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2013 03-28 Synthesis Questionnaire
- 1. TURN ON SOUND SYNTHESIS personality and emotional intelligence test MySkillsProfile
- 2. 23/03/2013 MySkillsProfile © 2012 2 Contents • Purpose • Applications • Development approach • Concept model • What the scales measure • Scoring approach • Feedback report • Technical properties
- 3. 23/03/2013 MySkillsProfile © 2012 3 Purpose • Individual. Assess emotional skills and competencies and provide recommendations for performance improvement. • Corporate. Benchmark group competencies and provide recommendations for organizational development.
- 4. 23/03/2013 MySkillsProfile © 2012 4 Applications • Selection interviews • Assessment centers • Executive education • Coaching • Team building • Training needs analysis/metrics
- 5. 23/03/2013 MySkillsProfile © 2012 5 Development Approach • Joined-up picture of personality traits and emotional abilities • Rapid assessment of personality and emotional intelligence • Conceptual framework based on Big Five model of personality and Mayer-Salovey-Caruso framework of emotional intelligence • Items selected from existing instruments using factor analysis • Analysis of reliability and validity • Production of norms
- 6. 23/03/2013 MySkillsProfile © 2012 6 Concept Model PERSONALITY TRAITS EMOTIONAL ABILITIES Openness to Change Perceiving Emotions Communicating Conscientiousness Emotions Sympathizing with Extraversion Emotions Agreeableness Using Emotions Understanding Emotional Stability Emotions Managing Emotions
- 7. 23/03/2013 MySkillsProfile © 2012 7 Personality Scales PERSONALITY TRAIT HIGH SCORE MEANING General Factor of Is generous, friendly, relaxed, conscientious, sociable, and open, possesses high levels Personality of well-being and self-esteem. Creative and Open to Is full of ideas, cuts through red tape, develops new ways of doing things, enjoys thinking about 1 Change things. Conscientious and Shows drive and determination, completes tasks successfully, works hard, does more than 2 Achieving what’s expected. Makes friends easily, gets to know people quickly, is comfortable around people, feels at ease 3 Extravert and Outgoing in social situations. Cooperative and Makes people feel welcome, goes out of way to help people, is concerned about others, is a 4 Agreeable good listener. Is calm under fire, not easily bothered by things, even-tempered, upbeat, self-assured, self- 5 Stable and Calm confident.
- 8. 23/03/2013 MySkillsProfile © 2012 8 Emotional Ability Scales EMOTIONAL ABILITY HIGH SCORE MEANING Recognizes, understands, uses and manages own and other people’s feelings and Emotional Quotient emotions effectively. Recognizes what others are feeling, picks up non-verbal signals, senses when something is 1 Perceiving Emotions wrong. Is able to describe own feelings and emotions, comfortable when other people express their 2 Communicating Emotions feelings and emotions. Sympathizing with 3 Tries to understand, is sensitive to and shows concern for other people’s feelings and emotions. Emotions 4 Using Emotions Uses feelings and emotions to generate ideas and to help solve problems and make decisions. Understands how emotions develop and change and when to use and ignore feelings and 5 Understanding Emotions emotions. 5 Managing Emotions Manages feelings and emotions successfully when under pressure, stays calm and in control.
- 9. 23/03/2013 MySkillsProfile © 2012 9 Scale Description GENERAL FACTOR OF PERSONALITY (GFP) According to Rushton et al (2008), a general factor of personality (GFP) occupies the apex of the hierarchy of personality as well as the apex of the personality disorders in the same way that a general factor of mental ability occupies the apex in the organization of cognitive abilities. High scores on the GFP indicate what is meant by a “good” personality and low scores indicate what is meant by a “difficult” personality and the GFP can be viewed as a dimension of social effectiveness. Rushton argues that the GFP probably arose through evolutionary selection for socially desirable traits that facilitate performance. HIGH SCORER Individuals high on the GFP are likely to be altruistic, agreeable, relaxed, conscientious, sociable, and open, with high levels of wellbeing and self-esteem. It is important to analyze an individual’s personality profile, however, as it is possible to have a high GFP score without having a high score on every Big Five factor. MODERATE SCORER Is as easy to get along with as the average person. Or Is moderately altruistic, agreeable, relaxed, conscientious, sociable and open. Or Has a mixed profile across the Big Five factors. It is important to analyze an individual’s personality profile across the Big Five factors to understand their personality as average GFP scores can arise from different factor combinations. LOW SCORER Is more difficult to get along with than the average person. Or Is less altruistic, agreeable, relaxed, conscientious, sociable and open than the average person.
