high potential trait indicator - thomasclients.com session 1 - slides for participants.pdf ·...

HPTI North America/ 1Copyright © 2018 Thomas International Ltd

HPTI North America / 1Copyright © 2018 Thomas International Ltd

High Potential Trait IndicatorOnline Certification:Session One


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


The Book And Assessment Authors

Professor Adrian FurnhamProfessor of Psychology at University College

London, Founder Director of Applied Behavioural Research Associates and Founder

Director of High Potential Psychology Ltd.

Ian MacRaeDirector and co-founder at High Potential

Psychology Ltd., MSc, MBPsS, Organizational Psychologist


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

3

4


Prework

1. Read the preface and part one (pages xi to 19) of the High Potential book

2. Review modules 1, 2 and 3 in the manual (optional)

3. Answer the two questions in the manual, module 1 page 1


Watch For These Icons


Understanding the HPTI

Effectively administer, advise and use the results

Understand how the HPTI can predict performance

How to deliver high quality feedback

Consider the practical applications of the HPTI in business context

All Modules: Learning Objectives


Vote POLL 1: Your Organization’s Use Of Psychometrics

Does your organization use psychometric assessments?

A. Yes we use Thomas extensivelyB. Yes we use a selection of tools (not just Thomas) extensivelyC. We use Thomas/others for select rolesD. This is our first experience with psychometricsE. Other


HPTI Training Manual: Modules 1 - 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 PotentialToday’s agenda


Understand what high potential is, application in the workplace

Learn the three dimensions of potential

Why personality is a predictor of performance

The six HPTI traits that predict performance/HPTI validation

Which traits are the most stable and which are the most variable

Session One: Learning Objectives

First: context setting


HPTI North America / 11Copyright © 2018 Thomas International Ltd

Recruitment & selection

Leadership development

Employee engagement

High potential identification

Succession planning

Building high-performing teams

Increasing internal promotions

Employee retention

Workforce planning

Performance management

Your organization’s biggest people challenge

What are the challenges you face now & in the next 18 months – 2 years?

Copyright © 2018 Thomas International

HPTI Application In Talent Management

Talent Acquisition

• Leadership recruitment• Fast-track graduate selection

Talent Mobility

• Leadership development• Succession planning/ promotions

Talent Retention

• Strategies to optimize on potential• Early hi-potential identification

Talent Development

• Career development• Coaching and performance

management


Vote POLL 2: Rating Your Leadership Talent Pipeline

Which statement best reflects your leadership talent pipeline?

A. We have a powerful talent pipeline both internally and externally

B. We have challenges externally getting great talentC. Our internal talent pool is not strongD. This is the first time we are thinking about our talent pool E. Other


High Potential

Module 1


Question Box POLL 3: What Is High Potential?

From your prework,

1)What is High Potential?

Module 1, page 1


High Potential Is…

Likelihood of achieving that which is possibleAbility to exploit personal gifts and situationsTo realise talents one was born withTo continually learn and develop these talentsHaving something that can be realisedThe capacity for success in a clearly defined area


Question Box POLL 3: What Is High Potential In Your Organization?

From your prework:

2) What would this look like behaviorally in your workplace?

Module 1, page 1

The Three Dimensions Of Potential

Career

FoundationalGrowthAttributes that are

stable over time and predict success

Attributes and skills that manifest

with experience

Attributes that can be enhanced with guidance and

motivation

Module 1, page 3

Adapted from Silzer & Church, 2009; MacRae & Furnham, 2018


Vote POLL 4: The Most Stable Dimension For Potential

The most stable dimension of potential that predicts success is:

A: Career dimensions (which are unique to different jobs)

B: Foundational dimension (which apply across environments)

C: Growth dimension (which affect learning and development)


Answer POLL 4: The Most Stable Dimension For Potential

The most stable dimension of potential that predicts success is:

A: Career dimensions (which are unique to different jobs)

B: Foundational dimension (which apply across environments)

C: Growth dimension (which affect learning and development)


Personality

Module 2

What is personality?

