Download - Predictive Index Profiling and Personality
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Tomislav Bandic, Psychologist and HR Consultant, Serbia
PI PROFILING & PERSONALITY
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Agenda
� Personality – What is it?
� Understanding Predictive Index (Pi)
� Personality & Enterprise
� Role of Personality in business
� PI & Entrepreneurial success
� Individual PI Feedback
� Questions
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Entrepreneurs Born or Made?
QUESTION?
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Who Are You?Is Who You Are Important?
WHY?
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Difference & Preference
Motivation & Behaviour
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Personality and Success
‘Who we are directly affects how we
interact with the world which, in turn,
determines the outcomes we achieve.’
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The People Challenge
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The people challenge
� Behavioural science research shows that 75 per cent of the population is significantly different from YOU
� These people, many of whom are important to your success:
� think differently
� decide differently
� use time differently
� work at a different pace
� communicate differently
� handle emotions differently
� manage stress differently
� deal with conflicting opinions differently
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What do you see?
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What do you see?
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What do you see?
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What do you see?
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What do you see?
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What do you see?
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The mind plays tricks!
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Are the horizontal lines straight or curved?
What do you see?
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What do you see?
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The mind plays tricks!
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Human Behaviour and Predictive Index
What IS personality?
Human Behaviour and Predictive Index
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Who are we?
What is personality?
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“the characteristic
(consistent) patterns of
behaviour and ways of
thinking that determine
a person’s unique way
of interacting with the
Environment .“
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Different Approaches to Personality
� Trait – Permits a prediction of what a person will
do in a given situation. Considered stable,
personality constructs assumed to be innate. It is
assumed that each person possesses an amount of
each trait, which can be measured.
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‘There is an emerging Consensus among
personality psychologists that an adequate theory of
personality must attend to the characteristics of both the
person and the environment.
Most personality psychologists now recognise the diverse
ways in which the person and the environment interact to
produce
behaviour.
An Introduction to Psychology
Atkinson, Atkinson, Smith & Benn
Here’s what some of the experts have said!
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Some research suggests that when a situation permits
a person to be himself, to act freely and with integrity,
his behaviour will be the most constructive and
creative of which he is capable.
It is when he is under pressure and trying to be
something other that what he is - to be alienated from
himself - that he is likely to become a problem
personality.
Team Spirit: The Elusive Experience
by John Syer
Here’s what some of the experts have said!
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Personality
� Personality – the characteristic (consistent) patterns of behaviour and ways of thinking that determine a person’s unique way of interacting with the environment
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personality = behaviour = resultspersonality = behaviour = results
‘Who we are directly affects how we interact with the
world which, in turn, determines the outcomes we
achieve.’
Personality and behaviour
� Who we are directly affects how we behave which, in turn, impacts our success
� Our effectiveness is not so much about what we do, but more about how we do it – how we act, how we communicate, and how we interact with others
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Personality – psychologists consensus
• Self - a permanent entity at the heart of our experiences
• Preference for behaving in certain ways
• Adaptation to the environment
• Probability that someone will act in certain ways
• Role - as an actor plays it
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Personality and
behaviour
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Impact of personality
� What impact can personality have on your success?
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Individual potential- the importance of behaviour
Physical & Health
Experience
Education &
Training
Literacy &
Language
Interests
Attitudes & Values
Intelligence
Knowledge
Skills
Behaviours,
Motivating Needs,
Drives, & StyleTake into consideration all of the
information that makes up the whole
person. This illustration shows how
important behaviour is in assessing
individual potential.
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� Basic intelligence
� Education and training
� Knowledge and skills of their industry
� Experience
� Attitudes and values
� Interests
� Physical energy and health
What do you take to work?
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What Do people Hire for?
� Hard Skills
� Education
� ‘Fit’
� Experience
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What part does Personality Play?
� All the ‘ions’
� Communication
� Expression
� Protection
� Determination
� Completion
� Passion
� Relations
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Founder Qualities
What behaviours lead to entrepreneurial
performance?
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Personality Behaviour
Every Job/Role has a Personality!
JobPerson
Alignment Leads to Performance
Potential
Character-Fit
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Performance
Character + Skills = Performance Potential
Character Fit
Skills Fit0
10
10
Role Performance
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Predictive Index (PI)
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Psychometric Tests: Definition
� Tests which can be systematically scored and administered.
