The document discusses the importance of effective leadership in organizations, emphasizing the need for a leadership strategy that maximizes return on investment (ROI) by hiring the right leaders and managers. It highlights challenges such as talent shortages and turnover predictors, and outlines strategies for identifying and developing high-potential leaders through systematic assessment and development processes. The document also details the resources and support available for organizations to implement these strategies effectively.

1. LEADERSHIP RO
Nothing Else Matters!
#LeadershipROI

2. TODAY’S PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert |
Director, Profiles Asia
Connect with me
www.linkedin.com/in/heintjiesantos
@Profiles_Asia
HS@profiles.com.sg
www.profiles.com.sg

3. What this
is not
about…

4. What this
is not
about…

5. What this
is not
about…

6. AGENDA
1 Create and implement a leadership strategy that
increases your leadership ROI.
2 How to hire the right leader / manager the first time
Identify and develop effective leaders of your
3 organization

7. Creating Value for Our Clients
We support our clients through the full
employee life-cycle, helping them identify the
best people for their jobs and then developing
them to their fullest potential.
The GLOBAL LEADER in
Employee Assessment Solutions

8. 700 OFFICES WORLDWIDE
The GLOBAL LEADER in
Employee Assessment &
Talent Management Solutions
Established in 1991
125 COUNTRIES
WORLDWIDE PRESENCE

9. 50 MILLION USERS
45,000 CLIENTS
33 LANGUAGES
50,000,000 MILLION USERS

10. Diverse Base of Marquee Customers
Customer Highlights
§ 11,000+ Active Customers
§ Includes Most Fortune 500 Global Companies

11. Clients We’ve Served

12. LEADERSHIP RO
Nothing Else Matters!
#LeadershipROI

13. Why A r e We Here?
EVERYBODY in your business is all about
reducing cost, improving productivity and
increasing the bottom-line.

14. Where do you start ?
You start where you spend most MONEY.

15. Where do you start ?
PEOPLE
but this is the least Financially managed part
of business…….

16. Avoid recruiting
the wrong
People! My Gut Feel is she
will be do great in
this job.

17. if you get the right people ,
place them in the right
job.. get them to be
productive

18. Identify & retain your best
folks and develop them to
their fullest potentials

19. WHY IT MATTERS?

20. 37% Of
Singapore
Employers Facing
Talent Shortage
On Talents!
- Talent Shortage Survey 2012,Manapower Group

21. TOP JOBS EMPLOYERS
ARE HAVING DIFFICULTY
FILLING
• Sales Rep
• Management / Executives
• Engineers
- Talent Shortage Survey 2012,Manapower Group

22. REASONS FOR
DIFFICULTY FILLING
JOBS
• 35% Lack of Available
candidate
• 29% Lack of Skills and
Competencies On Talents!
- Talent Shortage Survey 2012,Manapower Group

23. TOP 2 PREDICTOR OF
EMPLOYEE
TURNOVER
1. Immediate manager
is unclear with his or her
expectations
2. Poor Job Fit
when employees perceive
that they don't have
opportunities to do what they
do best every day
Source: Gallup research, including meta-analysis, employee opinion polls, and exit interview studies conducted over the past 30 years

24. is going to be
productive
?
How do we know who

25. FRANK SCHMIDT & JOHN HUNTER
“Experts in Productivity and Organizational Psychology”
Reported in…
85 Years
of
Research

26. Not all people in all jobs are
created equal =
not all people are equally
productive.

31. Good leader / manager is
the difference between the
success and failure of any
enterprise

32. Good leader / manager is
the difference between the
success and failure of any
enterprise

33. Good leader / manager is
the difference between the
success and failure of any
enterprise

34. Implications?
Unless all your
Managers /Leaders are
superior performers, you
are LOSING MONEY
unnecessarily?

35. Implications?
Every time you move performance of a manager/leader from
Average Superior
YOU HAVE A DRAMATIC AND
MEASURABLE IMPACT

36. Get the wr ong people in
m anagement po sitions and the
ente rprise fails.
g 38% of the asset of the company. You
If you are givin
to know that they wil l use them well.
have