Personality is a stable psychological construct that governs our thoughts, emotions and behavior.

Module 2, page 1


Why Assess Personality

Stable from early - mid adulthood

Specific traits are strong predictors of performance at work

Insightful for raising self-awareness

Can be the foundation for development activities

Module 2, page 1

Personality traits interact to influence behaviour

Second to Intelligence as a stable construct that predicts success


Personality: Trait Vs Type

TraitPlaces people on a

continuum for each of a series of personality traits. Allows for shades of grey

indicating typical response. No right or wrong answers

Type

Type is a categorization of personality. Does not allow

direct comparison of two or more individuals i.e.

recruitment

Module 2, pages 2 & 3


The HPTI

Module 3


High Potential Trait Indicator

measures POTENTIAL by focusing on measuring personality in the

workplace

The HPTI offers a unique and nuanced opportunity to predict both performance

and potential at work. Measuring personality traits, as stable characteristics,

distinguishes what cannot be taught or changed (personality) from what can be

taught/ learned such as knowledge, know-how and experience

Defining potential

• High probability of success in a defined area – senior leadership

Module 2, pages 2 & 3


Construction Of The Assessment

Combining this research, the HPTI was developed and statistically validated as a predicting measure of future leadership potential at work. See Technical Manual as well as Technical Summary for further detail on validation.

Further revisions were made to the structure of the test and the individual items, recombining the nine initial variables into the six personality traits found in the current HPTI.

MacRae & Furnham conducted a preliminary analysis of items (questions) written to measure these nine variables. Using quantitative and qualitative methods, MacRae & Furnham identified items that were reliable

and demonstrably related to work performance.

Inspired by this research, MacRae & Furnham completed a comprehensive academic review of the relevant literature and identified 9 variables which might predict high performance and high potential.

McCall, Spreitzer & Maloney (1994) published research in the Harvard Journal, identifying 11 traits / dimensions relevant for the early identification of leaders.


Conscientiousness

Adjustment

Curiosity

Risk Approach

Ambiguity Acceptance

Competitiveness

Most stable

Most variable

Traits Order Of Importance

Most important

Most contextual


Reliability Of The Assessment

Scale Reliabilities• Cronbach’s ⍺ aligns with past research, and a recent North American

sample• 13 items/scale• A test highly consistent if its reliability alpha coefficient is over .7.

TraitsReliability

USA and CanadianEnglish Sample Group

ReliabilityCanadian French

Sample Group

ReliabilityUnited Kingdom

English Sample Group

Conscientiousness .74 .71 .77

Adjustment .81 .80 .78

Curiosity .82 .82 .80

Risk Approach .72 .74 .74

Ambiguity Acceptance .75 .72 .72

Competitiveness .77 .79 .74

NOAM HPTI Technical Summary


Validity Of The AssessmentConstruct validity

“Big Five” Five Factor Model (FFM) show high correlations with HPTI.• FFM Openness significantly positively correlated with HPTI Curiosity.

Criterion-related validity

HPTI traits correlate with success at work, education, and life. (Global research)

HPTI traits correlate with 15 well-founded leadership competencies. (North America study)• Curiosity and Innovator; Adjustment and Proactive Conflict Manager

HPTI traits correlate with individual and organizational performance. (North America study)• Adjustment and Profit Growth; Risk Approach and meeting Individual Performance Targets;

Curiosity and Revenue Growth; Ambiguity Acceptance and Organizational Revenue (Size of Org.)



Equity And Fairness Of The Assessment

HPTI has been developed specifically for the workplace. Does not ask about your personal life.

Study of the North American norm showed no adverse impact towards:• Gender• Age• Ethnicity• First language

HPTI items (questions) have a grade five reading level.



