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Why personality is a foundation for potentialThe 6 traits of the HPTI; how lower v higher levels show upWhy the HPTI versus other personality assessmentsThe relevance of each trait to senior leadership
What You Learned In Sessions One And TwoQuestions from previous sessions?
How to read a dashboard
What the score zones mean in each trait
The effect of one trait on another: combining traitsDerailers for senior leaders –at either end of the continuum
Session 4: Consultant-LedApply learning to your opportunity
Ongoing Thomas Support for your leadership talent acquisition projects
Discuss your organizations needs Work through your leadership role and applying HPTI Review interview questions Plan and define outcomes/ metrics for your project
Continued support for your project Discussing and implementing other projects Measuring and sharing successes Continuing to build your capability as a certified
and trained HPTI Analyst Maybe share your success on a video clip!
Additional Resources Post Session 3, in preparation for Session 4: 1. HPTI Application, Talent Acquisition of Leaders 2. HPTI Application, Talent Acquisition of Graduates
Considerations – Job Demands And Optimality Probability of an individual having 6 optimal scores – Less than 1% of the population
The HPTI Optimal Zone represents the proven Senior Leadership Benchmark for North America (Sample C-Suite, Vice Presidents and Directors)
The Senior Leadership Job Benchmark is scientifically validated through the senior leaders’ HPTI results and performance metrics
An individual may score in the optimality zone (best potential for senior leadership) but have no work experience – it’s about potential for senior leadership, not competence
When individuals take the HPTI, their score zone indicates the level/ intensity for an HPTI personality trait. When considered in relation to the optimal zone it provokes discussion, questions and possible development opportunities
There are other factors beyond the HPTI that affect the role:• Cognitive demands• Industry, size of company, culture of the organization• Experience and competence• Expected career path for this role – succession, how soon?
Probability of scoring in Optimal zones based on General Population:
Case Study: Application HPTI For Talent Acquisition
Module 6, pages 1
Fabulous Fresh Foods We’re hiring a Vice President of Operations to provides the
leadership and vision to improve the operational performance and growth of our supermarket chain.
1) Establish HPTI Job DemandsHPTI traits and optimal zone alignment
2) Assess CandidatesHPTI assessment and interview questions
3) Onboarding New HiresHPTI assessment for engagement and development
Have your laminated reference cards available for this case study:- FEEDBACK SHEET (bubble images of lower and higher traits)- FACTOR DEFINERS (Perceived positives and negatives)
Explain what the HPTI is, what it measures and why you want to use it in the Talent Acquisition Process
Connect your Leadership Competencies and Role Description to the HPTI
Determine which traits are most important for the role and important to be in the Optimal Zone
Let the Hiring Manager give input, engage him/her to get buy-in
Prior to advertising, you and the hiring manager have consensus on the HPTI role demands
Additional Resources Post Session 3, in preparation for Session 4: 1. HPTI Application, Talent Acquisition of Leaders 2. HPTI Application, Talent Acquisition of Graduates
Establish HPTI Job DemandsHPTI traits and optimal zone alignment
V. P. Operations - Fabulous Fresh Food: Role DetailsReporting to COO, the VP of Fabulous Fresh Food Operations provides the leadership and vision to improve the operational performance and growth of the Fresh Food supermarket chain. We are a performance-driven culture where trail-blazing is recognized and risk-taking is rewarded.
Principal Responsibilities:
Identifies, develops and implements innovative store initiatives to grow customer base across the country Supports the company to achieve and surpass sales, profitability, cash flow and business goals through operational
excellence Relentless in continuous improvement methodologies and practices that improve the efficiency of all store operations. Strategic and analytical thinker, with the ability to look into the details and interpret the impact of key business drivers. Superior problem solving and decision-making skills. Strong financial acumen coupled with broad business/operations
experience Develops and implements innovative, profitable Fresh Food initiatives involving collaboration with multiple stakeholders,
managing risk and supporting and influencing change management initiatives Collaborate with the management team to develop and implement plans for the operational infrastructure of systems,
processes, and personnel designed to accommodate the rapid growth objectives of our organization Excellent time management, planning and organizational skills with the ability to manage multiple priorities and make
quick decisions Strong influencing and negotiation skills with demonstrated ability to close profitable contracts with large, key vendors Flexible, creative approach to business to seize opportunities and gain competitive position for the organization
Intake Meeting – Map Conscientiousness To The Role
HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?
