Slides for presentation given by Dr. Thomas Mengel, CEO of Reiss Profile Canada Corp. and Professor of Leadership Studies, University of New Brunswick. September 26, 2013. Delta Hotel, Fredericton. HRANB Fredericton Chapter

1. Personality Profiling
Find out what truly motivates your employees!
Dr. Thomas Mengel, PMP
Professor of Leadership Studies, UNB
C.E.O. Reiss Profile Canada Corp.
1www.ReissProfile.caHRANB Sept/26/2013

2. Agenda
Personality profiles in career and leadership development
 Hiring
 Team composition
 Professional & organizationaldevelopment
The Reiss Motivation Profile
 General
 Leadership and career development
Conclusion
 Recommendations
 Summary
2www.ReissProfile.caHRANB Sept/26/2013

3. Which personality profiling tools have you used?
What were your experiences with them?
3www.ReissProfile.caHRANB Sept/26/2013
Personality profiles in career and
leadership development

4. Personality profiles in career and
leadership development
4www.ReissProfile.ca
Origin
Purpose
Approach
Results
Benefit
Jung (1921)
Marston (1930)
Behavioural styles
& preferences
4 styles
4 Types & typical
combinations
Quick & easy
access; people vs.
tasks;
Jung (1921)
Myers-Briggs (1962)
Perception &
Judgment
4 dimensions
16 Types
Established in
professional
development; roles &
responsibilities
Reiss & Havercamp (1995)
Motivation: Values, goals & traits
16 universal desires
16 individual scores (> 40*1025
combinations)
Comprehensive roadmap
motivation & preferences;
accurate prediction (roles &
responsibilities)
HRANB Sept/26/2013
DISC MBTI Reiss Profile

5. The Reiss Motivation Profile
5www.ReissProfile.ca
Activity:
Motivation Analysis Profile
Simple Version
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6. The Reiss Motivation Profile
6www.ReissProfile.ca
3 Pillars:
16 Universal human desires:
• We share what we need (desire)
• We differ how much of it we need (score and resulting value)
Personal values,goals,personality
• Helps manageneed satisfaction
• Is bipolar to some extend
Value-based performance & happiness
• Matching personal values & goals with context
• Lasting relations built on similar values & goals
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Hiring Decisions
• Education – Business, Technical, other relevant Education
• Experience – Projects, Organizations,Management, Leadership
• Expertise (Skills) – Task oriented, Management, Leadership
• Energy Level (Motivation and Passion)
Reiss Profile:Strivings, goals, values, personality (Individual Profile)
Case Study: Project “Gold Star” (Insurance)
High turnover in sales
Profiling the Gold Star sales force
Identifying key success factors /motivators
++ social contact, ++ tranquility
Hiring based on key motivators
Personality profiles in career and
leadership development
HRANB Sept/26/2013

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Team Composition
• Roles & Responsibilities
• Complementary skills
• Shared values / motivation
Reiss Profile: Strivings, goals, values, personality (Individual Profile)
Case Study: “MACROsoft”(IT; Leadership team development)
Personality profiles in career and
leadership development
HRANB Sept/26/2013

