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Human Analytics and The Predictive Index May 2010

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Overview of Predictive Success and the Predictive Index

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Human Analytics and The Predictive Index May 2010

  1. 1. Using Human Analytics - Uncovering the Hidden Value in Your Most Valuable Resource<br />Rob Friday<br />Managing Principal, Predictive Success<br />416-910-7904 <br />rfriday@predictivesuccess.com<br />Copyright 2010 to PSC<br />
  2. 2. Agenda<br />Introductions<br />What are your top people challenges?<br />Are your people in the best possible role? <br />Are they being managed for success?<br />What is your Business Impact Data<br />How is it measured?<br />Solution Development & Implementation<br />Q & A<br />Next steps….<br />2<br />5/13/2010<br />
  3. 3. Who is Predictive Success?<br />Canadian Licensee for Predictive Index (Wellesley Hills, MA, USA)<br />Canadian Team:<br />David Lahey, President, Toronto, Ontario, Canada<br />David Osborne, Vice President, Halifax, Nova Scotia, Canada<br />Rob Friday, Managing Principal, Toronto, Ontario, Canada<br />Doug McCann, Managing Principal, Vancouver, British Columbia, Canada<br />Helen Rodrique, PI Consultant, Montreal, Quebec, Canada<br />Gary Brown, Managing Principal, Ottawa, Ontario, Canada<br />John Lobraico, Managing Principal, Toronto, Ontario, Canada<br />Bob Woodcock, Managing Principal, Mississauga, Ontario, Canada<br />John Watson, Chairman & PI Consultant, Toronto, Ontario, Canada<br />Roger Banting Managing Principal, Toronto, Ontario<br />Silias Dain, Managing Principal, Saskatoon, SK<br />Dr. Todd Harris, PhD, Director of Research, Boston , MA<br />Successor to the John Watson Group Inc.<br />100+ of Fortune 500 as clients includes many Canada’s Top Corporations<br />Canadian Head office is in Whitby (Toronto), Ontario, Canada <br />Ernst & Young Top 80 Firm for 2008<br />Copyright 2010 to PSC<br />
  4. 4. PI Worldwide: Who We Are<br />• International management consulting organization, since 1955<br />Helping companies be more successful by focusing on their human capital assets<br />52 years of success and growth 2009 (32%)<br />50+ Licensees in over 180 countries<br />300 Consultants<br />7,500 Companies using PI, including some <br /> of the very best sales organizations<br />48,000 Trained analysts currently utilizing PI<br />4<br />Copyright 2010<br />
  5. 5. Our clients are in good company…<br /> Among our clients………….<br />The world’s largest shipping company Maersk<br />The world’s largest cereal company Kellogg<br />The world’s largest escalator company Schindler<br />The world’s largest inspection company SGS<br />The world’s largest software company Microsoft<br />The world’s largest food company Nestle<br />The world’s largest computer company Dell<br />The world’s largest packaging company Tetra Pak<br />The world’s largest oil company Exxon<br />The world’s largest theme parks company Disney<br />The world’s largest furniture company IKEA<br />The world’s largest earthmoving company Caterpillar<br />5<br />Copyright 2010<br />
  6. 6. You will be in great company…<br />Many of the World’s Largest Companies put their trust in the Predictive Index…<br />Schindler<br />+ More than 100 of the 2009 Fortune 500 List of companies use Predictive Index!<br />
  7. 7. Copyright 2010 to PSC<br />7<br />
  8. 8. Educational Institutions Use / teach Predictive Index<br />Copyright 2010 to PSC<br />Boston College<br />Rutgers<br />
  9. 9. Using Human Capital AnalyticsMoving to Evidence Based Management<br />“The most frequent sources of problems and failure in a job are a result of mismatched personalities……<br />…… and not through a lack of skill, knowledge or experience”<br />Davenport & Harris<br />
  10. 10. New Science of Winning for 2010+<br />New age of information and technology now leveraged to make better use of people<br />Use data and analytics to position your company for success<br />Organizations at the top use human analytics to foster optimal performance <br />Amazon, Barclay's, RBC, Google, Capital One, Harrah's, Procter & Gamble, Microsoft, and the Boston Red Sox<br />
  11. 11. The Human Capital Equation<br /><ul><li>“A new era in human-capital management is approaching. Value increasingly comes from boosting the productivity of individual workers and from greater workforce innovation….a lasting source of competitive advantage.”</li></ul> 26 March 2006| Member Edition <br />
  12. 12. The Right People<br />“ The executives who initiated transformations from good to great did not first figure out where to drive the bus and then get the people to take it there. No, they first got the right people on the bus (and the wrong people off the bus) and then figured out where to drive it.”<br />“The right people will do the right things and deliver the best results they’re capable of, regardless of the incentive system.”<br />Jim Collins<br />Good To Great<br />12<br />Copyright 2010<br />
  13. 13. War for performance….<br />13<br />Copyright 2010<br />
  14. 14. What drives exceptional performance?<br />Copyright 2010 to PSC<br />
  15. 15. Personality, behavioral profiling and the environment<br />Behavior = The Function of Personality combined with the Environment,or B= F(PE)<br />Behavior is flexible, changeable and adaptable. Personality is not.<br />
  16. 16. Copyright 2010 to PSC<br />
  17. 17. Metric provider Predictive Index®<br />Confidential to PSC and QSB<br />17<br />
