Category Archives: Evaluation

What are values anyway?

Posted on by
2
What are values?
Values are the motivational keys that cause people to choose to follow a particular person, path, goal, career. 
Think for a moment of the value that brought you to the work you do now. Were you motivated by curiosity? Prestige? Success? Financial reward? Security? Enterprise? Community? Service? Advance? There are many other values that may be your personal drivers.
Edgar Schein identifies 10 key values that a people have and the sort of associated goal that helps us understand the value:
Value
Description
Power    
The motivational goal of power values is the attainment of social status and prestige, and the control or dominance over people and resources.
Achievement
The primary goal of this type is personal success through demonstrated competence. Competence is evaluated in terms of what is valued by the system or organization in which the individual is located.
Hedonism
The motivational goal of this type of value is pleasure or sensuous gratification for oneself. This value type is derived from physical needs and the pleasure associated with satisfying them.
Stimulation
The motivational goal of stimulation values is excitement, novelty, and challenge in life. This value type is derived from the need for variety and stimulation in order to maintain an optimal level of activation. Thrill seeking can be the result of strong stimulation needs.
Self-
Direction
The motivational goal of this value type is independent thought and action (for example, choosing, creating, exploring). Self-direction comes from the need for control and mastery along with the need for autonomy and independence.
Universalism
The motivational goal of universalism is the understanding, appreciation, tolerance, and protection of the welfare for all people and for nature.
Benevolence
The motivational goal of benevolent values is to preserve and enhance the welfare of people with whom one is in frequent personal contact. This is a concern for the welfare of others that is more narrowly defined than Universalism.
Tradition
The motivational goal of tradition values is respect, commitment, and acceptance of the customs and ideas that one’s culture or religion imposes on the individual. A traditional mode of behaviour becomes a symbol of the group’s solidarity and an expression of its unique worth and, hopefully, its survival.
Conformity
The motivational goal of this type is restraint of action, inclinations, and impulses likely to upset or harm others and violate social expectations or norms. It is derived from the requirement that individuals inhibit inclinations that might be socially disruptive in order for personal interaction and group functioning to run smoothly.
Security
 The motivational goal of this type is safety, harmony, and stability of society or relationships, and of self.

 

You will use the words that best describe your values for you – each will fall into one of Schein’s key values but you may not like the word
  • “I do this for fun” for example – would come under “Hedonism” – though I have yet to meet anyone who tells me, “well I do it because I’m a hedonist”.
  • “I like a challenge” could be about several: “Power”, “Achievement”, “Self-direction” or “Stimulation” – it would be what you mean by “challenge”.
What about money?
A great many people will consider that “money” is valuable to them, but in and of itself, money does not have value. Strictly speaking, any form of “money” is simply a promissory note or coin (or just a number on a bank statement). “Money” is a means of exchanging it for other things that are valuable. 
Each of us further has our own hierarchy of values. Values that are more important to us than other values.
Our order of values is our order of values. Just because I consider self-direction to be more important than universalism (for example) does not make my hierarchy wrong or right. We are not judging anyone’s values here. We just want to understand them.

Test your Leadership Potential

Posted on by
Reply

So many people ask me about their own leadership potential. The sub-text is often: “How soon will I be the CEO”.

It is possible to assess your leadership potential and using our full GAPPS3 leadership assessment this has proven to be remarkably accurate.  I’ve included a link to a free test below. Please do note that this is not as accurate as our full GAPPS3 assessment but again, it shows some accurate results.

Do be aware though that you are not falling victim to one of the myths that many leaders in the middle face according to John C. Maxwell in his excellent book 360Leader:

  1. The position myth – “I can’t lead if I am not at the top”
  2. The Destination myth – “When I get to the top I’ll learn to lead”
  3. The Influence myth -”If I were on top, then people will follow me”
  4. The Inexperience myth – ” When I get to the top, I’ll be in control”
  5. The Freedom myth – “When I get to the top, I’ll no longer be limited”
  6. The Potential myth – “I can’t reach my potential if I am not the top leader”
  7. The all-or-nothing myth – ” If I can’t get to the top, then I won’t try to lead”

Test your Leadership Potential

Join me over at the John Maxwell Team website for more information.

Workforce development through talent profiling

Posted on by
Reply

Summary

Power at your fingertips

A snapshot of your applicant’s test results, comparison charts, options to invite more applicants and details on tests selected.

Applicant

‘Global’ Talent Pool. Customized. Extensive.