� Supported by a body of evidence and statistical data
� Used in an occupational setting to measure individual differences
� ability
� aptitude
� attainment
� Intelligence
� personality
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Predictive IndexPredictive Index®® (PI)(PI)
� Predictive Index is an assessment tool which measures work
related behaviours. It highlights an individual’s innate personality – preferences for doing what comes naturally. It also shows how an individual is adapting their personality to meet the demands of the current role, and gives a picture of how that person appears to be to colleagues and customers; it allows us to predict how an individual will be in certain work
related situations.
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What is the purpose of PI?
� A much clearer understanding of the motivating drives of people.
� Managers trained in PI better understand how an individual will perform their job responsibilities.
� PI allows a manager to coach each individual as their profile suggests appropriate.
� Pi allows the profiling and balancing of a team
� Self awareness of the individual at work.
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How do we
assess
personality?
The Predictive
Index Survey:
comes in 62
different languages
plus Braille.
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PI FactorsPI Factors
People are motivated by fundamental needs or drives which lead to certain behaviors.
In PI terminology, we call these motivating needs “Factors.”
May see them refered to as Traits
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Psycological view on Traits
� Trait – Permits a prediction of what a person will
do in a given situation. Considered stable,
personality constructs assumed to be innate. It is
assumed that each person possesses an amount of
each trait, which can be measured.
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BehaviourBehaviour
Three perspectives:
Self – how we really are as individuals; doing what comes naturally;
thought to be an innate construct; a stable pattern of behaviour.
Self-Concept – our perception of how we should behave in the work
environment; how we perceive that others expect us to act.
Synthesis – how we actually behave in the work environment; the
person others observe and know.
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The Output is a PI Profile
The Person I am,
my natural
behaviours
How I behave as
a result of the
above
My efforts to
adapt to my
environment
Pi Report -page 1.
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Elements of PI
Sigma ScaleFactors
Norm Balanced Norm
Patte
rns
M Factor
Response Level E Factor
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Self Concept – Adapting to the Environment
The Person I am
The way I am
perceived by
others
My efforts to
adapt to my
environment
B Factor is higher: the person feels the need or is trying to be more outgoing, more persuasive.
D Factor is lower: the person feels the need or is trying to be more flexible, more risk-taking.
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The Six Sigma Scale
The Sigma Scale
DR
IVE
DR
IVE
EXTREMELY
LOW
VERY
LOWMODERATELY
LOW
MODERATELY
HIGH
VERY
HIGH
EXTREMELY
HIGH
A V
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Factors
Factor A - drive to exert one’s influence on people and events.
Factor B - measures the drive for social interaction with other people.
Factor C - measures the intensity of a person’s tension and pace.
Factor D - measures the drive to conform to formal rules and structure.
NORM
AVERAGE
Relative to Norm
HIGH
Relative to Norm
LOW
A
Unassuming, Unselfish Dominant, Assertive
B E X T R O V E R S I O N
Reserved, Introspective Extroverted, Sociable
C P A T I E N C E
Driving, Intense Patient, Relaxed
D F O R M A L I T Y
Informal, Independent Formal, Conforming
D O M I N A N C E
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Combining factorsDeepens the analysis
� Where is the individual's focus?
� How is the individual with taking action?
� How is the individual with risk?
� How quickly does the individual connect to people?
� Is the individual formal or informal
� How much of a need does the individual have to conform to rules?
etc…..
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People Reader
RiskRisk TakerCautious
PaceDeliberateQuick
StyleFormalInformal
FocusPeopleThings
Low
High
High
High
High
Low
Low
Low
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PI Factor Combinations: Each Factor interacts and influences the other Factors.
