Low) Concerned (about stressors)Curiosity (Optimal and Excessive) ImaginativeCuriosity (Moderate and Low) DependableRisk Adjustment (Optimal and Excessive) CourageousRisk Adjustment (Moderate and Low) CarefulAmbiguity Acceptance (Optimal and Excessive) BoldAmbiguity Acceptance (Moderate and Low) StableCompetitiveness (Optimal and Excessive) Goal-drivenCompetitiveness (Moderate and Low) Agreeable

1. HPTI Pre-Debrief Preparation Summary Contd.Combinations of traitsUse the table below to identify combinations of traits you’d like to explore, by combining the summary descriptors.

CommentsExcessive Conscientiousness – very disciplined and goal driven, even perfectionisticLow Ambiguity Acceptance – Stable, black and white thinking, dislikes complexityCombination: Will he push too hard and fast and not be concerned enough about exploring options when problems are significant and complex?

Pre-Debrief Prep. Summary: Step 1 completed (2)

Andy’s HPTI Dashboard

Conscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

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Using The Debrief Script1. HPTI Pre-Debrief Preparation Summary Contd. The Debrief ProcessPosition the HPTI in context with their purpose, do a quick review of the dashboard, then go step by step through each personality trait. Ask for examples of how that trait shows up at work, when is it a positive and when is it a negative? Identify one or two traits they want to act on. This requires new behaviors/ habits, focus and commitment. Ask who will help them be accountable for their commitments to act on this.

Delivering an HPTI Debrief

Have your Debrief Script available now to follow along(Sent with the slides prior to the session)

2. HPTI Debrief Scripta) Introduction and Setting the Stage

b) Describing the HPTI Report and Getting their Initial Feedback

c) Your HPTI Dashboard (refer to report page 4)

d) The Process for debriefing traits – use the same process for each trait;define trait, define two ends of spectrum (higher and lower), then:

I. Your score zoneII. Discussion questions to explore the impact of each traitIII. Development opportunities

Andy’s HPTI Dashboard

Conscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

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Using The Debrief Script – Same Process Each TraitDebriefing Traits (same process each time)

Trait Definition

Low Description of Trait

High Descriptionof Trait

Ambiguity AcceptanceReceptiveness to complexity, inconsistency and incongruency, thrives in uncertainty and

complexity.

Prefers order, consistency and a methodical approach. Ambiguity may make them uncomfortable. May tend to minimize/ remove ambiguity by being precise, specific and applying black-and-white thinking. Prefers to have tasks well set out and minimize ambiguity. May be seen as inflexible, stubborn and not open enough.

Thrives in complexity, uncertainty and ambiguity. Enjoys managing mixed information, likes big ideas with competing priorities and multiple outcomes. Tolerant and adaptable. Will seek information from a range of sources. May be seen as too vague and unclear by others and too preoccupied with grey areas, where a focused outcome could be expedient.

Lower AMBIGUITY ACCEPTANCE CONTINUUM Higher

Andy’s HPTI Dashboard

Conscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

Delivering an HPTI Debrief

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Observation: Debriefing Andy’s HPTI

Follow along with the Debrief Script

Listen for:

Flow Indicative versus definitive language Engaging with questions Getting agreement and buy-in Hearing when Andy’s traits ‘show up’

Conscientiousness Adjustment

Risk Approach Ambiguity Acceptance Competitiveness

Curiosity

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Observation: Debriefing Andy’s HPTI

Identifying Development OpportunitiesLow Ambiguity Acceptance

Celebrating Strengths and Identifying Development Opportunities

Strategies to Dial Up the Impact of Low/ Moderate Ambiguity Acceptance

1) Suppress your urge to control. The business world is getting more complex, not less so recognize that one person is unlikely to have the right solution to complex challenges. Crowd-source as many ideas as possible to enhance your chances of making the best decision, especially seek out the opinions of people who are very different to you to get diverse ideas and approaches.

2) Don’t let your pride delay you from correcting your course. Work on being willing to change your course. Ambiguity can reveal new facts at any time so be open to being wrong and choosing another way forward. Welcome new information that can change your direction/ decisions, but give you a better outcome.

3) Accept that you can’t always be right in complex and ambiguous situations. Ambiguity means sometimes you will make the wrong decision. Don’t let that put you off. Being a good leader is about making more right decisions than you do wrong. Get comfortable with making mistakes by looking at them as learning opportunities rather than something that did not work. This will get you closer to what will work.

Additional Resources Post Session 3, in preparation for Session 4: HPTI Application, Talent Development of Leaders Strategies for Enhancing the Impact of HPTI Traits Page 9 to 18 (Also includes “Dial Down”)

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Feedback On This Session: 2 Questions

1) What has been the most interesting learning from today?2) Is there anything from today you’d like more clarity on?

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Prework For Session Four: One-On-One

Pre-Work, Session 4 one-on-one:

1) Your Thomas Consultant or Client Advisor will schedule a 1.5 hour meeting with you

2) Determine your top business priority based on the three options, as a focus for your one-on-one meeting

3) A detailed Resource Document will be sent to you prior to the meeting, for your review

4) Your one-on-one will focus on your first HPTI Project

5) Certificate for HPTI will be mailed after Session 4 is completed

Note: You will have access to all three Resource Documents as a trained HPTI Analyst

1) Talent Acquisition of Leaders

How to objectively assess and identify leadership

potential when recruiting leaders.

2) Talent Acquisition for Grad. Recruitment

How to objectively identify leadership potential when

recruiting graduates.

3) Talent Development of Leaders

How to objectively identify leadership potential

and identify development opportunities. Group Audits.