An assessment tool to measure Human Potential in Organizations

1. 1
The
HUMAN POTENTIAL
Assessment Tool:
A Tool to Measure and Unlock
Human Potential Within Individuals and Organizations
Mark Vandeneijnde
Sujith Ravindran

2. 2
Agenda
1. The Need
2. The Solution
3. Benefits & Reasons to Believe
4. Case Studies
5. Early Adopter Testimonials
6. About Us
7. Next Steps
8. Q&A

3. 3
Why focus on Human Potential?
• We are reaching the limits of current value creation
paradigm (cost cutting, restructuring, process reengineering,
product upgrades, pricing, geographical expansion…)
• There is a deep yearning for meaning
• Our unique gifts and talents are under-utilized
• The societal challenges we face are increasing
Human Potential maximization is the
next value creation frontier!
1.
The Need

4. 4
Data points
“Meaning” is #1 driver of
employee engagement /
satisfaction (P&G Employee
survey & Mega trends research)
1.
The Need

5. 5
Data points
 Our data show only 50-60% of an individuals talents & gifts
are being used
 Current growth is unsustainable (source: IUNC)
1.
The Need

6. 6
Business leaders need a tool that can
answer the following questions:
 What % of my organization's human gifts/talents are
being utilized?
 What new business opportunities would emerge if the
human potential of my organization was maximized?
 How much can my organization gain from a 5%
improvement in HP utilization?
 Which levers will yield the greatest returns on my
human capital?
1.
The Need

7. 7
How do we measure Human
Potential?
We measure Human Potential along:
- 4 states
- 24 dimensions
2.
The Solution

8. 8
Types of questions we ask
(on 4-point agreement scale)
2.
The Solution

9. 9
How does the HUMAN POTENTIAL
Assessment Tool help?
 Comprehensive measure of 24 interconnected dimensions
for Human Potential utilization (what gets measured gets done)
 Examines your core / deepest values (not your personality, not
your transpersonal roles)
 Identifies key levers / focus areas for improved Human
Potential utilization
 Enables the road-mapping of organizational transformation
3. Benefits
& R2B

10. 10
How to interpret the “House”
framework?
The “BEING Leader”
DEFINITION:
- Stated awareness: Measures
how well we know ourselves
(foundation pillar of House)
DEFINITION:
- Actualized awareness:
Measures extent to which
this knowledge is put into
practice on a day-to-day
basis (3 vertical pillars of
House)
3. Benefits
& R2B

11. 11
Individual case study
INSIGHT: There was a
misalignment between her
ideals and the ground
reality at her work. So she
was trying to force her
external environment!
4.
Case Studies

12. 12
Organizational Case Study 1
 High Stated Awareness –
Low Actualized Awareness
 INSIGHT: Not walking the
talk!
4.
Case Studies

13. 13
Organizational Case Study 2
-5
0
5
10
15
20
Notknowing/vulnerability/…
Play
Societalawareness
BeingfromDoing
Compassion/Empathy
Personaldevelopment
Holisticview/observation
Organizationalawareness
Trustvscontrol
Curiosity/lookingatworld…
Openesstonewideas/…
Generosity
Integrity
HigherGoal
Connectedness/Feelingof…
Humility
Acknowledgment
Harmony/Balance
IndividualAwareness
Truediversity
Collaborationvscompetition
Teamawareness
Flow/Beinginthenow
Passion
Gratitude
Vector score gap:
Founders + Board members vs rest of Organization
 INSIGHT: significant passion and gratitude gap between the founders and rest of org!
 There is much more to the tool that that meets the eye
4.
Case Studies

14. 14
Mary Riley
&
Mark Braber
5.
Testimonials

15. 15
 Our Personal Journey
 Our Vision:
To make HUMAN POTENTIAL utilization the #1
priority for organizations and individuals by making it:
- Measurable (Assess)
- Actionable (Discover)
- Impactful (Harness)
6.
About Us

16. 16
Our STRATEGY
 BE the change we want to see
 Offer the Human Potential Assessment Tool as part of an
integrated approach
 A customized Human Potential
Assessments for both individuals &
organizations
 Expand through a network of
trusted partnerships (Coaches,
Consultants & Trainers in the field of
organizational & Leadership development)
 Focus on R & D, Speaking &
Authoring, Training & Analysis
6.
About Us

17. 17
Short term: BEING Agent opportunities
• Join us for our 4-part individual assessments certification
 Webinar starting June 19th & running until July 10th
• Join us for a 1.5 day in-person organizational assessment
certification workshop
 September 28th (evening) & 29th 2014 in The Netherlands
 October 21st (evening) & 22nd in Zurich
Mid term: BEING Coach and BEING Analyst opportunities
7.
Next Steps

18. 18
Q&A
Mark Vandeneijnde Sujith Ravindran