webinar developing successful_managers_leaders
DESCRIPTION
Did you know that you are giving an average of 38% of the assets of your company to every manager and leader you place in your organization ? By giving them insights into their own strengths and surfacing self improvement opportunities, you equip them to increase their employee engagement and achieve higher standard of productivityTRANSCRIPT
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
What this is not abouthellip
What this is not abouthellip
What this is not abouthellip
1
3
2
AGENDAHow to create and implement a strategy that increases your leadership ROI
How to hire the right leader manager the first time
Identify and develop effective managers leaders of your organization
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
What this is not abouthellip
What this is not abouthellip
What this is not abouthellip
1
3
2
AGENDAHow to create and implement a strategy that increases your leadership ROI
How to hire the right leader manager the first time
Identify and develop effective managers leaders of your organization
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
What this is not abouthellip
What this is not abouthellip
What this is not abouthellip
1
3
2
AGENDAHow to create and implement a strategy that increases your leadership ROI
How to hire the right leader manager the first time
Identify and develop effective managers leaders of your organization
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
What this is not abouthellip
What this is not abouthellip
1
3
2
AGENDAHow to create and implement a strategy that increases your leadership ROI
How to hire the right leader manager the first time
Identify and develop effective managers leaders of your organization
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
What this is not abouthellip
1
3
2
AGENDAHow to create and implement a strategy that increases your leadership ROI
How to hire the right leader manager the first time
Identify and develop effective managers leaders of your organization
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
1
3
2
AGENDAHow to create and implement a strategy that increases your leadership ROI
How to hire the right leader manager the first time
Identify and develop effective managers leaders of your organization
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
The GLOBAL LEADER in Employee Assessment Solutions
Creating Value for Our Clients
We support our clients through the full employee life-cycle helping them identify the best people for their jobs and then developing them to their fullest potential
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
700 OFFICES WORLDWIDE
125 COUNTRIES
The GLOBAL LEADER in Employee Assessment amp
Talent Management Solutions
Established in 1991
WORLDWIDE PRESENCE
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
45000 CLIENTS
50 MILLION USERS
33 LANGUAGES
50000000 MILLION USERS
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Diverse Base of Marquee Customers
Customer Highlights
sect 11000+ Active Customerssect Includes Most Fortune 500 Global Companies
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Clients Wersquove Served
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
EVERYBODY in your business is all about reducing cost improving productivity and
increasing the bottom-line
Why Are We Here
Nothing Else Matters
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Where do you start
You start where you spend most MONEY
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Where do you start
PEOPLE
but this is the least Financially managed part of businesshelliphellip
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
My Gut Feel is she will be do great in
this job
Avoid recruiting the wrong People
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
if you get the right people place them in the right
job get them to be productive
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Identify amp retain your best folks and develop them to
their fullest potentials
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
WHY IT MATTERS
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
In 2012 what leadership development initiatives took place in your organization what level within
the organization
a) Top Level Leadershipb) Mid Level Leadershipc) First Level Leadershipd) All of the Above
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
We Wait Too Long to Train Our Leaders
- by Jack Zenger posted in Harvard Business Blog
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
37 Of Singapore
Employers Facing Talent Shortage
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY
FILLING
bull Sales Repbull Management Executivesbull Engineers
- Talent Shortage Survey 2012Manapower Group
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
REASONS FOR DIFFICULTY FILLING JOBS
bull 35 Lack of Available candidate
bull 29 Lack of Skills and Competencies
- Talent Shortage Survey 2012Manapower Group
On Talents
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
TOP 2 PREDICTOR OF EMPLOYEE TURNOVER
1 Immediate manager is unclear with his or her expectations
2 Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every day
Source Gallup research including meta-analysis employee opinion polls and exit interview studies conducted over the past 30 years
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
How do we know who is going to be
productive
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
FRANK SCHMIDT amp JOHN HUNTER
ldquoExperts in Productivity and Organizational Psychologyrdquo
85 Years of
Research
Reported inhellip
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Not all people in all jobs are created equal =
not all people are equally productive
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Good leader manager is the difference between the success and failure of any
enterprise
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Good leader manager is the difference between the success and failure of any
enterprise
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Implications
Unless all your Managers Leaders are
superior performers you are LOSING MONEY
unnecessarily
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Implications
Every time you move performance of a managerleader from
YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
Average Superior
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Get the wrong people in
management positions and the
enterprise fails
If you are giving 38 of the asset of the company You
have to know that they will use them well
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
My Gut Feel is she will do great in this
job
Avoid recruiting the wrong People
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
In this economy you have to know if you got the right hire the first time
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Somebodys going to steal them
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
You have to know who they are What makes them who they are
so when we have to replace them your not doing thehellip
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
SPAGHETTI TEST
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Every time we are placing someone in the leadershipmanagement position we have to do it hellip
ON PURPOSE
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
1 Getting results that the shareholders customer and people expect
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
Criteria of Great Leaders 3The Top
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
1 Getting results that the shareholders customer and people expect
2 Get the results without driving people away
3 They must have the potential to deal with change should the environment change
Criteria of Great Leaders 3The Top
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
Let just hire a few and hope it works out
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
