Huntswood uses psychometric assessments like the Thomas International suite of tools to help clients succeed through understanding strengths, limitations, and behaviors. These tools provide insights into aptitude, personality, emotional intelligence, and how individuals and teams operate. Huntswood helps clients interpret results to improve performance across the employee lifecycle from recruitment to development to retention. The presentation discussed how assessments identify strengths and development areas to build high-performing teams and coach individuals effectively.

1. Knowing me, knowing you
Psychometric Testing: “Knowing me….knowing you…”
Phil Festa & Clive Cary
Charing Cross Hotel, London
29 February, 2012
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2. Huntswood People Learning & Development – specialist areas
Knowing me, knowing you
Training experts
(right people,
right time, right
place, right
price)
Customer Sales and
insight service training
Huntswood
PLD
World-class
Development
complaint
centres
handling
Leadership,
management
development
and executive
coaching
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3. Starting thought…
Knowing me, knowing you
It is not the strongest of the
species who survive, nor the
most intelligent, but the ones
mostOnadaptive to change
the Origin of Species
Charles Darwin
Charles Darwin
On the Origin of Species
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4. Agenda…
• Welcome
Knowing me, knowing you
• Psychometric Assessments
– The business case – through the lens of the Employee Life Cycle
• Huntswood & Thomas International
– Why Thomas?
– General intelligence & aptitude testing; & Emotional intelligence testing
• Personality Profile Analysis (PPA)
– What PPA is, what the acronym “DISC” means, & how the model works
– Descriptions of personality types (motivations, fears, sales/ management style)
• Break
• PPA Continued…
– Team Strengths & Value to an Organisation…
– Case studies & PPA “character” video
• Your PPA Graphs
– High level explanations today, & happy to meet another day – to suit you…
• Closing Remarks
• Drinks…
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5. The case for psychometric testing…
Knowing me, knowing you
Why are successful executives
successful? They seek more
feedback on what they need to do
to improve and perform better
Michael M. Lombardo & Robert W. Eichinger
Human Resource Management
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6. The case for psychometric testing: employee life cycle…
Knowing me, knowing you
Psychometrics help transform
individual and team
performance – and deliver
tangible organisational impact.
They also enable organisations
gain a higher level of certainty
in people decisions.
Ideally, tools should span the
entire employee lifecycle.
Let’s look at the business
case…
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7. The business case for psychometric testing: Recruitment…
Knowing me, knowing you
The right hiring decision can
have a huge impact on the
performance of your team,
function or line of business.
Get it wrong and you’re
looking at a cost of up to 2.5
times the individual’s salary.
And the disruption to your
business and your teams
can be considerable.
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8. The business case for psychometric testing: Retention…
With one in four employees
Knowing me, knowing you
stating they intend to leave
their employer in the next
12 months*, retaining staff is
critical to delivering success
in any organisation.
Get it right and you’re delivering
consistently on your business
targets with a happy, loyal
workforce.
Get it wrong and you’re investing
cash in new recruits, and dealing
with a cycle of
disruption to the business.
*Source: PWC, Managing people in a changing world, k ey trends in human capital – a global perspective 2010
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9. The business case for psychometric testing: Develop…
Knowing me, knowing you
Employers say they need
to focus on leadership and
front-line people
management in order to
meet their business
objectives over the next two
years.*
But with training budgets
under more pressure than
ever, how do you make sure
your learning and
development investment
counts?
*Source: CIPD Learning and Talent Development, annual survey report 2010
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10. The business case for psychometric testing: Manage…
On average, 80% of
Knowing me, knowing you
management time is spent
on poor performers*. But
with so little attention
directed at top and good
performers, how do you
ensure you’re investing the
right amount of effort to
get maximum results?
