What is competency potential, how can it be measured, and how does Lumina Select draw upon it for assessing candidates for selection? Watch a video of Julie giving this presentation: https://youtu.be/Bv5K8Vij9GE Read her article on the topic: https://luminalearning.com/introducing-lumina-select

1. Exploring Competency Potential
with Lumina Select
Julie Ensor

2. © Lumina Learning. All rights reserved.
Adapting to Change
Agile Learning
Conceptualising
Strategies
Fostering Creativity
Working under Pressure
Engaging & Energising
Providing Direction
Purposeful
Argumentation
Pursuing & Achieving
Goals
Planning & Organising
Ensuring Accountability
Gathering &
Analysing Information
Supporting Others
Coaching &
Developing Others
Working Together
Being Interpersonally
Astute
Lumina Select 16 Competencies aligned to Spark Model

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Lumina Select PDF – Now Live!

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Standard Norm

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High Stakes Norm

6. • Colourful and highly intuitive model
- Stickiness of Spark model can easily be translated
into recruitment setting with Select.
• Humanistic approach - valuing all personality traits at
ends’
- to reduce evaluative bias and improve rigour and
• Going deeper
- Examining competency potential but also possible
competency blockers and overextended use for richer
• Interactive and engaging platform (coming soon!).
Lumina Select – Key Features

7. Competency Potential: A Deep Dive
A multi-level approach to evaluating competencies

8. Predicting Success
The science behind getting the right fit

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Competency Potential – the key ingredients
Adapting to Change Takes Charge Imaginative Conceptual Adaptable Flexible
Agile Learning Imaginative Takes Charge Radical Conceptual Flexible
Conceptualising Strategies Conceptual Takes Charge Imaginative Radical Competitive
Fostering Creativity Takes Charge Imaginative Radical Conceptual Spontaneous
Working under Pressure Takes Charge Purposeful Tough Reliable Conceptual
Engaging and Energising Demonstrative Sociable Takes Charge Collaborative Purposeful
Providing Direction Takes Charge Purposeful Tough Reliable Structured
Purposeful Argumentation Takes Charge Tough Purposeful Logical Demonstrative
Pursuing Achieving Goals Purposeful Reliable Structured Competitive Tough
Planning and Organising Structured Reliable Observing Cautious Evidence-Based
Ensuring Accountability Purposeful Reliable Cautious Structured Practical
Gathering & Analysing Structured Observing Measured Conceptual Evidence-Based
Supporting Others Accommodating Collaborative Empathetic Sociable Flexible
Coaching & Developing Collaborative Takes Charge Sociable Demonstrative Empathetic
Working Together Collaborative Purposeful Empathetic Accommodating Reliable
Interpersonally Astute
Empathetic Accommodating Collaborative Sociable Intimate

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Reducing ‘Evaluative Bias’ for more effective
predictions

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Reducing ‘Evaluative Bias’ for more effective
predictions

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Weightings
Each quality is given a specific weighting based on its relative contribution to rated
performance, for example:
Providing Direction
Takes Charge (60%), Tough (10%) Purposeful
Structured (10%), Reliable (10%)
Providing Direction
Unfocused (30%), Emotionally Stretched (30%),
Consensus Obsessed (20%), Passive (20%)
Providing Direction
Controlling (60%), Seeks Conflict (40%)
Effective
Blockers
Overextended Use

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Correlations coefficients of competency potential qualities with 360 ratings of the competency
Adapting to Change .20**
Agile Learning .16*
Conceptualising Strategies .24**
Fostering Creativity .29**
Working under Pressure .22**
Engaging and Energising .37**
Providing Direction .32**
Purposeful Argumentation .22**
Pursuing and Achieving Goals .28**
Planning and Organising .39**
Ensuring Accountability .20**
Gathering and Analysing Information .21**
Supporting Others .19**
Coaching & Developing Others .21**
Working Together .29**
Being Interpersonally Astute .22**
Mean Correlation .25**
N=215. **Correlation is significant at the 0.01 level (2-tailed). *Correlation is significant at the 0.05 level (2-tailed).
Predictive Validity – Competency Potential

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Correlations coefficients of blocker qualities with 360 ratings of the competency
Adapting to Change -.23**
Agile Learning -.19**
Conceptualising Strategies -.15*
Fostering Creativity -.26**
Working under Pressure -.36**
Engaging and Energising -.37**
Providing Direction -.28**
Purposeful Argumentation -.25**
Pursuing and Achieving Goals -.30**
Planning and Organising -.41**
Ensuring Accountability -.37**
Gathering and Analysing Information -.24**
Supporting Others -.35**
Coaching & Developing Others -.23**
Working Together -.31**
Being Interpersonally Astute -.29**
Mean Correlation -.29**
N=215. **Correlation is significant at the 0.01 level (2-tailed). *Correlation is significant at the 0.05 level (2-tailed).
Predictive Validity – Blockers

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Big 5 and predicting performance
Source: Autonomy as a Moderator of the Relationships Between the Big Five Personality Dimensions and Job Performance. Journal of
Applied Psychology. Barrick, M., R and Mount, M., K. (1993) Vol.78, No. 1,111-118

16. © Lumina Learning. All rights reserved.
Source: Autonomy as a Moderator of the Relationships Between the Big Five Personality Dimensions and Job Performance. Journal of
Applied Psychology. Barrick, M., R and Mount, M., K. (1993) Vol.78, No. 1,111-118
Big 5 and predicting performance

17. Predictive Value of Select:
The Lumina Select validities show
personality can account for up to
15% of the variance in job
performance.

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Source: In Defence of Personality Measurement: New Wine for Old Whiners. Human Performance. Hogan, R. (2005), 18(4), 331–341
Better than Viagra?

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Spark is Better than Viagra!
Planning and Organising .39