Dominance
Extroversion
Patience
Co-operative,
agreeable
Analytical, reserved
Tense, driving
Non-conforming, casual
with details
Competitive,
assertive
Empathetic,
outgoing
Relaxed,
stable
Disciplined, attentive
to details
Low High
Average
Formality
(A)
(C)
(B)
(D)
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PI Factor Combinations: Proactive
Dominance
Extroversion
Patience
Co-operative,
agreeable
Analytical, reserved
Tense, driving
Non-conforming, casual
with details
Competitive,
assertive
Empathetic,
outgoing
Relaxed,
stable
Disciplined, attentive
to details
Low High
Average
Formality
(A)
(C)
(B)
(D)
53
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PI Factor Combinations: Reactive
Dominance
Extroversio
n
Patience
Co-operative,
agreeable
Analytical, reserved
Tense, driving
Non-conforming, casual
with details
Competitive,
assertive
Empathetic,
outgoing
Relaxed,
stable
Disciplined, attentive
to details
Low High
Average
Formality
(A)
(C)
(B)
(D)
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PI Factor Combinations:
Risk Taking
Dominance
Extroversio
n
Patience
Co-operative,
agreeable
Analytical, reserved
Tense, driving
Non-conforming, casual
with details
Competitive,
assertive
Empathetic,
outgoing
Relaxed,
stable
Disciplined, attentive
to details
Low High
Average
Formality
(A)
(C)
(B)
(D)
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PI Factor Combinations: Risk Avoiding
Dominance
Extroversion
Patience
Co-operative,
agreeable
Analytical, reserved
Tense, driving
Non-conforming, casual
with details
Competitive,
assertive
Empathetic,
outgoing
Relaxed,
stable
Disciplined, attentive
to details
Low High
Average
Formality
(A)
(C)
(B)
(D)
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Six Primary Factor Combinations
A:B – Focus
A:C – Taking Action
A:D – Risk Taking
B:C – Connecting with others
B:D – Social Formality
C:D – Following Rules
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Organisational DevelopmentStart Up Rapid Growth Maturity
unstructured
rapid change
high risk
high reward
lack of systems/processes
lack of precedence
rapid decision-making
building structure while growing
rapid change
less risk
systems and processes proliferating
precedence and culture developing
more structure around decision-making
structured
some change
minimal risk
systems and processes in place
precedence
decision-making is structured
entrepreneurial drive
rapid change
high risk
organisation building while multi-tasking
tension between participative vs. entrepreneurial style
expert maintenance
process control
task management
Leaders need to demonstrate
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Attitude towards change
� orientation to the new way
� comfortable - likes it
� immediately
� high risk
� high speed
� low need to know
� low need to plan and prepare
� not concerned with detail
� big picture
� proactive
� enthusiastic
� easy to change direction - flexible
� enjoys new challenges
� orientation to the traditional way
� uncomfortable - doesn’t like it
� cautiously
� low risk
� low speed
� high need to know
� high need to plan and prepare
� very concerned with detail
� specifics
� passive
� suspicious
� harder to change direction – structured
� conservative
Enthusiastic Initiator Suspicious Follower
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The PRO measures
behaviours which
lead to success in
THIS JOB
What are frequent
and essential
activities in THIS
JOB?
Role Profiling Pro: How does it work?
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PI – PRO Results
The Person:� Self
� Self-concept
� Synthesis
The Job: PRO
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Reading and Understanding Others
•People Reader
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Your worldYour world Their worldTheir world
Your world vs. their world
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Your worldYour world Their worldTheir world
Your agenda vs. their agenda
Your Your
agendaagenda TheirTheir
agendaagenda
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Founder Qualities
Performance Behaviours
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Personality Behaviour
Every Job/Role has a Personality!
JobPerson
Alignment Leads to Performance
Potential
Character-Fit
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What do you think it might look like?
Dominance
Extroversio
n
Patience
Co-operative,
agreeable
Analytical, reserved
Tense, driving
Non-conforming, casual
with details
Competitive,
assertive
Empathetic,
outgoing
Relaxed,
stable
Disciplined, attentive
to details
Low High
Average
(A)
(C)
(B)
(D) Formality
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Findings: Highlights
� High A = 82% (Dominance)
� Low C = 85% (Patience)
� High A/Low C = 90% (Action)
� High D/Low C = 81% (Rules)
� High A/Low D = 77% (Risk)
� High B/Low C = 73% (Connecting)
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� Typical Entrepreneurial Profile:
� Self = 70%
� Self Concept = 82%
The Behaviours Required for Success as an Entrepreneur
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Examples
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Example
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ExampleExample
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ExampleExample
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ExampleExample
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ExampleExample
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What this Means For You
Tuning Performance Behaviours Requires
Understanding Those Behaviours and Having
a Clear Perspective on the Fit/Gaps with Your
Ambitions
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The People ChallengeThe People Challenge
-- ‘‘Difficult TypesDifficult Types’’
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Influencing and Persuading Others
Difficult Types
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Just who are the ‘difficult types’?