We believe that managers
should give the right
balance of attention across
their entire team & focus
on delivering value to the
organisation
*Source: Tracey Jones, Head of Training, Thomas International
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11. The case for psychometric testing: enabling organisations to…
Retain…
Knowing me, knowing you
Recruit…
• Motivate people/
• Identify candidates teams
with an “ideal” fit
• Improve morale
• Expedite recruitment
process • Increase
engagement/
• Hire people who will reduce attrition
stay for longer
Develop…
• Identify
Manage… individuals’
exact areas for
• Quickly get an in-depth
development
understanding of people/
teams • Ensure training
has more impact
• Manage people
performance more • More effective
effectively people managers
• Free-up time so focus • Transform
can shift to other value- individual/ team
add activities performance
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12. The “people case” for psychometrics: from a “Knowing me”
perspective, it’s about releasing untapped potential…
Knowing me, knowing you
You know You don’t know
Feedback
Others know
Self-disclosure
Others don’t know
Page 12
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13. Huntswood uses a range of psychometrics in our client engagements…
Knowing me, knowing you
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14. The case for psychometric testing…
Knowing me, knowing you
We all spend far too much time
trying to remedy our weaknesses,
rather than building on our
strengths. Therefore knowing one’s
weaknesses = strength
Professor Howard Gardner
Harvard University
We believe that Thomas’ tests are focused on knowing, understanding
and working with the strengths people have…
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15. As well as helping us know, understand & work with people’s
strengths, Huntswood use Thomas psychometric tools because…
Clients get immediate impact/ results as We use them to help people in client
Knowing me, knowing you
the assessments are: organisations to:
Complete! Understand themselves/ others
Accurate Shift behaviour/ culture change
Easy to understand Improve communications
Quick to use Raise candour level/ ownership
Clients don’t need to be experts because: Most often, we use these tools in:
We train/ advise clients, & provide Leadership/ Management
practical assistance… Coaching
Sales skills
Customer Service
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16. Thomas International’s suite of tools is complete…
Knowing me, knowing you
Collectively, the Thomas
assessments give a full insight
into what makes people
successful…
• Core strengths
• Motivation
• Potential
• Communication & relationships
• Skills & competencies
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17. GIA…measures aptitude & ability…
GIA measures a person’s
Knowing me, knowing you
mental horsepower and gives
you a prediction of their
potential to grasp a new role
or respond to training by
answering questions such as:
• Can this person think on their feet?
• How adaptable is this person to
change?
• Can they cope with the mental
demands of the job?
• Could this person be a high flyer?
• Is this person a problem solver?
• To what extent can we develop this
person using training?
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18. TEIQue…is about personality & awareness…
Knowing me, knowing you
TEIQue tells you how well your
people understand their
emotions, react to pressure, and
manage relationships. It will
answer questions such as:
• How aware is this person of their
strengths and limitations?
• Do they modify their behaviour?
• How do they react to pressure?
• Can this person control their
impulses when under stress?
• Do they excel at developing
relationships?
• How self-motivated and adaptable
is this person?
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19. Behaviours…are key & often the starting point…
Knowing me, knowing you
We hire people for their technical
skills, however we fire them for their
behavioural faults
Financial Times
…This is where we are going to focus our attention tonight…
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20. Personality Profile Analysis (PPA)…is all about observable behaviours…
Knowing me, knowing you
In just 8 minutes, PPA provides
an accurate insight into how
people behave at work. It will
answer questions such as:
• What are a person’s
strengths and possible
limitations?
• How do they communicate?
• Are they self-starters?
• What motivates them?
• How will they behave
under pressure?
• Will this person ‘fit’
with my organisation?