37. Avoid recruiting
the wrong
People! My Gut Feel is she
will do great in this
job.

38. BAD LEADERSHIP HAS A
SERIOUS COST !

39. In this economy, you have
to know if you got the
right hire the first time

40. start with your
BEST PEOPLE
(TOP PERFORMERS)

41. Somebody's going to
steal them.

42. You have to know who they are?
What makes them who they are?
so when we have to replace them
your not doing the…..

43. SPAGHETTI TEST

44. Every time we are placing someone
in the leadership/management
position we have to do it ….
ON PURPOSE

45. The Top
3 Criteria of Great
Leaders

46. The Top
3 Criteria of Great
Leaders
(1) Getting results that the shareholders ,
customer and people expect!
(2) Get the results without driving people
away.
(3) They must have the potential to deal
with change should the environment
change.

47. Strategies to implement ?

48. Strategies to implement ?
Let just hire a few and
hope it works out

49. Strategies to implement ?
HOPE
Let just hire a few and
hope it works out

50. Strategies to implement ?
HOPE
Let just hire a few and
hope it works out

51. Strategies to implement ?
HOPE
Let just hire a few and
hope it works out

52. Strategies to implement ?

53. Strategies to implement ?

54. Strategies to implement ?
What if , I can take all my
very best folks in my
company who has the
Potentials and
Competencies to be
successful
Leadership funnel ON PURPOSE

55. Leadership strategy that
increases your Leadership ROI.

56. start with your
TOP PERFORMERS

57. 1.
RESULTS
start with your
TOP PERFORMERS

58. 1.
RESULTS
start with your
TOP PERFORMERS
2.
POTENTIALS

59. 1.
RESULTS
start with your
TOP PERFORMERS
2.
POTENTIALS
3.
COMPETENCIES

60. 1.
RESULTS RANK THE LEADERS/MANAGERS

61. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures

62. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget

63. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum

64. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account

65. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
ü Team Calls Handled Per Month

66. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
ü Team Calls Handled Per Month
ü Units Manufactured Per Month

67. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
ü Team Calls Handled Per Month
ü Units Manufactured Per Month
ü Supervisors/Managers Rating etc…

68. 2.
POTENTIALS

69. Every success is
2.
POTENTIALS different from one
company to the other

70. 2.
We need to ask
POTENTIALS
3 Questions?

72. (1)Can they do
the Job

73. (1)Can they do
the Job
(2)How will they do
the Job.

74. (1)Can they do
the Job
(2)How will they do
the Job.
(3)Are they
motivated to do
the job?

75. ProfileXT® (PXT) Insights
Measures "The Total Person”

76. Thinking
Style
Learning Index
Can the person deal 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10 Verbal Skill
with the mental 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning
demands of their 1 2 3 4 5 6 7 8 9 10 Numerical Ability
position 1 2 3 4 5 6 7 8 9 10
Numeric Reasoning
Behavioral Traits
1 2 3 4 5 6 7 8 9 10 Energy Level
1 2 3 4 5 6 7 8 9 10 Assertiveness
1 2 3 4 5 6 7 8 9 10 Sociability
1 2 3 4 5 6 7 8 9 10 Manageability
1 2 3 4 5 6 7 8 9 10 Attitude
1 2 3 4 5 6 7 8 9 10 Decisiveness
1 2 3 4 5 6 7 8 9 10
Accommodating
1 2 3 4 5 6 7 8 9 10
Independence
Objective Judgment
1 2 3 4 5 6 7 8 9 10
Occupa7onal
Interests
1 2 3 4 5 6 7 8 9 10 Enterprising
1 2 3 4 5 6 7 8 9 10 Financial/Admin
1 2 3 4 5 6 7 8 9 10 People Service
1 2 3 4 5 6 7 8 9 10 Technical
1 2 3 4 5 6 7 8 9 10 Mechanical
1 2 3 4 5 6 7 8 9 10 Creative