Copyright © 2015-2017 Ian MacRae & Adrian Furnham. All rights reserved. HPTI is a joint trademark of High Potential Psychology Limited and Thomas International Ltd

Sample HPTI Trait 1

Sample HPTI Trait 2

To z-scores

Sample HPTI Trait 2

Sample HPTI Trait 1

To plotted data in a 0-100 scale

Sample HPTI traits distribution

From raw scores

To HPTI Trait Scoreboard

HPTI – Optimality Model

Module 4, page 7


HPTI Assessment – Differentiators HPTI designed to address a lack in available personality testing tools

that were empirically validated and tested with professional samples

Research shows that HPTI Traits are universal – positive for global scalability

All facets of HPTI research and test items have their foundation in personality models based on work

The HPTI has been validated with North American norms and North American scientific Research that statistically validates HPTI traits for leadership success and performance and to predict leadership potential (Rising Above Opinions, Thomas North American Leadership Research Study 2018)

HPTI has a built in Leadership Benchmark norm, allows you to assess your talent for potential against a Leadership Benchmark built on the HPTI traits of a senior leadership sample validated with their proven performance metrics (e.g. annual revenue growth, annual EBITDA growth, annual employee engagement scores, annual turnover)

Module 1, page 2


The Optimality Zone

Excessive

Low

Moderate

Optimal In 2: 19%

In 1: 35%

Optimal zones are the Leadership Benchmark norm, which allows you to assess your talent for potential against a Leadership Benchmark built on the HPTI traits of a senior leadership sample validated with their proven performance metrics.

Probability of scoring in Optimal zones based on

General Population:

In 6 or 5: <1%

In 4: 2%

In 3: 6%

In 0: 38%

How the HPTI traits fit into the 3 dimensions of

potential

Career

FoundationalGrowth

AdjustmentRisk Approach

Competitiveness

Conscientiousness

Curiosity

AmbiguityAcceptance

Module 1, page 6Adapted from Silzer & Church, 2009; MacRae & Furnham, 2018


The Six Traits Of The HPTI

Diving into the detail


Conscientiousness Definition

Conscientiousness is a combination of self-discipline, organization, and impulse control

Why is Conscientiousness critical to Leadership?

Module 3, page 1


Answer: Why Conscientiousness Is Critical In Leadership

Establishing and executing on strategic plans and goals

Managing others to achieve goals and priorities

Manages self and others in an organized, proactive way

Sets a good example of being steadfast and tenacious despite setbacks

Achievement oriented and holds others accountable for achieving high quality results

Copyright © 2018 Thomas International HPTI North America/ 39

Conscientiousness – Most Stable Trait

Optimal ScoresIndicate the ideal level of the trait for leadership potential and the capacity for:

- Self-motivating and staying the course despite difficulties

- Setting and achieving short and long term goals

- Being persistent, self-disciplined and dedicated to achieving results

- Taking deadlines and commitments seriously and striving to meet them

- Leading, motivating and challenging others to achieve their goals

- Strong execution and follow-through to achieve goals and targets


Adjustment Definition

Scores indicate how individuals react emotionally to stressors, circumstances, and relationships with other people

Why is Adjustment critical to Leadership?

Module 3, page 2


Answer: Why Adjustment Is Critical In Leadership

Manage the stress of their leadership role and the realities, difficulties and challenges that come with it

Remains positive and confident despite a high-stake stressful environment and challenging, demanding people

Is emotionally resilient and sets a good example for others in staying calm in the face of stress and adversity

Positive and proactive in managing stressors

To allow the leader to be the ‘receptacle of stress’


Adjustment – Second Most Stable Trait


- Showing emotional resilience

- Controlling negative thoughts and anxiety

- Projecting a confident, positive image in high-stake or stressful situations

- Stabilizing emotionally charged situations using confidence

- Capacity to handle significant work stressors like multiple competing priorities, urgency,

rapidly changing demands, complexity and people issues


Curiosity Definition

Why is Curiosity critical to Leadership?

Curiosity describes a person’s approach to new information, methods; and approaches.

