Facilitator Training Session
Tool Design
How was Reflect Developed? Competencies Collaborated with industry experts Research with 900 corporate recruiters Input from 40+ graduate schools around the world Product Features/Design Extensive market research with students and schools around the globe Content Deep collaboration with Hogan in an exhaustive and comprehensive process to develop report content relevant to audience Results Scales “normed” against a population containing 50%-50% mix of GME students and working adults 3
Reflect Workflow Assess Discover Improve • Students complete a set of over 500 online questions at their own pace. Within seconds of submitting the assessment, they can access their results. • • The Hogan assessment that powers the Reflect tool is translated in 22 different languages. • Users should take the assessment in their native language as the assessment also culturally appropriate for every user. • The Reflect report, however, is only available in English. 4
Reflect Workflow Assess Discover Improve • Students receive a personalized report that provides an evaluation of their skills in 10 competencies deemed critical by recruiters and business schools. The personalized report includes • specific ways to immediately enhance strengths and address potential areas of challenge. Students can access career • benchmark data to understand which competencies drive success in 14 job families. 5
Reflect Workflow Assess Discover Improve • With the guidance of tips, videos, and articles chosen based on assessment results, students will uncover ways to better handle challenges, solve problems, and interact with peers and future colleagues. • Build a library of resources, keep track of progress, and learn from recognized experts in key disciplines. Mark actions as completed or • add own actions. • Leverage Reflect features and benefits for three full years. 6
Benchmarking 2. See How Competencies Align 1. Select a Job Family • Each job family includes information on the competencies that are important for performance for a specific job. • The competencies on the left hand side of the screen will reshuffle when you select a job family. These will still be your individual results, simply reordered based upon the job family. • If your personal profile does not completely align with the job you have, or would like to have, it does not mean that you cannot be a top performer in that position. It serves as a “gap analysis” and indicates that you should focus your development efforts on the critical competencies listed within your current or ideal job. 7
Reflect Competency • Results are displayed on a “personality spectrum” with two ends, left and right • Both the left and right side of the spectrum has their own unique strengths and weaknesses 8
What’s Being Measured?
Hard stuff vs. Soft stuff Cognitive / Hard-Skills Psychological / Soft-Skills • For which n is the remainder If it feels good, do it • largest when the number 817,380 I know why stars twinkle • is divided by n ? What is the value of (n + 1) 2 ? • I always practice what I preach • • 1. n 2 - 6n = -9 I am not afraid to make mistakes • • 2. (n-1) 2 = n 2 – 5 I try not to let work interfere with • • If we increase the area of a circle pleasure by 32% calculate the approximate increase in the radius of the same circle in terms of a % What can you conclude from each?
Why do Soft Skills Matter? 11
What Does Reflect Measure? Your core personality Behaviors you’ve developed to counter core personality traits Additional behaviors developed by using Reflect Reflect measures soft skills as your natural personality traits • • People develop coping mechanisms and behaviors over time • Reflect helps accelerate personal development by suggesting new behaviors 12
Personality & Behavior What is personality? What is behavior? Personality is who you are— Behavior is the range of actions or a combination of emotional, mannerisms made by an individual attitudinal, and behavioral response patterns Personality is a strong driver of Behavior Personality Behavior Reputation 13
Your Responses Represent: identity (Prudence items): True False 1. I frequently do things on impulse. “I am a fun, 2. People think I’m a non- spontaneous conformist. individual that looks forward to 3. I like to do things on the starting each day spur of the moment. with a clean slate, 4. I never know what I will do ready to meet tomorrow. whatever challenges life has 5. Sometimes I enjoy going to offer.” against the rules.
Our Interpretations Represent: reputation identity (Prudence items): True False Individuals responding this 1. I frequently do things on way tend to be impulse. inattentive to 2. People think I’m a non- details, resist conformist. supervision, ignore small 3. I like to do things on the process steps, not spur of the moment. plan ahead, and 4. I never know what I will do rarely think tomorrow. through the consequences of 5. Sometimes I enjoy going their actions. against the rules.
The Science of Personality Background • Over 450 validation studies, 30 years in 40 countries to predict performance in a range of jobs and industries • Three million working adults assessed to predict performance in more than 200 occupational categories covering all major industries • Hogan implemented in over half of Fortune 500 companies • Support for 22 languages Third Party Reviews • Buros Institute of Mental Measurements • British Psychological Society (BPS) 16
Reflect Starts with the Full Hogan Assessment 17
Hogan Items Reflect Score STRATEGIC SELF-AWARENESS (GMAC) SELF-DEVELOPMENT (Hogan) Skeptical Competitive Culture Reading Education Imaginative Easy to Live With Hogan Development 42 Personality “HICS” Survey 18
The Reflect Norm Group: Who is Included? 50% graduate management students plus 50% global workforce Hybrid approach provides appropriate “mix” for the target market 19
An Above Average Comparison Group Example Results Distribution – General Population
Translation Approach Adaptation Maintain integrity and content of the original assessment while ensuring cultural sensitivity and relevance 1. Does the translated item read correctly (grammar, syntax, etc.)? 2. Does the translated item address the same content as the original item? 3. Does the item possess cultural relevance ? Will it make sense or possess the same meaning to users in the target language? 4. Does the translated item maintain the same strength of wording as the original item (e.g., “I love public speaking” versus “I don’t mind public speaking”)?
Cultural Implications How can Hogan ensure that scores mean the same thing across cultures? Short Answer: Equivalence Analyses & Global Norms Adjective checklists Are there any cultural differences in scale scores? Short Answer: Yes, but small in magnitude Hogan’s research concludes that the effects of culture on personality and culture are hard to define – we are more alike than we are different.
The 10 Competencies Spectrum What is the ideal range? There is no ideal or perfect range for any competency for Reflect The round dot indicates where you scored in relation to the center of the spectrum Each side has their own unique strengths and weaknesses 23
Demonstration
Competency Model
The 10 Competencies 10 Key Competencies • 40+ Global Business Schools • • 900 Global Companies 26
Reflect Overview: The 10 Competencies Strategic Vision Combines one’s own ideas with those of others to envision the possibilities and map out a road to a better future. Innovation Generates new and unique ideas; makes connections among previously unrelated notions; adds value to situations requiring original thinking Operational Thinking Takes into account project priorities and available resources to reach goals in the most efficient, timely, and cost effective way possible. Decision Making Recognizes and understands issues, problems, and opportunities; develops potential alternatives or courses of action; selects a course of action based on likelihood of success. Strategic Self-Awareness Recognizes own strengths and weaknesses and uses that information to guide personal growth and development. 27
Reflect Overview: The 10 Competencies Resilience Performs well under pressure or challenges (e.g. time, ambiguity, etc.); rebounds quickly from a setback. Drive Establishes high performance standards for self and others; assumes personal ownership and accountability for achieving goals. Interpersonal Intuition Communicates persuasively in individual and group situations; adjusts approach, tone, language and non-verbal cues to the characteristics and needs of the audience. Valuing Others Builds trust-based relationships with people by treating them with dignity, respect, and fairness, while valuing their diversity in background and views. Collaboration Develops positive working relationships that emphasize team accomplishment in conjunction with individual contribution. 28
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