9. CEO VP Fin/HR VP Op VP Sales Avg.
Acceptance -0.85 -0.28 -2.00 0.50 -0.66
Beauty 0.17 -0.21 -0.54 -0.27 -0.21
Curiosity 0.68 -0.68 0.68 1.41 0.52
Eating -0.19 0.80 -0.19 0.52 0.24
Expediency 0.30 -0.45 -1.06 0.70 -0.13
Family 1.54 0.86 0.73 -1.15 0.50
Idealism 1.34 0.61 0.12 -1.16 0.23
Interdependence -0.75 0.23 -0.99 -1.20 -0.68
Order 0.12 -1.38 0.00 -0.50 -0.44
Physical Exercise 0.45 -0.50 0.65 0.10 0.18
Power 0.95 0.75 1.30 0.88 0.97
Saving 0.70 0.40 -0.30 -0.41 0.10
Social Contact 0.70 1.13 -0.99 0.80 0.41
Status 0.50 0.05 0.40 0.34 0.32
Tranquility -0.43 -0.86 -0.32 -1.40 -0.75
Vengeance -0.89 -1.23 -0.88 -0.34 -0.84
Team Profile MACROsoft Corp.
9www.ReissProfile.ca
• Cooperativeand performance
oriented
• Employee satisfactionsurvey:
Dissatisfactionwith leadership
approach
• Core values: Valuingemployees
as human beings; Focus on
balancebetween high
performance, entrepreneurial
spirit, justice, compassion and
passion; Listening to employees
and their professional and
personal needs; Participative
leadershipand Teamwork
Case Study: Leadership Team
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Professional & organizational development
• Skills training – matching job requirements with resources
• Team development – team motivation& coherence
• Career development: career path to match individual & organizational
needs
• Organizationaldevelopment: values-oriented organization
Reiss Profile:Strivings, goals, values, personality (Individual Profile)
Case Study: “Sam Someone” (career development in an insurance company)
Personality profiles in career and
leadership development
HRANB Sept/26/2013

11. 11www.ReissProfile.ca
Case description:
• Sam self-leadership seminar participant
exploring life and leadership
• 35 year old manager of a sales-team in a major
insurance company
• Married; two children at the age of 5 and 7
• degree in social work and a teacher certificate
• started selling insurances and worked his way
up into his current position
• very successful and earmarked as a ‘high
potential’
• does not feel to be ‘at the right spot’
The case of Sam Someone
(Insurancia, Director of Sales - East)
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Leadership Development
Sam Someone
Sam Someone’s
Reiss MotivationProfile
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Leadership Development
Sam Someone
Potential Tensions
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Enjoying meaningful relationships with colleagues and customers
Helping customers and team members to achieve financial security
Figuring out innovative solutions for customers and his sales team
members
Securing a livelihood for himself and his family
Leadership Development
Sam Someone
Existing Benefits
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• Transitioning into a corporate
training department
• Exploring leadership opportunities
in community based non-profit
organizations
Options
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Leadership Development
Sam Someone

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• ConversationsbetweenSam,HR,andVPsales
• Transitioningintoacorporatetrainingdepartment
• SeniorCoach,Directorofmentoringprogram
• Exploring leadership opportunities in communitybased non-
profitorganizationsas afutureoption
Solution
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Leadership Development
Sam Someone

17. Conclusionand Recommendations
17www.ReissProfile.ca
Utilize Personality Profiles:
To get the rightpeople on the bus
Include assessing values and motivationin hiring decisions
To put the rightpeople in the right seats
Consider values & goals when composing teams
Adjust team composition based on motivation & team dynamics
To change seats meaningfully
Consider developing career paths matching individual & organizationalneeds
Take organizationaldevelopment seriously by striving for a values-oriented
organization
HRANB Sept/26/2013

18. 18www.ReissProfile.ca
Contact us for 25% HRANB presentationdiscount
towardsa personal Reiss Motivation Profile or
Reiss Profile Master certificationand training
HRANB Sept/26/2013
Questions
?

19. 19www.ReissProfile.ca
Mengel, T. (2012). ‘High Potential’ can be deceiving – Utilizing the Reiss
Motivational Profile® in HR and Leadership Development. FMI Journal June
2012.
Mengel, T. (2012). Leading with ‘emotional’ intelligence – Existential and
Motivational Analysis in leadership and leadership development. Journal on
Educational Psychology 5(4):24-31.
Reiss, S. (2008). The Normal Personality. A New Way of Thinking About
People. Cambridge University Press, New York.
Reiss, S. (2000). Who am I? The 16 Basic Desires That Motivate Our Actions
and Define Our Personality. Berkley Book, New York.
References:
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20. Let’s Connect!
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