77. Thinking
Style
Learning Index
Can the person deal 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10 Verbal Skill
with the mental 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning
demands of their 1 2 3 4 5 6 7 8 9 10 Numerical Ability
position 1 2 3 4 5 6 7 8 9 10
Numeric Reasoning
Behavioral Traits
1 2 3 4 5 6 7 8 9 10 Energy Level
1 2 3 4 5 6 7 8 9 10 Assertiveness
Are comfortable with 1 2 3 4 5 6 7 8 9 10 Sociability
the demands of the 1 2 3 4 5 6 7 8 9 10 Manageability
Attitude
environment they 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10 Decisiveness
work in Accommodating
1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10
Independence
Objective Judgment
1 2 3 4 5 6 7 8 9 10
Occupa7onal
Interests
1 2 3 4 5 6 7 8 9 10 Enterprising
1 2 3 4 5 6 7 8 9 10 Financial/Admin
1 2 3 4 5 6 7 8 9 10 People Service
1 2 3 4 5 6 7 8 9 10 Technical
1 2 3 4 5 6 7 8 9 10 Mechanical
1 2 3 4 5 6 7 8 9 10 Creative

78. Thinking
Style
Learning Index
Can the person deal 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10 Verbal Skill
with the mental 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning
demands of their 1 2 3 4 5 6 7 8 9 10 Numerical Ability
position 1 2 3 4 5 6 7 8 9 10
Numeric Reasoning
Behavioral Traits
1 2 3 4 5 6 7 8 9 10 Energy Level
1 2 3 4 5 6 7 8 9 10 Assertiveness
Are comfortable with 1 2 3 4 5 6 7 8 9 10 Sociability
the demands of the 1 2 3 4 5 6 7 8 9 10 Manageability
Attitude
environment they 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10 Decisiveness
work in Accommodating
1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10
Independence
Objective Judgment
1 2 3 4 5 6 7 8 9 10
Occupa7onal
Interests
1 2 3 4 5 6 7 8 9 10 Enterprising
Love their job and are 1 2 3 4 5 6 7 8 9 10 Financial/Admin
motivated to do it 1 2 3 4 5 6 7 8 9 10 People Service
1 2 3 4 5 6 7 8 9 10 Technical
1 2 3 4 5 6 7 8 9 10 Mechanical
1 2 3 4 5 6 7 8 9 10 Creative

79. The
JobMatch™
Pattern
(Success Profile)
Shaded areas indicate the
JobMatch pattern
The JobMatch patterns show
requirements for the job in your
company

80. Good Match
Dark areas indicate the
JobMatch pattern
Yellow boxes show the
candidate’s scores

81. Questionable
Match
Shaded areas indicate the
JobMatch pattern
Yellow boxes show the
candidate’s scores

82. ProfileXT® (PXT) Insights
Having done this, we can
show you - graphically and
quantifiably - to what
degree current managers/
leaders ,or candidates for
recruitment or promotion
match that standard.

83. Considering the costs of developing
You simply cannot afford to
start with someone who is
not likely to succeed.

84. What is it that these Managers /
Leaders who has the
Potentials , needs to do
to be successful.

85. What is it that these Managers /
Leaders who has the
Potentials , needs to do
to be successful.
3.
COMPETENCIES

86. People don’t quit jobs…

87. People don’t quit jobs…
They quit people!

88. People don’t quit jobs…
They quit people!
…and the people they quit are
usually managers!

89. (1) Communication
(2) Leadership
Our research has (3) Adaptability
shown that these
are key (4) Relationships
competencies for (5) Task Management
manager/leaders
success: (6) Production
(7) Development of Others
(8) Personal Development

90. CheckPoint 360
Competency Feedback System

91. The 8 Universal Management Competencies
and their 18 Skill Sets

92. The Good News:

93. The Good News:
These are skills!
Skills can be trained, changed, acquired,
lost, retrained, honed and improved.

94. The Good News:
These are skills!
Skills can be trained, changed, acquired,
lost, retrained, honed and improved.
And, they can be measured!

95. Checkpoint 360 Insights

96. Checkpoint 360 Insights

97. Checkpoint 360 Insights

98. ARE YOU EVER TIRED OF NOT SEEING AND
NOT KNOWING THE RETURN ON INVESTMENT
(ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES

99. Checkpoint 360 Insights

100. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP

101. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
1.
RESULTS

102. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
1. 2.
RESULTS POTENTIALS

103. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
1. 2. 3.
RESULTS POTENTIALS COMPETENCIES

104. LEADERSHIP RO
Nothing Else Matters!
#LeadershipROI

105. WHAT WILL YOU GET
(1) System (Software)
(2) Executive & Management Reports
(3) Workshop and Training
(4) Resources and Manuals
(5) Service and Support

106. WHAT WILL YOU GET
(1) System (Software)
§ Profiles On The Web (POTW) The Virtual Assessment Center (the delivery
system for the complete suite of Profiles products giving you the right to
establish Assessment Centers for all your business units). This includes the
1-year hosting fee with 1 admin user.