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21. PPA…graphical outputs…
Knowing me, knowing you
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22. 22
Knowing me, knowing you
Mountain Tops…

23. How to play the game…
Knowing me, knowing you
• Understand the true potential of what’s in our hand
• Work out what’s in other people’s hands
• Work out a winning game plan & tactics
• Know what card to play & when
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24. PPA comprises 4 profile factors, often referred to by the acronym
“DISC”…
Knowing me, knowing you
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25. Profile factors…
Knowing me, knowing you
HIGH DOMINANCE
Basic fear - failure
Motivator - power/authority
Value to the org. - achieving results
Sales/negotiation - closing
Management style - directing
HIGH INFLUENCE
Basic fear - rejection
Motivator - public praise / recognition
Value to the org. - working with / through people
Sales/negotiation - opening
Management style - leading
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26. Profile factors…
Knowing me, knowing you
HIGH STEADINESS
Basic fear - insecurity
Motivator - security
Value to the org. - service / support / specialise
Sales/negotiation - service / support clients
Management style - procedural
HIGH COMPLIANCE
Basic fear - conflict
Motivator - standard operating procedures
Value to the org. - technical / quality / expertise
Sales/negotiation - facts / features
Management style - by the book
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27. PPA is practical & enables tactical decisions: “PPA reaffirms some of
the behaviours…& the strengths & limitations I have…”
“KNOWING ME, KNOWING YOU…”
Knowing me, knowing you
CASE STUDY
Paul Wycherley
GB Canoeing
Kayak K1
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28. Values To The Organisation…
Knowing me, knowing you
DOMINANCE INFLUENCE STEADINESS COMPLIANCE
Drive to accomplish Influencing of people Steadiness in Compliance with
results in spite of to act positively and performing work to policy and standards
opposition or favourably consistently produce to avoid error,
antagonistic in a predictable conflict and danger
circumstances manner
• Getting results • Influencing people • Developing • Concentrating on
• Expediting action to act specialist skills detail
• Challenges self and • Generating • Concentrating on • Enforcing quality
others enthusiasm the job at hand and directives
• Making decisions • Cultivating • Completing work • Monitoring and
• Questioning the relationships thoroughly controlling
status quo • Making favourable • Maintaining • Improving quality
impressions consistency and standards
• Radiating optimism • Persistence • Fact finding and
assessing risk
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29. Major Team Strengths…
PACE / SPEED / ENERGY QUALITY / PRECISION
Knowing me, knowing you
DOMINANCE INFLUENCE STEADINESS COMPLIANCE
l Creating l Communicating l Calmness l Applying logic
l Innovative ideas verbally l Completing tasks l Conformity
l Decision making l Creating innovative l Consistency l Controlling quality
ideas
l Directing l Customer service l Exercising caution
l Cultivating relation-
l Directness ships l Following routine l Expert knowledge
l Goal setting procedure l Monitoring &
l Exuding confidence
l Problem solving l Listening controlling
l Leading people
l Reacting quickly to l Organising & planning l Precision
l Motivating
change l Specialising l Problem solving
l Networking
l Self starting l Supporting team l Rule orientation
l Persuading members
l Single-minded l Spotting the devil in
l Reacting quickly to l Follow-through detail
l Taking risks change
l Implementing
change
TASK RELATIONSHIP TASK
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30. PPA helps build teams: “Once you understand how you operate…respond
to situations & other people…you can do something about it…”
“KNOWING ME, KNOWING YOU…”
Knowing me, knowing you
CASE STUDY
Mark Robinson
Professional Cricket Manager
Sussex County Cricket Club
(& former England u19 Coach)
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31. Huntswood’s observation…
Evidence suggests that the “behavioural
Knowing me, knowing you
model” in the financial services sector is
shifting. We see an increasing preference
for technical detail, combined with
building strong personal relationships. In
general we embrace this, but this shift
brings its own challenges for tomorrow’s
leaders…& the organisations they
represent…
Clive Cary & Phil Festa, Huntswood
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32. In summary…Huntswood use psychometrics to help us…
Knowing me, knowing you
• Work within clients’ values and culture…
• Identify & examine clients’ working strengths (&
possible limitations)…
• Understand clients’ businesses & their objectives…
• Help clients to interpret & improve their HR metrics…
Ultimately, to help clients succeed, as defined by them…
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33. PPA/ DISC case study examples…
Knowing me, knowing you
BMW Financial Services Contact Centre: using PPA/ DISC
to identify callers’ profiles in first 30 seconds, and adopt
appropriate style
Manager-as-coach: developing coaching capability using
DISC (“knowing me, knowing you”) to identify the most
effective tactics for coaching an individual and team
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34. Thank you…
Clive Cary
Head of People Learning & Development
 07795 814 173
 ccary@huntswood.com
Philip Festa
Director of People Learning & Development
 07909 975 841
 pfesta@huntswood.com