� What is it about the people with whom you conduct business that makes them ‘difficult’?
� Brainstorm a list of characteristics
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Some examples of ‘difficult’ people
� Procrastinator
� Explosive
� Rigid
� Self-important
� Untrustworthy
� Antagonist
� Dampener
� Extrovert
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The procrastinator
� Just can’t make decisions; or doesn’t like making them
� Uncomfortable with too many variables or options to choose from
� Often don’t like the idea of making a mistake - perfectionist
� Constantly looking at the potential downside of a decision
� Don’t:
� Show through your conversation or body language that you’re irritated or frustrated with them
� Do:
� Demonstrate empathy to get to the root of their indecision
� Show some sympathy for their predicament having to make a decision
� Help them work through the process at their pace
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The explosive
� Easy loss of self-control
� Outburst of explosive anger
� Usually feels bad about it afterwards
� Don’t:
� Reciprocate loss of self-control
� Not helpful to say ‘calm down’ or express how annoyed or upset you are at them for being angry
� Do:
� Remember it’s their agenda; their show
� Get their attention by using their name at a volume that can be heard above their ranting
� Demonstrate empathy; show concern; keep good eye contact; listen for the reason for their outburst; express understanding (not the same as agreeing); then move on
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The rigid
� Set in their ideas; their way of seeing the world
� Strong dislike of change away from what they see as ‘the right way’
� Like detail; facts, data, analysis
� Can show contempt of peoples’ questions that challenge their way of thinking
� Don’t:
� Try to use empathy; unlikely to win them round
� Do:
� Talk their language – details, facts
� Phrase your proposition or idea in an analytical way
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The self-important
� Generally concerned only about themselves; lack empathy
� See the world only from their perspective
� Pre-occupied with showing everyone how important they are, and what important things they’re doing
� Can be ‘reverse psychology’ in play – may be putting up a protective shield to mask feelings of inadequacy or insecurity
� Don’t:
� Take things personally – they’re just being them
� Do:
� Separate the behaviour from the person
� Appeal to their ego; acknowledge their self-importance; ask them questions about their work
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The untrustworthy
� Reputation for being unreliable
� Prone to exaggerate; may even tell untruths
� Says one thing, does another
� Goes around peoples’ backs
� May be a result of their own insecurities; a need to outsmart others
� Don’t:
� Use the personally wounding ‘you’ word – ‘Sorry, I just can’t believe a word you
say’
� Do:
� Concentrate on the behaviour
� Ask open-ended questions – ‘Is there a reason why these final figures don’t tally with
the figures you gave to me when we signed our programme agreement’
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The antagonist
� Unfriendly, can ignore people, not listen
� Makes sarcastic remarks, blames others, dismisses peoples’ ideas
� May be rude, aggressive
� Typically not aware of the impact they have on others
� Don’t:
� Reciprocate their antagonistic behaviour and let things degenerate into a spiral of unpleasantness to create a hostile environment
� Do:
� Ask open-ended questions to unearth the problem in a sensitive way
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The dampener
� All doom and gloom; they put the dampeners on everything
� There’s always a problem or issue with something
� Stifle your creativity
� Typically bore you with a mass of superfluous facts and figures
� Don’t:
� Get drawn into a longer-than-necessary conversation� Use ‘why’ questions – the doom and gloom will get worse!
� Do:
� Ask closed-ended questions to move the conversation on
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The extrovert
� Essentially narcissists – ‘That’s enough about you, now let’s talk about me!’
� Extreme hunger for attention
� Don’t have too much time for others
� Can promise a lot; and forget a lot too!