Module 3, page 3


Answer: Why Curiosity Is Critical In Leadership

Staying current with new and innovative approaches within the industry

Learning from advancements and novel approaches

Innovation and challenging others with novel ideas

Adaptable, open and flexible to change and new ways of doing things

Creating new processes and products that help the organization to be competitive


Curiosity – Third Most Stable Trait


- Showing an open approach to new ideas, approaches, change

- Enjoying novelty and innovation (versus stability, dependability, consistency and maintaining the tried and tested)

- Being open to new ideas, interested in new and different opportunities, adaptable- Willing to challenge the status quo- Showing a willingness to learn new things and be adaptable


Risk Approach Definition

How a person deals with challenging, difficult or threatening situations

Why is Risk Approach critical to Leadership?


Answer: Why Risk Approach Is Critical In Leadership

Proactively deals with problems to resolve them quickly and constructively

Courage to confront challenging people and situations before they become an issue requires interpersonal skills

Will take a stand, despite opposition, to deliver optimum results for the organization

Sees risk as a challenge to be taken on and solved

Role models accepting and managing risk and supports others on the team to cope with risk

Module 3, page 5


Risk Approach – Fourth Most Stable Trait


- Taking a proactive approach to challenge, difficulty, risk and conflict- Willing to take significant risk and manage risk, without getting deterred/discouraged- Comfortable to confront difficult situations/ people and solve problems logically- Standing up for themselves/ their values/ the organization’s position, despite antagonistic people / situations- Demonstrating courage in leading people in difficult circumstances- Going against popular opinion to take advantage of opportunities or make improvements to the overall business


Ambiguity Acceptance Definition

Ambiguity acceptance describes reaction to mixed information and complexity


Ambiguity Acceptance And Curiosity


= complexity

Curiosity =

novelty


Ambiguity Acceptance Definition

Ambiguity acceptance describes reaction to mixed information and complexity

Why is Ambiguity Acceptance critical to Leadership?

Module 3, page 6


Answer: Why Ambiguity Acceptance Is Critical In Leadership

Managing a work environment that is fast changing and complex

Supporting the team in dealing with complexity and ambiguity

Collaborates and seeks input from others to solve complex problems and get the best output

Comfortable to make good decisions when there are multiple priorities, multiple stakeholders and competing options available

Capacity to receive conflicting information and opinions and filter a response


Ambiguity Acceptance – Fifth Most Stable Trait


- Thriving in complex/ uncertain situations or environments

- Making decisions and activating, despite complexity

- Comfortable dealing with mixed information, conflicting opinions and different opinions

- Will collaborate and seek out information from a variety of sources to ensure the best decision, despite contradictions, uncertainty and ambiguity


Competitiveness Definition

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

Why is Competitiveness critical to Leadership?

Module 3, page 6


Answer: Why Competitiveness Is Critical In Leadership

Thrives in a competitive environment

Influencing and exciting people to achieve goals and win

Rises to challenges that require overcoming obstacles and winning

Seeking achievement and accomplishments in the working environment that are achieved through competing

Supports and encourages the team to achieve their goals


Competitiveness – Sixth Most Stable Trait


- Capacity to drive for personal (or group) recognition, improvement or performance- Ambitious, driven and achievement orientation approach- Competitive, rising to challenges enjoying monitoring their own or their team’s success- Encouraging healthy competition and challenge others to produce or perform to higher levels- Showing a strong desire for success and a determination to achieve it


Match the statement to the trait and record your answers in the questions box.

Showing an open approach to new ideas, approaches, change

Strong execution and follow-through to achieve goals and targets

Ambitious, driven and achievement orientation approach

Stabilizing emotionally charged situations using confidence

Making decisions and activating, despite complexity

Comfortable to confront difficult situations and/or people

Test Your Learning


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 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


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?


Prework For Session Two

1. Review your report: identify a trait that’s a strength and one that’s a development opportunity

2. Review the North American High Potential Study ‘Reaching New Heights’ (Optional)

3. Review modules 4&5 in the manual (optional)

high potential trait indicator - thomasclients.com session 1 - slides for participants.pdf ·...

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