107. WHAT WILL YOU GET
(2) Executive & Management Reports

108. WHAT WILL YOU GET
(2) Executive & Management Reports
FOR THE INDIVIDUALS (MANAGERS)
§ Individual ProfileXT Report – Guide for self awareness and understanding
§ Individual Feedback Checkpoint 360 (C360) Report – speaks to the manager
§ C360 Comparison Report – compares 2 different reports and speaks to the
Manager

109. WHAT WILL YOU GET
(2) Executive & Management Reports
FOR THE INDIVIDUALS (MANAGERS)
§ Individual ProfileXT Report – Guide for self awareness and understanding
§ Individual Feedback Checkpoint 360 (C360) Report – speaks to the manager
§ C360 Comparison Report – compares 2 different reports and speaks to the
Manager
FOR THE MANAGEMENT
§ Job Analysis Report
§ ProfileXT Coaching Report
§ C360 Management Report – speaks to the boss

110. WHAT WILL YOU GET
(2) Executive & Management Reports
FOR THE INDIVIDUALS (MANAGERS)
§ Individual ProfileXT Report – Guide for self awareness and understanding
§ Individual Feedback Checkpoint 360 (C360) Report – speaks to the manager
§ C360 Comparison Report – compares 2 different reports and speaks to the
Manager
FOR THE MANAGEMENT
§ Job Analysis Report
§ ProfileXT Coaching Report
§ C360 Management Report – speaks to the boss
§ C360 Management Comparison Report - compares 2 different reports and
speaks to the boss
FOR THE EXECUTIVE / CEO
§ Executive Team Performance Model (Success Profile)
§ C360 Executive Overview - 3 or more Checkpoint 360 surveys of the same time
period and speaks to the C-Suite Executives

111. WHAT WILL YOU GET
(3) Workshop and Training
WORKSHOP
§ Executive Masterclass: Identifying and Developing Future Leader of your
Organization
TRAINING
§ 4 ½ Executive / Administration Implementation Workshop
ON-DEMAND WEBINAR
§ 24/7 Access to pre-recorded webinars, training and workshops

112. WHAT WILL YOU GET
(4) Resource and Manuals
PROFILES RESOURCE CENTER (PRC)
§ Your company will be entitled to our leadership weekly newsletter and
research report publication, white papers and case studies as a way of
keeping your workforce of the most updated insights in sustaining a high
performing-customer service organization
USER GUIDE
§ One ProfileXT Users Guide and Quick Reference Guide
§ One Profiles Sales Assessment Users Guide and Quick Reference Guide
Checkpoint 360 Users Guide and Quick Reference Guide
TECHNICAL MANUALS
§ One ProfileXT Technical Manuals
§ One Profiles Sales Assessment One ProfileXT Technical Manuals
§ Checkpoint 360 One ProfileXT Technical Manuals

113. WHAT WILL YOU GET
(5) Service and Support
LIFETIME CUSTOMER CARE™
§ As long as you are a client of profiles we guarantee you a lifetime customer
support service and consulting which includes reviewing your performance
models, ROI calculations, yearly training / workshop on profiles product
internalization.

114. WHAT WILL YOU GET
(1) System (Software)
(2) Executive & Management Reports
(3) Workshop and Training
(4) Resources and Manuals
(5) Service and Support
Total Investment Per Manager:

115. TODAY’S PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert |
Director, Profiles Asia
Connect with me
www.linkedin.com/in/heintjiesantos
@Profiles_Asia
HS@profiles.com.sg
www.profiles.com.sg

116. I would like to have an appointment with a
Profiles Representative?
A. Yes
B. No
C. CONTACT ME
Have an immediate need ? Call us at +65 65717031
URL: www.profiles.com.sg

117. Contact can help you develop
We Us
outstanding leaders/managers in
Profiles Assessment Asia (Pte.) Limited
you organization!
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