winslow overview june 12 2013
TRANSCRIPT
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Selecting High Performers
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Use of Pre-Employment Selection Tools
© 2012 Development Dimensions International
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Impact of Assessment on Turnover
* Terminations at the end of three month probationary period; cost savings of $8.4 million
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12 Contributing Psychologists including Denis Waitley
The Most Thoroughly Validated Assessment8 Million Participants; Norms Updated every 2 YearsWorld Class HR Licensed by Executive Career Hub
CEO – Chris Saffer, Executive Career Hub and Solutions 5 Consulting Victor Bullara, Certified Master Coach and Winslow Dynamics Profile Coach24 Competencies/50 Dimensions (Dynamics
Profile) Not All Are Created Equal (some competencies more difficult to develop) Detailed reports for Individual (40 pages) , Executive (5 pages), manager (18
pages)Winslow: Providing Insights into Predictable Behavioral Success
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Interpersonal Sociability Recognition Conscientious Exhibition Trust Nurturance
Dedication Ambition Endurance Assertiveness Boldness Coachability Leadership
Organizational Alertness Order Flexibility Creativity Responsibility
Self-Control Self-Confidence Composure Tough-Minded Autonomy Contentment Control
24 Traits in the Dynamics Profile
Scientifically proven measures of predictable performance
In 90% of the cases,
failure is directly attributed to
some aspect of human behavior that could have been predicted
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Integrated Human Capital Systems
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Accuracy Questions with only one correct answer Can determine if participants accurately read and understood the questions, ,
whether they were paying attention and selected their answers correctly Example: “The United States is the only country with television.”
Objectivity/Faking (30% of all tests results are invalid and no one else controls for it)
Can detect if participants answered the questions objectively, unintentionally exaggerated answers or intentionally selected socially desirable answers in order to obtain desirable results
Profile questions describe implausible positive behaviors that no person manifests – Example: “I complete every project that I start”
Profile questions describe common negative behaviors that every person manifests
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Unique Controls for Validity
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Feedback AND Development Plans
45-60 page report with detailed and customized feedback and developmental suggestions
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Feedback AND Development Plans
45-60 page report with detailed and customized feedback and developmental suggestions
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Position Specific Success Profile
Looks pretty good, right?Many high scores.
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Person Specific Success Profile
Deeper dive with a specific position in mind shows 5 areas of “caution” and 3 areas of “concern” with a “Net Score” of +13 which would predict only average performance
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Deeper Dive illustrates Weakest Links
Unlikely to be successfulNo Mitigation of Liabilities
No Mitigation of Liabilities
Concerns; Mitigated Strengths
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Utilizing Winslow Dynamics
Creating a Company Position Compatibility Summary (PCS)Brief Worksheet about the Role, Department, Job Duties, Performance Expectations Builds company specific competency model for selection, development, et al.Benefits: Develop a scientific, predictable model of the traits associated high performance using the most thoroughly validated
(per the EEOC) assessment tool Use this model for assessment, development and executive coaching Demonstrate to investors the due diligence you have completed so that the venture will be successful in meeting
revenue and growth targets. Increases retention based on the individual’s line of site to career advancement, and a demonstration of the company’s
investment in their future
Post Assessment Analysis Individual report with detailed development plan (40 pages) delivered by Certified Winslow Dynamics Coach (Victor
Bullara) Detailed scoring model pinpoints “matches” and developmental needs Company specific dashboard - one place to view assessment status