  18. 18. Extroverted, Sociable<br />Reserved, Introspective<br />B<br />EXTROVERSION<br />Patient, Relaxed<br />Driving, Intense<br />C<br />P A T I E N C E<br />Formal, Conforming<br />Informal, Independent<br />F O R M A L I T Y<br />D<br />Factors<br />Relative to Norm<br />NORM<br />LOW Relative to<br />Factor A - measures the drive to exert one’s influence on people and events.<br />Factor B - measures the drive for social interaction with other people.<br />Factor C - measures the intensity of a person’s tension and pace.<br />Factor D - measures the drive to conform to formal rules and structure.<br />A<br />D O M I N A N C E<br />Copyright 2010 to Predictive Success<br />
  19. 19. The Norm…we have over 1 million data points<br />A V<br />DRIVE<br />DRIVE<br />EXTREMELY<br />LOW<br />VERY<br />LOW<br />MODERATELY<br />LOW<br />MODERATELY<br />HIGH<br />VERY<br />HIGH<br />EXTREMELY<br />HIGH<br />The Sigma Scale<br />20<br />Copyright 2010 to Predictive Success<br />
  20. 20. …Worth 1000 Words<br />Low Level of Patience = Sense of Urgency<br />High Level of Dominance =<br />Take clear direct action where needed<br />Innovative, venturesome, critical of “the book”<br />You<br />Proactive, take charge style, emphasis on initiative, competitive drive to get things done<br />The Job<br />You on the Job<br />20<br />Confidential to Predictive Successs<br />
  21. 21. For measuring you need objectivity<br />A behavioral instrument that helps us understand how someone responds to their environment and the people in it. <br /> Predictive index is a tool that helps answer questions like:<br />What motivates people to action?<br />For what kinds of work are they best suited?<br />What meets their needs, and therefore unleashes their greatest energy and best efforts?<br />How do they reach their judgments around people and things? What is their basis for judgment?<br />Confidential to PSC and QSB<br />21<br />4<br />
  22. 22. PI Differentiation<br />22<br />Copyright 2010<br />
  23. 23. 3 levels of characteristics<br />Level I<br /><ul><li> Appearance
  24. 24. Manners
  25. 25. Expressiveness
  26. 26. Interests
  27. 27. Goals</li></ul>Level II<br /><ul><li> Knowledge
  28. 28. Skills
  29. 29. Training
  30. 30. Experience
  31. 31. Education
  32. 32. Credentials</li></ul>Level III<br /><ul><li> Attitudes & beliefs
  33. 33. Self motivation
  34. 34. Stability & persistence
  35. 35. Maturity & judgement
  36. 36. Aptitudes/capacity to learn
  37. 37. Temperament/behaviour patterns</li></ul>Most managers make their hiring decisions based on Levels I & II…<br />and their decision to fire based on Level III<br />
  38. 38. PI measures level III potential<br />Copyright 2010 to PSC<br />Can Do<br />Will Do<br />
  39. 39. Gut + Science = better decisions<br />Confidential to PSC and QSB<br />25<br />
  40. 40. Key Connections…who’s in your team?<br />YOU<br />People to people: Individual Relationships<br />Departments, Teams, Groups: Organizational Relationships<br />
  41. 41. Authoritative<br />Scientific<br />Specialist<br />Diligence<br />Venturer<br />Creative Analytical<br />Operational<br />ProActive Altruistic<br />Persuasive<br />A over C<br />ReActive Altruistic<br />Social Interest<br />Craftsman<br />C over A<br />Promotional<br />Know what you are looking for before you hire<br />The PRO for your key role…<br />Job Model<br />D<br />A<br />B<br />C<br />D<br /> A person being considered for this position will be required to efficiently execute these behaviors constantly in this position. <br />A/C = ProActive, starter, new ways, initiative B/C = Quick with people, reads people, optimistic<br />A/D = Decisive, action oriented, deal with uncertainty & change B/D = Flexible, poised, informal<br />D/C = Follow thru, planner, options organizer, care about the rules High B = Open, positive, outgoing<br />Low C = Quick, sense of urgency, multi tasking, do it now High A = Competitive, growth, resourceful<br />It is also important to consider a candidate’s intellect, maturity, life experience and attitude in addition to the persons natural behavior discovered via the Predictive Index Survey.<br /> Individuals with these PI profiles have Natural Behaviors required in the Director position<br />Individuals with these PI profiles must work hard to modify behavior to be successful as a Director<br />Control<br />Copyright 2010 to Predictive Success<br />
  42. 42. Business life Cycle - Launch > Build > Maintain<br />Your success as a Leader will need to demonstrate:<br />•organization building while <br /> multi-tasking<br />•tension between democratic/ <br /> participative vs. autocratic/ <br /> entrepreneurial<br />•expert maintenance<br />•process control <br />•task management<br />• entrepreneurial drive<br />•push change<br />•compete<br />Leadership Strategy<br />
  43. 43. Organizational/Succession Planning<br />29<br />Confidential to PSC and QSB<br />
  44. 44. Our Value Proposition<br />
  45. 45. Next Steps<br />Copyright 2010 to PSC<br />Executive Overview of PI to assist with your business challenges…team building, communication styles, performance management<br />Determine implementation timeline based on your expectations & assist to create immediate impact<br />Determine who will be trained as analysts within the company<br />Workshop schedule:<br /><ul><li> see www.predictivesuccess.com</li></ul>The entire contents of this presentation are under copyright to PI Worldwide & Predictive Success Corporation<br />
  46. 46. For a Complimentary Predictive Index Assessment & Report Contact<br />Rob Friday<br />Managing Principal, Predictive Success<br />Toronto/GTA Ontario <br />416-910-7904 <br />rfriday@predictivesuccess.com<br />

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