- 10. 23/03/2013 MySkillsProfile © 2012 10 Scoring Approach STEN PERCENTILE MEANING COMPARED TO AVERAGE COMPETENCE INDICATOR 8 is higher than about 90% of 8-10 Much higher than average Outstanding strength respondents 7 is higher than about 75% of 7 High average Strength respondents 5 is higher than about 40% of 5-6 Average Mid-range skill respondents 4 is higher than about 25% of 4 Low average Possible improvement area respondents 3 is higher than about 10% of 1-3 Much lower than average Improvement area respondents
- 11. 23/03/2013 MySkillsProfile © 2012 11 Feedback Report • Introduction • Scale definitions • Personality and emotional ability graphic chart • Executive summary • Emotional competence framework scorecard and descriptions • Next steps and development advice
- 12. 23/03/2013 MySkillsProfile © 2013 12 Personality and Emotional Ability DIMENSION 1 2 3 4 5 6 7 8 9 10 General Personality Factor (GFP) Creative and Open to Change Conscientious and Achieving Extravert and Outgoing Cooperative and Agreeable Stable and Calm Emotional Quotient (EQ) Perceiving Emotions Communicating Emotions Empathizing with Emotions Using Emotions Understanding Emotions Managing Emotions Impression Management (IM) Low Average High
- 13. 23/03/2013 MySkillsProfile © 2012 13 Emotional Competencies DIMENSION 1 2 3 4 5 6 7 8 9 10 Achievement Drive Work Ethic Altruism Initiative Optimism Leadership Social Skills Cooperation and Collaboration Communication Negotiating and Conflict Management Innovativeness and Change Innovation Change Catalyst Assertiveness Open-Mindedness Emotional Awareness Feelings and Emotions Empathy Self-Control Emotional Well-Being Low Average High
- 14. 23/03/2013 MySkillsProfile © 2012 14 Interpretive Report WORK ETHIC This section describes different aspects of your work ethic. Your profile is based on your personality traits—how conscientious and achieving you are as well as how extravert, considerate, open-minded and self-assured you are. Achievement Drive You present yourself as being fairly conscientious, hardworking and achieving and fairly Mid-Range Skill extraverted, sociable and outgoing. You exhibit a moderate amount of vitality, passion and energy but life is not all about work for you. Achievement drive is one of your mid-range skills. Altruism You have average scores on the agreeableness and conscientiousness personality scales. This Mid-Range Skill combination indicates that you are fairly kind and charitable and fairly responsible and dependable. You work for the benefit of the group/other people and for the benefit of yourself. Altruism is one of your mid-range skills. Initiative You are very creative and imaginative and you are pretty diligent and organized. You seem to Strength possess some of the get-up-and-go required to take opportunities and do what is necessary to get the job done. Initiative is one of your strengths. Optimism You are very self-confident and quite focused and directed. You seem to have the ability to stay Strength pretty composed, optimistic and unflappable when you are under pressure and when you experience trying moments. This is one of your strengths. Development Questions • Do other people recognize your work ethic and motivation to perform excellently? • Do you know when to be passive and when to be assertive? • Do you weigh up the pros and cons of opportunities sufficiently before acting? • Are you sometimes too self-confident and unwilling to admit mistakes and listen to advice?
- 15. 23/03/2013 MySkillsProfile © 2012 15 Development Tips WORK ETHIC Achievement Drive 1.1 Develop a long-term, big picture view of what you want to achieve and how you want to be judged. 1.2 Develop strategies and plans to guide your work, family, leisure and learning activities. 1.3 Stretch yourself by seeking out challenging tasks and pushing yourself beyond your comfort zone. 1.4 Show that you can get totally absorbed in tasks and can maintain high levels of activity. 1.5 Put in extra effort when required to accomplish difficult tasks and do not give up easily. 1.6 Develop second interests to provide options if you do not achieve your goals in your first choice career. Altruism 2.1 Try to recognize, anticipate and meet the needs of other people. 2.2 Show humility by keeping your ego in check, accepting praise but never believing it totally. 2.3 Improve your own happiness, health and well-being by doing voluntary work in the community. 2.4 Show through what you do and say that you care about other people’s well-being and happiness. 2.5 Practice altruism through simple acts like listening, paying a compliment and making friendly gestures. 2.6 Act in a discreet and unpretentious way not expecting anything in return for your actions.