HOPELet just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
HOPE Let just hire a few and
hope it works out
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Strategies to implement
What if I can take all my very best folks in my company who has the Potentials and Competencies to be successful
Leadership funnel ON PURPOSE
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Leadership strategy that increases your Leadership ROI
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
start with your TOP PERFORMERS
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
start with your TOP PERFORMERS
1 RESULTS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
start with your TOP PERFORMERS
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budget
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annum
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Account
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Month
1 RESULTS
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
RANK THE LEADERSMANAGERS
Carefully identify OBJECTIVE measures
uuml Project Delivered On time On Budgetuuml Sales Per Month Quarter or Annumuuml Average Profit Margin Per Accountuuml Team Calls Handled Per Monthuuml Units Manufactured Per Monthuuml SupervisorsManagers Rating etchellip
1 RESULTS
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
2 POTENTIALS
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Every success is different from one
company to the other2
POTENTIALS
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
We need to ask 3 Questions
2 POTENTIALS
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Can they do the Job
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Can they do the Job
How will they do the Job
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Can they do the Job
How will they do the Job
Are they motivated to do the job
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
ProfileXTreg (PXT) Insights Measures The Total Personrdquo
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
10987654321
Thinking13 Style
Occupa2onal13 Interests
Behavioral Traits
Learning IndexVerbal SkillVerbal ReasoningNumerical AbilityNumeric Reasoning
EnterprisingFinancialAdminPeople ServiceTechnicalMechanicalCreative
Energy LevelAssertivenessSociabilityManageabilityAttitudeDecisivenessAccommodatingIndependenceObjective Judgment
Can the person deal with the mental
demands of their position
Are comfortable with the demands of the environment they
work in
Love their job and are motivated to do it
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
The JobMatchtrade Pattern(Success Profile)
Shaded areas indicate the JobMatch patternThe JobMatch patterns show requirements for the job in your company
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Dark areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Good Match
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
QuestionableMatch
Shaded areas indicate the JobMatch patternYellow boxes show the candidatersquos scores
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Having done this we can show you - graphically and
quantifiably - to what degree current managersleaders or candidates for recruitment or promotion
match that standard
ProfileXTreg (PXT) Insights
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Considering the costs of developing
You simply cannot afford to start with someone who is
not likely to succeed
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
What is it that these Managers Leaders who has the
Potentials needs to do to be successful
3 COMPETENCIES
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
People donrsquot quit jobshellip
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
People donrsquot quit jobshellip
They quit people
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
People donrsquot quit jobshellip
They quit people
hellipand the people they quit are usually managers
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
(1) Communication(2) Leadership(3) Adaptability(4) Relationships(5) Task Management(6) Production(7) Development of Others(8) Personal Development
Our research has shown that these are key competencies for managerleaders success
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
CheckPoint 360 Competency Feedback System
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
The 8 Universal Management Competencies and their 18 Skill Sets
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
These are skills
Skills can be trained changed acquired lost retrained honed and improved
The Good News
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
These are skills
Skills can be trained changed acquired lost retrained honed and improved
And they can be measured
The Good News
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Checkpoint 360 Insights
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Checkpoint 360 Insights
Reports that talks to the Managers for their
Individual Development
Reports that talks to the Boss for Coaching
the Managers
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
ARE YOU EVER TIRED OF NOT SEEING AND NOT KNOWING THE RETURN ON INVESTMENT (ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Checkpoint 360 Insights
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Checkpoint 360 Insights
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Checkpoint 360 Insights
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Leadership strategy that increases
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Leadership strategy that increases
1 RESULTS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Leadership strategy that increases
1 RESULTS
2 POTENTIALS
3 COMPETENCIES
For every leadermanager in your organization you should
IDENTIFY KNOW DEVELOP
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Receive a Complementary Critical Leadership Study
1 32
Itrsquos as easy as 1 2 3
Select a Critical ManagementLeadership Position
Assess LeaderManager Complementary Leadership Study
Report designed for Performance ModelSales amp Business Development Exec
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Critical Leadership Study
Identifies what is really required for success in any
LeadershipManagement Position Unique to Your
Organisation ndash in terms of
(1)Results
(2)Potentials
(3)Competencies
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
A Clear Target for Successhellip
against which people can be graphically and
quantifiably compared has implications for
sect Selectionsect Developmentsect Coachingsect Managementsect Succession Planning
Receive a Complementary Leadership
Management Job Study
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
Would you like to receive the Complementary Management Leadership
Critical Job Study
Have an immediate need Call us at +65 65717031URL wwwprofilescomsg
A YES
B NO
C CONTACT ME
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
QUESTIONS
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
TODAYrsquoS PRESENTER
HEINTJIE SANTOS
Assessment Solution Expert | Director Profiles Asia
Connect with me
HSprofilescomsg
wwwlinkedincominheintjiesantos
Profiles_Asia
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
DevelopingManagers
DEVELOPING SUCCESSFUL MANAGERS AND FUTURE LEADERS
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg
copy2012 Profiles International Inc All rights reserved
Contact UsProfiles Assessment Asia (Pte) Limited
An Authorized Strategic Business Partner of Profiles International
14 Robinson Road 08-01A Far East FinanceSingapore 048545Email infoprofilescomsg Telephone 65717031Fax 63334636
Website wwwprofilescomsg
Share Connect and Follow Us
We can help you develop outstanding leadersmanagers in
your organization
Click Here to Get Started with a Free Trial and Consultation
No Obligation No Upfront Investment 100 Risk Free
CALL US +65 65717031 | EMAIL US infoprofilescomsg
wwwprofilescomsg