Facilitator Training Session Tool Design How was Reflect Developed? - - PowerPoint PPT Presentation

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

Content

Deep collaboration with Hogan in an exhaustive and comprehensive process to develop report content relevant to audience

Product Features/Design

Extensive market research with students and schools around the globe

Results

Scales “normed” against a population containing 50%-50% mix of GME students and working adults

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Reflect Workflow

• 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.

Assess Discover Improve

• 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

• 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.

Assess Discover Improve

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• 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.

Reflect Workflow

Assess Discover Improve

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Benchmarking

• 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.

• 1. Select a Job Family
• 2. See How Competencies Align

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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

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What’s Being Measured?

Hard stuff vs. Soft stuff

Cognitive / Hard-Skills

• For which n is the remainder

largest when the number 817,380 is divided by n?

• What is the value of (n + 1)2?
• 1. n2 - 6n = -9
• 2. (n-1)2 = n2 – 5
• If we increase the area of a circle

by 32% calculate the approximate increase in the radius of the same circle in terms of a %

Psychological / Soft-Skills

• If it feels good, do it
• I know why stars twinkle
• I always practice what I preach
• I am not afraid to make mistakes
• I try not to let work interfere with

pleasure

What can you conclude from each?

Why do Soft Skills Matter?

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What Does Reflect Measure?

• 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

Your core personality Behaviors you’ve developed to counter core personality traits Additional behaviors developed by using Reflect 12

Personality & Behavior

Personality is who you are— a combination of emotional, attitudinal, and behavioral response patterns

What is personality?

Behavior is the range of actions or mannerisms made by an individual

What is behavior?

Personality is a strong driver of Behavior Personality Behavior Reputation

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Your Responses Represent:

(Prudence items):

• 1. I frequently do things on

impulse.

• 2. People think I’m a non-

conformist.

• 3. I like to do things on the

spur of the moment.

• 4. I never know what I will do

tomorrow.

• 5. Sometimes I enjoy going

against the rules.

True False





















“I am a fun, spontaneous individual that looks forward to starting each day with a clean slate, ready to meet whatever challenges life has to offer.”

identity

Our Interpretations Represent:

(Prudence items):

• 1. I frequently do things on

impulse.

• 2. People think I’m a non-

conformist.

• 3. I like to do things on the

spur of the moment.

• 4. I never know what I will do

tomorrow.

• 5. Sometimes I enjoy going

against the rules.

True False





















Individuals responding this way tend to be inattentive to details, resist supervision, ignore small process steps, not plan ahead, and rarely think through the consequences of their actions.

identity reputation

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)

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Reflect Starts with the Full Hogan Assessment

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42 Personality “HICS”

Hogan Items  Reflect Score

SELF-DEVELOPMENT

(Hogan)

STRATEGIC SELF-AWARENESS

(GMAC)

Competitive

Easy to Live With

Culture Reading Imaginative

Hogan Development Survey

Education Skeptical

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The Reflect Norm Group: Who is Included?

50% graduate management students plus 50% global workforce

Hybrid approach provides appropriate “mix” for the target market

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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”)?

• 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.

Cultural Implications

The 10 Competencies Spectrum

• 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

What is the ideal range?

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Demonstration

Competency Model

The 10 Competencies

• 10 Key Competencies
• 40+ Global Business Schools
• 900 Global Companies

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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.

• Generates new and unique ideas; makes connections among previously unrelated notions;

adds value to situations requiring original thinking

Innovation

• Takes into account project priorities and available resources to reach goals in the most

efficient, timely, and cost effective way possible.

Operational Thinking

• Recognizes and understands issues, problems, and opportunities; develops potential

alternatives or courses of action; selects a course of action based on likelihood of success.

Decision Making

• Recognizes own strengths and weaknesses and uses that information to guide personal

growth and development.

Strategic Self-Awareness

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Reflect Overview: The 10 Competencies

Resilience

• Performs well under pressure or challenges (e.g. time, ambiguity, etc.); rebounds

quickly from a setback.

• Establishes high performance standards for self and others; assumes personal ownership

and accountability for achieving goals.

Drive

• Communicates persuasively in individual and group situations; adjusts approach,

tone, language and non-verbal cues to the characteristics and needs of the audience.

Interpersonal Intuition

• Builds trust-based relationships with people by treating them with dignity, respect,

and fairness, while valuing their diversity in background and views.

Valuing Others

• Develops positive working relationships that emphasize team accomplishment in

conjunction with individual contribution.

Collaboration

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50 100 150 200 250 300 10 20 30 40 50 60 70 80 90 100

Number of Industry Respones Rating

Response Distribution

Frequency

92% of respondents gave a rating of 50 or higher 80% of respondents gave a rating of 80 or higher

Top “additional” competencies cited by corporate recruiters were either knowledge based (project management, technology skills), or cognitive (critical reasoning, analytical skills).

The 10 Competencies: Alignment

Why only 80%?

The 10 Competencies: A Global Model

Global breakdown, 900 companies… How well do competencies align?...

United States Asia- Pacific Europe Other Median Allignment Score (Out of 100) 81 80 80 85

Regions

70% 10% 10% 10%

Regional Response Breakdown

United States Asia-Pacific Europe Other

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Reflect Coaching

Suggestions + Supporting Materials

• Have students and staff catalog a real world example of each of

the “bright/dark” side—use examples to help future students attach to the lessons/insights and internalize the information in a way that is more concrete/useful/memorable

• List documents and artifacts and how they can be used….