- 16. 23/03/2013 MySkillsProfile © 2012 16 Technical Properties • Median scale reliability is 0.85 • Median correlation between SYNTHESIS branch scales and self- assessed job performance ratings is 0.27 • Median correlation of 0.79 between SYNTHESIS scales and markers from the International Personality Item Pool • Norms based on international incidental sample of 26,000 respondents with equal numbers of men and women • Approx. 50% of respondents came from the United States, 20% from the United Kingdom, 10% from Canada, 10% from Australia • Mean age of norms’ sample is 38 years
- 17. 23/03/2013 MySkillsProfile © 2012 17 Further Information • Download the User Manual--click here • Have a look at an example feedback report--click here • Purchase an individual assessment--click here • Open an account to test a group--click here • More questions--email us
Editor's Notes
- This is a self-playing presentation about the Synthesis test which is published by MySkillsProfile.
- In the next fifteen minutes, we will look at the purpose of the test, some different applications for it, how the test was developed and the model of personality and emotional abilities that lies behind the test. We will define what the scales measure, how to interpret scale scores, and the design and contents of the computer generated feedback report. In the final part of the presentation, we will cover the technical properties of the instrument.
- The SYNTHESIS assessment test has two purposes. First, at the individual level, the purpose of the instrument is to assess an individual’s personality and emotional abilities, and help them understand how these affect their behaviour and work performance. Second, at the corporate or organizational level, the purpose of the instrument is to benchmark the personality traits and emotional abilities of a group of executives, to, for example, help understand where their strengths and weaknesses lie, and to help design learning and development programs.
- The test is suitable for different applications in recruitment, selection, and development. Here are some examples. In selection, the test provides information to help understand the work styles of candidates, and use in for example, for competency-based interviews. In assessment centers, the SYNTHESIS profile provides information about a candidate’s emotional abilities and style, to put alongside information from in-tray and group exercises. In executive education programs, the instrument will help students to understand and reflect on, their strengths, and development needs. In coaching, the interpretive report provides a structure for the coach and client, to jointly explore the client’s behavioural style and skills. And in team building, sharing profiles will help the team to understand the preferred styles of team members. Finally, the data from a group of completed profiles provides metrics about a group’s personality traits and emotional abilities.
- The design aim was to produce a joined-up picture, and rapid assessment, of a person’s personality and emotional abilities. The conceptual framework for the test, was based on the Big Five model of personality, and the Mayer, Salovey, Caruso framework of emotional intelligence. The test was developed, using the data from two existing broad-bandwidth inventories: the Big Five Personality Questionnaire, and the Emotional Intelligence Questionnaire, which are both published by MySkillsProfile. The items for the Synthesis scales were identified using factor analysis, and this procedure resulted in an inventory comprising, 5 personality scales, 6 emotional ability scales, and a measure of socially desirable responding. The information about the test's reliability and validity, is based on two very large international comparison groups. The norms for the instrument were generated from, the data from the two existing broad-bandwidth inventories.
- This slide illustrates the Synthesis concept model of personality and emotional intelligence. The Synthesis questionnaire is designed to provide information about an individual’s behavioral style and fitness, based on an assessment of their personality traits and emotional abilities. Synthesis measures 11 dimensions of personality and emotional ability. Five dimensions cover the Big Five factors of personality, and six dimensions cover different aspects of emotional intelligence. Synthesis also provides single measures of personality and emotional intelligence, based on a person’s total scores on each of the sub-tests.
- This table defines what the Synthesis personality scales measure. The test provides a single measure of personality based on the concept of a general personality factor. According to Rushton et al (2008), a general factor of personality (GFP) occupies the apex of the hierarchy of personality as well as the apex of the hierarchy of personality disorders, in the same way that a general factor of mental ability occupies the apex in the organization of cognitive abilities. High scores on the GFP indicate what is meant by a “good” personality and low scores indicate what is meant by a “difficult” personality and the GFP can be viewed as a dimension of social effectiveness. Rushton argues that the GFP probably arose through evolutionary selection for socially desirable traits that facilitate performance. You will find more detailed descriptions of the scales, and how to interpret scale scores, in the user manual.
- This table is in the same format as the previous one. It shows what the Synthesis emotional ability scales measure. According to Mayer, Salovey and Caruso (2002), a general factor of emotional intelligence, occupies the apex of the hierarchy of emotional abilities, in the same way that a general factor of mental ability, occupies the apex in the organization of cognitive abilities. Synthesis provides a single measure of an individual’s emotional intelligence, based on their scores on the six ability scales. High EQ scores in this test indicate that, a person has a broad range of emotional abilities, including the ability to perceive, communicate, empathize, understand, use and manage feelings and emotions. Consult chapter 3 of the user manual, to deepen your understanding of the scales.
