Feel More Confident as a Manager, Mentor and Coach
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J.B. Symons Ph.D J.B. Symons is a nationally known speaker on the issues and problems of people development. Speaking on today's business concerns of corporate culture, work force environment needs and total quality leadership; JB has shared his know-how and insights with hundreds of companies and businesses, from small one-person offices to Fortune 500 corporations. Some topics include: change management, stress management, conflict management and problem solving, communication skills, assertiveness training, substance abuse awareness, moral and ethical decision-making and managerial behavior. Along with over 30 years of workshop, retreat and seminar presentations, J.B. is a specialist of on-site training and development programs for business; with a focus on decreasing specific losses and problems, while increasing personnel effectiveness and efficiency and business profitability. Training and development programs include: Organizational Goal-Setting, Strategic Planning, Creative Thinking, Training Analysis, Organizational Productivity, Effective Leadership Development, Supervisory Management, Team Building, Customer Service and Executive Coaching and Mentoring. Following 3 tours in Vietnam as a Navy Corpsman with the elite Navy Seal Teams, J.B. attended Ball State University, Texas A & I, Indiana University, Earlham College School of Religion, and United Theological Seminary, receiving B.S in Biology with minors in chemistry, political science and physical education; a Master of Divinity with specialties in Clinical Counseling; Master of Counseling Psychology with specialties in family counseling, motivation and human performance; and a Ph.D. in Organizational Psychology with a focus in corporate culture development and wellness. An enjoyable speaker and humorist, he has specific training and talents in substance abuse counseling, family and individual stress therapy and behavior modification. He does private research and work in adolescent and preadolescent stress, self-esteem and self-control. The recipient of Indiana University’s "Excellence in Teaching" award for Adult Education-Continuing Studies, JB is continually striving to assist others in the greater use of their potential.
Vice President Enterprise Solutions Sales
imagine great people ®
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Who We Are
• Founded 1991 • Over 45,000 clients served worldwide • Offices in nearly 130 countries • Founding member of the Association of
Test Publishers • Microsoft Certified Partner
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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.
Creating Value for Clients
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• 11,000 + active clients
• Client base includes 152 Fortune 2000 companies
• Represented in nearly 130 countries
Client Highlights
Financial Services Travel & Hospitality
Technology Healthcare Energy & Utilities
Education & Government
Business Services
Retail & Consumer Financial Services Travel & Hospitality
Technology Healthcare Energy & Utilities
Education & Government
Business Services
Retail & Consumer
Diverse Base of Marquee Clients
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Clients We’ve Served
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Activity
Identify a leader who you know well. Now, complete this
statement . . .
(Name or Position)________ could achieve even greater success if _________________.
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So Have You Ever Told Them?
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What am I missing…?
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Situational Leadership Model Paul Hersey and Ken Blanchard, 1960’s
Can Do and Wants To Do
(Empower)
Can’t Do But Wants To Do
(Train / Coach)
Can Do But Doesn’t Want To Do
(Inspire/Motivate)
Can’t Do / Doesn’t Want To Do
(?)
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Is Perception – Real or Imagined?
“We measure ourselves by our intentions; others measure us by
our behaviors/actions”.
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Is Perception – Real or Imagined? Where are these
perceptions coming from?
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“One of the hardest tasks of leadership is understanding that you
are not what you are, but what you're perceived to be by others”
Edward L. Flom
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Help Leaders Examine…
1. WHAT they do 2. HOW they do it 3. How it is Perceived
by others
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Leadership Assessment
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Perception is Reality The PXT provides reality to the performance evaluation
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Open
The Johari Window Model
Hidden
Blind
Unknown
Joseph Luft and Harrington Ingham, 1950’s
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Activity
Identify a leader who you know well. Now, complete this
statement . . .
(Name or Position)________ could achieve even greater success if _________________.
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Why The ProfileXT® (PXT) Total Person Measure –
• The Building Blocks of Competencies • Cognitive (based on abilities, not just behaviors,) • Behaviors • Interests
Normative • Allowing Predictive, Customized (not generalized) Performance
Models for Multiple Jobs
Drives a Single Job Match Number • Making it much easier to compare Candidates to Jobs, and
Candidate to Candidate • Plus Career Pathing and Succession Planning
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ProfileXT® Insight: What We Measure 10 9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
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9 8 7 6 5 4 3 2 1
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9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
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9 8 7 6 5 4 3 2 1
Thinking Style
Occupational Interests
Behavioral Traits
10
10
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10
10
10
10
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Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Enterprising
Financial/Admin
People Service
Technical
Mechanical
Creative
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgment
CAN they do the job?
HOW they do the job.
DO they love it?
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To What Degree Might This Person
Exhibit the Competencies You
are After?
ProfileXT® Insight: What We Measure
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The ProfileXT®
Shaded areas indicate the Performance Model. The Performance Models show requirements for the jobs in your company.
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The ProfileXT®
Good Match
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The ProfileXT®
Poor Match
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How Do You Measure the Action of Leaders?
Picture Credited: Barak Obama: whoohoo120 Mark Zuckerburg: Guillaume Paumier Oprah Winfrey: VTK Productions
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How Do You Measure the Effectiveness of Leaders?
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How Are Companies Developing Leaders?
• Leave them alone, observe from afar, pick when ripe.
• Add to current job, problem fixer, go to person, increased exposure.
• Take on temporary assignment. • Development Program of the Month. • Development Process.
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Where Do You Start With Leadership Development?
1. Building a bench-strength of leadership talent. 2. Use leadership development to transform the Business. 3. Help leaders become more effective at what they are already doing. 4. Help leaders through critical career transitions.
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How Do You Develop Leaders? 1. People develop best on-the-job
Get specific, define the exact need
2. Try Some Stretching - Job Challenges/Preparatory Assignments - Questions for Choosing Assignments
3. Prescriptive Training - Organizational Knowledge Functions, Processes, Systems, Products & Services, and Competitors - Leadership Competencies Specific Development Plan
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How Do You Develop Leaders? 4. Special Training - Major Training Event - Project Team, - Individual Project
5. Classroom Training
6. Learn from Others
7. Learn from Reading
8. Growth through Coaching - Assessment/Results based feedback (Acquiring Skills) - Acceleration Coaching - Personal Mastery Coaching
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Leadership Development Tools
• 360-Degree feedback • Assessment Instruments • Formal and/or informal
coaching/mentoring • Executive Coaching
• On-The-Job Experience
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Keys to Success
Development Feedback
Feedback Coach/Mentor
Coach Process/Tools
Process/Tools Checkpoint & PXT
Accountability Results
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CheckPoint 360º™ measures one’s credibility as a leader - as experience by others.
Competence in WHAT you do
= Effectiveness in HOW you do it
Your Credibility Quotient
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Using tools will make you feel more confident and competent as a Manager, Mentor and Coach!
INFORMATION IS POWERFUL!!
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SPECIAL OFFER
We want to offer you a free demo of the CP360 and the PXT.
Call Today to Find Your Reality!
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