Key messages for students (pre-assessment)

• Take assessment in the language where you have the greatest level of proficiency in

reading and interpretation.

• Be prepared! There are over 500 questions which may seem very repetitive in nature.

While this may seem tedious, our process ensures the most accurate results.

• Read carefully to make sure you understand the question - but answer with your gut

response i.e. “how you would react 90% of the time”.

• If you feel tired, bored, need a break – take one (you can resume from anywhere – even

your phone)

• Questions will appear to repeat – this may seem tedious but it helps us generate the

most accurate results.

• Workflow for Reflect is Assess, Discover, Improve
• Assess – Complete the assessment
• Discover – read results and flag materials you want to work on, read, watch, or do
• Improve – personal work plan you create for your own professional self-development

Key messages for students (post-assessment)

• The tool is among the most accurate soft skill assessments available today
• Some of this may not “jive” with how you see yourself – this is normal (and important!!)
• Tool measures your personality and preferences - “who” you are. Awareness is key point.
• Personality has an outsized influence on behavior early in your career (20’s to mid 30’s),

in new situations, or when under pressure or stress.

• Competencies selected by 900 global corporations as “what they look at” when

evaluating and sourcing talent

• Comparison group is an ELITE set of individuals – not general population
• High is not necessarily good, low is not necessarily bad – there is NO IDEAL RANGE
• Focus is on changing your BEHAVIOR – new tools to enhance your interpersonal skills
• Start small – pick 1 or 2 things to try for 30 days (don’t “go big”)

Results Coaching

• 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

What is the ideal range?

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Interpreting Your Results: Innovation

• May find that you struggle with

following through or executing tasks

• May have difficulty focusing when

engaging in repetitive processes or detailed tasks

“Dark Sides” of High Results

• Practical approach likely allows you

to determine the true feasibility of ideas

• Likely prefer implementation over

brainstorming

“Bright Sides” of Low Results

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Interpreting Your Results: Operational Thinking

• May struggle with unexpected

change

• May be intolerant of uncertainty
• r ambiguity

“Dark Sides” of High Results

• May be “at your best” during

times of change

• Likely exhibit a “results focused”

attitude

“Bright Sides” of Low Results

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Interpreting Your Results: Decision Making

• May not involve others in the

decision making process

• May be perceived as overly

confident and inflexible by peers

“Dark Sides” of High Results

• May foster a sense of

collaboration by involving others in decision making

• Likely generate simple solutions
• r follow proven processes

without attempting to “reinvent the wheel”

“Bright Sides” of Low Results

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Interpreting Your Results: Strategic Vision

• May overanalyze situations

when a simple solution is best

• May lose sight of short-term

implications of “big picture” ideas

“Dark Sides” of High Results

• Likely are aware of short term

implications and current issues

• Take the initiatives/visions of
• thers and provide evaluations
• r appropriate actions given

short term implications.

“Bright Sides” of Low Results

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Interpreting Your Results: Strategic Self Awareness

• May be overly concerned with

the approval of others

• May be overly self-critical

“Dark Sides” of High Results

• Likely seen as self-confident in

times of stress

• May not be easily influenced by

social pressures or opinions of

• thers

“Bright Sides” of Low Results

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Interpreting Your Results: Resilience

• May underestimate the gravity
• r severity of certain issues
• Others may interpret you as

nonchalant or too laid back

“Dark Sides” of High Results

• Others probably appreciate the

clear passion you exhibit for your work

• Probably exhibit urgency to

complete tasks in a timely manner

“Bright Sides” of Low Results

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Interpreting Your Results: Drive

• Competitive nature may inhibit

your ability to work in collaborative environment

• May be seen as overly

competitive by colleagues

“Dark Sides” of High Results

• May be seen as the

consummate team player

• Others may see you as

unassuming and humble

“Bright Sides” of Low Results

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Interpreting Your Results: Interpersonal Intuition

• May overanalyze nonverbal

behavior of others

• Others may perceive you as

being “inconsistent” as you use social savvy to adjust your message & behavior to different audiences

“Dark Sides” of High Results

• Others likely appreciate your

honesty

• May be respected for ability to

be forceful and deliver the tough message

“Bright Sides” of Low Results

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Interpreting Your Results: Valuing Others

• May worry too much about
• thers feelings when making

business decisions

• Tend to focus on “people

issues” and may overlook business issues in lieu of “people issues”

“Dark Sides” of High Results

• May be appreciated for ability

to deliver “business results”

• Likely known for meeting

deadlines and getting things done

“Bright Sides” of Low Results

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Interpreting Your Results: Collaboration

• You may struggle when tasked

with an individual project or assignment

• May unnecessarily seek to

involve others

“Dark Sides” of High Results

• You likely excel at creating work

products on your own

• Likely excel in work

environments where individual contribution is valued

“Bright Sides” of Low Results

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Wrap Up Notes to Facilitators

What’s Unique About Reflect?

• More than an Assessment: Personalised results with a broad range of

learning resources that help students create action plans to further their educational and professional development and drive their future success.

• Uses the Language of Business and Management Education: Results

presented through the lens of business may help students better understand and promote themselves to employers.

• A Proven Competency Model: The 10 competencies have been deemed

important by over 900 corporate recruiters and leading graduate schools around the world.

• 20+ Languages: The assessment is available and has been culturally

adapted for use in 20+ languages.

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Notables

• Bulk purchases includes onsite facilitator training for

all faculty and staff

• Access to aggregate results for all users for use in

program design and faculty research

• Access to the tool and all resources for three full years
• Assessment available in 22 languages

Sample of Facilitator Training Activities