� Don’t:
� Criticise, or burst their balloon – they are sensitive types; their extreme ‘highs’ can easily become extreme ‘lows’
� Do:� Give recognition, praise, compliments� Bring the conversation back to earth after acknowledging their ‘worth’� If they promise or agree to do something, ask them to drop you an email to confirm
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The importance of self-awareness –Johari Window
� Two American psychologists – Joseph Luft and Harry Ingham
� Model of interpersonal relationships
� Jo and Harry proposed that:
‘The quality of a relationship depends upon the degree to
which people openly and honestly share their knowledge, ideas and
feelings, with each other.’
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Johari window
known to you unknown to you
kn
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un
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SEEKING FEEDBACK D
I
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O
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U
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arena blind
façade unknown
(potential)
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Johari window profile – example 1
arena blind
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known to you unknown to you
kn
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un
kn
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rs
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Johari window profile – example 2
arena blind
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known to you
kn
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un
kn
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rs
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Johari window profile – example 3
arena blind
façade unknown
known
to you
unknown
to you
kn
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un
kn
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to o
the
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Johari window – example 4
known to you
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unknown
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Johari window
known to you
kn
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SEEKING FEEDBACK D
I
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arenablind
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Seeking feedback
� Ask for ideas, opinions and suggestions
� Encourage and listen to reactions to what you say
� Involve people in decision-making
� Do not dominate discussions
� Show interest in peoples’ concerns
� Create a climate in which people feel it’s OK to talk
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Emotional Intelligence
•A framework for achieving highly effective working
relationships with others
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Emotional intelligence
� What is emotional intelligence?
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What is emotional intelligence?
� EI describes abilities distinct from, but complementary to, academic intelligence, or the purely cognitive capacities measured by IQ
� Personal competence – understanding yourself, your goals, intentions, feelings, responses, and behaviour
� Social competence – understanding others, and their feelings
‘Emotional intelligence is the capacity for recognising our own feelings, and
those of others, for motivating ourselves, and for managing emotions well in
ourselves, and in our relationships.’
Daniel Goleman
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What is emotional intelligence?
Emotional intelligence (EQ) is not something new – interpersonal and
social skills have long been recognised as critical for effectiveness at
work
Pure ‘technical’ skills and cognitive ability are pre-requisites for
success – however, they do not differentiate star performers from the
rest as well as interpersonal skills do
1990’s saw the emergence of research studies by psychologists that
have had a major influence on the ways that people think about
interpersonal effectiveness
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The business case for emotional intelligence
• Strong evidence now exists showing the impact EQ has in determining
personal and organisational success
• People with high EQ outperform others in terms of annual sales
achievement, profit contribution, productivity, levels of customer
service provided, and lower job turnover rates
• As people progress in their career, the more important EQ becomes
in determining their success
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EQ and leadership performance
� Recent study of 300+ top UK executives showed that certain EQ competencies distinguished star performers
� Centre for Creative Leadership identified that the primary cause of career derailment amongst top executives was the lack of EQ
� Study of 500 organisations worldwide indicate that people who score highest on EQ measures rise to the top of organisations
� EQ contributes between 80 and 90 percent of the competencies that distinguish outstanding from average leaders
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EQ and leadership performance
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IQ EQ
All jobs Leadership & management
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Self
awareness
Social
awareness
Selfmanagement
Relationship
management
Daniel Daniel GolemanGoleman’’ss EQ modelEQ model
Know yourself
Being aware of your
own feelings,
emotions, strengths,
weaknesses, values,
and motivators
Manage yourself
Managing our own
feelings, and
controlling our actions
and behaviours
- apply ‘Style brakes’
Know others
Recognising others’
feelings, emotions,
behavioural styles,
and preferences
Personal
competence
Social
competence
Do something for others
Bringing self-awareness,
self-management, and
social awareness together
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Self
awareness
Social
awareness
Self
management
Relationship
management
What I see
What I do
all change
starts here!
positive
impact
on others
Daniel Daniel GolemanGoleman’’ss EQ modelEQ model
Personal
competence
Social
competence
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Emotional intelligence competency framework
Handout – will post on SharePoint as a shared learning resource
� Emotional Competency Framework built around the four quadrants in Goleman’smodel – The Consortium for Research on Emotional Intelligence in Organizations
� Self Awareness – know yourself
� Self-management – manage yourself
� Social awareness – know others
� Relationship management – do something for others
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*If you require any further information please do not hesitate to contact me at [email protected]