This section provides you with your applicant’s details, their standing/ranks and performance briefs in tests selected.

Skill Graph

Applicant screening. At its best.

The ProfileSense™ Skill Graph details, with pin-point accuracy all selected applicants’ results. There is also an option to view individual performance based on your selections.

Behavioural Graph

Ideal matches to your specifications.

Comparison of your applicant’s performance in the behavior assessments, and the tests selected, provides you with in-depth chart analysis, their overall compatibility factors, all aligned as per the criteria data set by you.

Compare Applicants

Who goes where?

Detailed comparison of all the selected applicants, their progress in tests, as well as their ongoing test details. A bird’s eye-view of all applicants and their competencies rankings.

Report

The Hallmark of ProfileSense™

A detailed, validated and measureable Analysis Report for you to print, email, post to your HRM System, or in whichever way you would like to share the data. With ProfileSense™, the analytic possibilities are endless.


GAPPS3 – Leadership Assessment, what it measures and how the process works to take you from potential to performance

Posted on by
Reply

GAINMORE™ Advantage Potential to Performance System Version 3

Welcome to GAPPS3!

Our GAPPS3 Assessment is unlike other psychometric tests that you may have used in the past. Such tools are most often used to determine the individual’s ‘personality’ or ‘traits’ which you then most often use to determine what sort of person you are

Other assessments that you may have taken compare your behaviours or characteristics against those of the organization, or the team, or a few, the job. This is great… but… they do not tell you what you really need to know after this.

Can you be developed? If you can, what do you need to develop to achieve what you want to achieve? And what are your development priorities? Do you have the potential to succeed? Is this position and company (and its values) right for you? Do you show integrity? And many other unanswered questions… until now.

Everyone who uses GAPPS3 receives a copy of their full report and personal feedback from a professional coach. Together, we identify the high priority development areas and necessary mindset to raise performance to reach your potential.

GAPPS3 is used by leading organizations both large and small. Through all stages of the employee life-cycle: recruitment and selection, on-boarding, performance management, succession planning, talent management, transition and even out-placement.

The GAPPS3 Assessment

GAPPS3 is our powerful GAINMORE™ Advantage Potential to Performance System. Unlike other leadership assessments, GAPPS3 provides you with a comprehensive profile report showing your AAA for leadership success:

  • Leadership Attributes
  • Leadership Abilities
  • Leadership Agility

GAPPS3 identifies your current strengths AND your priority development areas AND your potential as a leader. With links to our unique, interactive online learning system. The GAPPS3 full assessment includes personal feedback coaching (45-60 minutes) preferably face to face, else by video conference. You can also receive access to the GAINMORE™ Leadership  Advantage Toolbox – this covers the foundational modules for each of the 12 areas under the GAINMORE™ model as a full, interactive and supported online learning tool.

Your GAPPS3 profile report is sent to you in pdf format one working day before your scheduled feedback coaching session.

Feedback Coaching

Everyone who takes our GAPPS3 assessment schedules their feedback coaching with one of our professional coaches. This session, if you are in Singapore or near our international offices in New Zealand, Sydney Australia, or London UK is best conducted face to face at your offices. When it is not convenient to meet in person, feedback coaching is done by web video conference or for those of you without the infrastructure, by telephone.

Your feedback coaching session lasts for 45 minutes to one hour. It is your chance to ask questions, clarify anything about your profile and to benefit from guidance by a professional, experienced leadership development expert. It is your time, make the most of it. Often, your coach will give you “homework” – specific guidance to do something. This might be to access our Leadership Advantage Toolbox (which is also included). Perhaps we recommend a particular book to read, video to watch, or simply complete a template about your own goals.

After your Feedback

Your coach will send a summary report of your feedback coaching session to you via email. This serves as a reminder of your discussions and usually includes any links to recommended resources for your continued development.

Is it confidential?

All our coaches operate under the guiding principles of the International Coaching Federation and the UK Data Protection Act.

Your coach will NEVER share personal information that has no direct relationship or relevance on your sponsoring organization with any other person.

If your GAPPS3 assessment is sponsored, after your feedback coaching session we share with your sponsor (usually your HR and/or direct line manager):

  • A summary GAPPS3 assessment profile.
  • A summary of your post feedback coaching session report AFTER you have received this report and not indicated to your coach to edit within 48 hours of receipt by you.

In short, we will only share information about you that has direct relevance to your development in your work or performance. All information shared is subject to your agreement with your coach that it may be shared.