- This is an example of the more detailed scale descriptions that you will find in the user manual. This slide shows how to interpret high, moderate, and low scores on the scale that measures the General Factor of Personality (GFP). It gives short descriptions of what different scores mean. High scorers are likely to be altruistic, agreeable, relaxed, conscientious, sociable, and open, with high levels of wellbeing and self-esteem. By contrast, low scorers more difficult to get along with than the average person. They tend to be less altruistic, agreeable, relaxed, conscientious, sociable and open than the average person. It is important to analyze an individual’s personality profile, however, as it is possible to have a high or low GFP score without having a high or low score on every Big Five factor.
- SYNTHESIS uses the Standard Ten (sten) scoring approach. To help users and test takers understand what different sten scores mean, the SYNTHESIS interpretive model breaks the sten range into five categories. The meaning of each of the categories is defined using percentile meanings and descriptions of competence. This slide illustrates the approach. For example, a sten score of 8 means that the test taker has scored higher than or equal to 90 percent of the benchmark group. It also indicates that the area in question is an outstanding strength. A sten score of 5 suggests that the test taker has average ability and the area in question is a mid-range skill. A sten score of 3 is a lower than average score indicating that the skill assessed is an area for improvement.
- The SYNTHESIS feedback report is written in the second person, self help style, and is a mixture of text and graphics. The computer-generated feedback report has six sections. Section 1 gives a brief introduction to the questionnaire explaining what the instrument measures and how the scoring system works. Section 2 provides concise descriptions of what each of the eleven SYNTHESIS scales measure. Section 3 provides a graphic profile of the test taker’s scale scores. Section 4 provides an executive summary of the results of the assessment covering the test taker’s GFP score, their EIQ score, and impression management score. Section 5 provides a scorecard covering 16 emotional competencies along with descriptions of competence. Section 6 gives guidance on development with practical tips and suggestions for performance improvement .
- This slide illustrates the format of the Synthesis graphic profile chart. The profile shows the test taker’s scores on the two global factors: GFP and EIQ. The profile also shows the test taker’s scores on five personality factors—often referred to as the Big Five personality factors. And six emotional ability factors. The last scale in the chart shows the test taker’s score on the impression management scale.
- This slide illustrates the test taker’s scorecard on sixteen emotional competencies covering 4 key areas: Work Ethic, Social Skills, Innovation and Change, and Feelings and Emotions. These scales cover key competencies in the Emotional Competence Framework published by the Consortium for Research on Emotional Intelligence. The test taker’s scores on the 16 competencies are derived from their scores on the primary personality and emotional ability scales. For example, the test taker’s Achievement Drive score is based on their scores on the Conscientious and Achieving personality scale, and the Extravert and Outgoing personality scale. The test taker’s score on the Empathy scale is based on their scores on the Communicating Emotions emotional ability scale, and the Sympathizing with Emotions ability scale. The user manual provides details about which scales are used in the calculation of these emotional competency scores.
- This is an extract of the Synthesis feedback report. It covers the test taker’s profile on four competencies which provide a picture of the test taker’s work ethic: Achievement Drive, Altruism, Initiative and Optimism. The report which is in a summary tabular format identifies the test taker’s skill level in each area and provides a concise description of their competence. The final section in the table poses development questions for the test taker to consider. Development questions are tailored to scale scores.
- The final section of the feedback report gives some generic development advice on competencies and skills. The report then provides some practical tips and recommendations on things to do to improve emotional competency and personal performance. This slide is an extract from the guide, and it covers two areas of work ethic: Achievement Drive and Altruism.
- SYNTHESIS was designed to meet the standards of a modern psychometric test. The questionnaire has a median scale internal consistency reliability of 0.85--in the range defined as good by the EFPA Review Model. The median correlation between the scales and self-assessed job performance was 0.27. This is defined as adequate in the EFPA Review Model. The median correlation between the primary scales and marker variables from the International Personality Item Pool was 0.79. This is defined as excellent in the EFPA Review Model. The instrument is supplied with one set of international norms based on a very large sample of 26,000 respondents. A sample of this size gets a 5 star rating in the EFPA Review Model. The majority of respondents came from the USA, Canada, the UK, and Australia. Although there were statistically significant differences in the sample related to gender, age, ethnic origin and nationality, the observed differences were very small. This indicates that there is no need for separate norms related to gender, age, ethnic origin or nationality. SYNTHESIS will be reviewed by the British Psychological Society Psychological Testing Centre and the Buros Center for Testing.
- If you are interested in using SYNTHESIS, but want to know more about it, reading the user manual and having a look at a sample report, are a good place to start. You can download these documents using the links below, and you can get them from our website. Thank you for your interest in the test.