How does it work?

  • Your sponsor (usually led by HR) informs us that you are to take the GAPPS3 assessment.
  • We send you an email inviting you to participate. This email includes your unique coded link to take the assessment.
  • The assessment itself takes between 25 and 40 minutes to complete.
    • Answer all questions and statements honestly and candidly. This assessment is for your benefit. It is for you to learn what your leadership strengths are, and the development areas to achieve what you want to achieve.
    • There are no right or wrong answers.
  • When you submit at the end of the assessment you will see a ‘Successful Submission” screen and later receive an email confirming your successful submission.
  • On the “Successful Submission” screen you will be prompted to schedule your feedback coaching session. Click the link and login to our coaching calendar, please indicate where the coaching will take place (office address, room, or skype name or telephone number).
  • Choose a day and time available on our calendar. You will receive an email confirmation with an ical attachment (sycn this straight into your own calendar). Please try and schedule your session within one week of submission.
  • 24 hours prior to your scheduled session, you will receive an email reminder with a link to download your GAPPS3 profile report pdf copy.
    • Please consider the environment before printing, your report is 18 pages in colour. You may bring your laptop to the feedback coaching session.
  • Your feedback coaching session will last 45 minutes to one hour.
  • After your session, your coach will send an email summary report as a reminder of your feedback and any links to help your continued development. Usually within 24 hours.
  • 48 hours after your session, your coach will send you an email with a link to confirm that you have received your feedback summary report and asking for your agreement to share your report with your sponsor.
  • Within 7 days of your feedback session, your coach will share agreed information with your sponsor.
  • Typically within 3 weeks, your coach will follow up with you to:
    • Check your progress with your “homework”
    • Evaluate the GAPPS3 assessment and feedback coaching

What is GAPPS3?

GAPPS3 identifies your current strengths AND your priority development areas AND your potential as a leader. With links to our unique, interactive online learning system. The GAPPS3 full assessment includes personal feedback coaching (45-60 minutes) preferably face to face, else by video conference. You can also receive access to the GAINMORE™ Leadership  Advantage Toolbox – this covers the foundational modules for each of the 12 areas under the GAINMORE™ model as a full, interactive and supported online learning tool. Additional comparative profiles for teams, culture fit, recruitment and all parts of the employee life cycle are available to accelerate and improve your interventions.

Your profile report includes an overview and comparison with your chosen benchmark.

Leadership Attributes and Abilities: GAINMORE™ Development profile, and IQ, MQ & EQ.

GAINMORE™ Attributes and Development Report

You can choose from:

  • Person-Job/role fit
  • Person-Team fit
  • Person-Organization fit
  • Person-culture fit
  • Person-boss fit
  • Self-Others view (180˚/360˚)
 Detail example Leadership Attributes

Showing each Attribute and Ability clearly, the individual’s ‘normal’ behaviour and the Agility they demonstrate in each factor.

Your Team Leadership Role preferences and behaviour:

And, uniquely, your potentiality index!

You may be looking for someone to fit the current team, or re-balance the team and sometimes, create change in the team culture!

Looking to recruit someone who is going places? Or perhaps someone who is likely to settle at the level you are recruiting?

The primary use of GAPPS3 is for leadership development and coaching. You can use it to undertake a 360˚ assessment of your leadership team, succession planning, high potentials identification… You get the idea.

Arrange a meeting with us to discuss how we can partner with you now.

Call us at +65 62450908 or email gapps@celsim.com

Or sign up online now and save

Enhanced by Zemanta

Assess and compare simulation – game and case study

Posted on by
1
Developing managers using simulations book cover [wpfblike]

This research evaluates the effectiveness of using a management simulation, a management game or case studies within a strategic management training programme. The literature suggests that there is anecdotal evidence that both simulations and games surpass the use of case studies, but there is much criticism of the lack of robust research models used to validate the claims.

Using a quasi-experimental design with a reliable managerial competency assessment instrument, the authors assess the impact of different programme groups, the assessed change in workplace behaviour on a 180° basis and participant learning as demonstrated to their own senior managers.

Most training consultancies and company training is still done in classrooms, using case studies at best and lecture at worst. The big upside of using simulations is the business impact (transfer of learning into the workplace as new behaviours) is vastly better and quicker. So why don’t more people use simulations and games?

by Dr. John Kenworthy

Assess and Compare Simulation – Game and Case Study

Reblog this post [with Zemanta]