ConscientiousnessCapacity for self-motivation, organizing and planning
Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:
Yes No
Self-motivation Staying the course, despite difficulties Setting and meeting long-term goals Dependable and persistent to achieve results Strong execution against goals and targets Leading and motivating others to achieve challenging goals
Role suggestions: Most roles require this trait. It’s the most stable HPTI trait. This is a trait that aligns strongly with all three dimensions of potential; namely Foundational, Growth, and Career.
HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?
AdjustmentEmotional resilience to stressors, difficulties, and challenges
Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:
Yes No
Withstanding stress and keeping emotions in check Strong emotional resilience during change / challenges Controlling negative thoughts and anxiety Projecting a confident, positive image Staying calm under pressure and stabilizing emotionally charged people/situations Coping with multiple competing priorities and urgency
Role suggestions: Most roles require this trait. It’s the second most stable HPTI trait. It aligns with two dimensions of potential, namely; Foundational and Career. The more demanding / high stress the role, the more the requirement for an optimal score.
HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?
CuriosityLikes novelty; learning and variety, open to new ideas
Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:
Yes No
Open to new ideas and different ways of approaching work Significant demands for curiosity and innovation, versus stability and consistency Interested in novel opportunities and / or leading innovation Challenging the status quo and being highly adaptable Identifying new ways of getting things done Novelty and innovation as a competitive advantage
Role suggestions: This trait aligns with two dimensions of potential: namely Foundational and Growth.
Higher demand: Roles where innovation, novelty and adaptability are important; e.g. Marketing, Sales, Strategic Leadership
Lower demand: Roles governed by policy, rule, procedures where consistency and retaining status quo are important and avoiding risk is critical; e.g. Operations, IT, Risk
HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?
Risk ApproachCapacity to make reasoned decisions in the face of difficulty, proactive in confronting challenging people / situations
Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:
Yes No
Proactive approach to challenge, difficulty; risk, and conflict Significant risk taking / dealing with push-back without getting discouraged Willing to have difficult conversations / confront people to solve problems Standing up for themselves / their values despite antagonism Demonstrating leadership courage to go against popular opinion Willing to do what’s difficult versus popular, in the best interests of the organization
Role suggestions: This trait aligns with two dimensions of potential, namely Foundational and Career.
Higher demand: Roles with a difficult, confrontational environment where leadership courage and holding position is needed. Dealing with strong opposition / difficult team members and being comfortable to challenge and confront opinions and behavior; to move the business forward.
Lower demand: Managing specialist roles where confrontation and challenging people is limited due to specialist knowledge prevailing.
HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?
Ambiguity AcceptanceReceptiveness to complexity, inconsistency and incongruency; thrives in uncertainty and complexity
Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:
Yes No
Capacity to thrive in complex / uncertain situations Independent, high-stake decision making Dealing effectively with contradictory / mixed information and differing opinions Managing complexity; change, and ambiguity confidently Enjoys the challenge of finding the way forward where there are many options, and no clear
path Prepared to deal with complex problems and resisting the default to over-simplify the solution
to gain control to gain control, versus finding the best solution
Role suggestions: This trait aligns with two dimensions of potential: namely Growth and Career.
Higher demand: Roles with a broad, strategic scope of operation where change and complexity and frequent and there is little / no precedent for decision making.
Lower demand: Roles that are clear, unambiguous and governed by precedent / policy / knowledge (e.g.: financial management and risk).
HPTI Traits Are the following significant requirements for the role, and is the optimal score band ideal?
CompetitivenessDesire for professional success; recognition, and achievement
Having reviewed the six descriptions for this trait our role may require an optimal score for this trait:
Yes No
Enjoys personal and team competitions, and winning Driving, monitoring and measuring personal and tram goals; enjoys competing to win Ambition, drive; and achievement orientation Enjoys positions of power; influence, and recognition Encouraging healthy competition Challenging others to improve performance
Role suggestions: This trait aligns with two dimensions of potential: namely Growth and Career.
Higher demand: Roles where a competitive environment is required and performance metrics determine success (e.g.: sales, and roles that are scoreboard / metrics focused where the leader needs to compete).
Maria Rivers: Assessing HPTI For Role Fit Conscientiousness: Will she rise to the
role demands of strong planning, executing on goals, and managing herself and others in an organized proactive way?
Adjustment: How will Maria cope with the significant stressors of the role? How will she manage her emotions in times of stress and how would it likely affect the team?
Curiosity: How will she meet the demands of the role to be innovative and flexible?
Risk Approach: What is the impact in a role that requires risk taking and challenging others? How will she deal with inter-personnel team problems?
Ambiguity Acceptance: How will she cope with managing a work environment that is fast changing and complex with multiple competing priorities?
Competitiveness: The role requires healthy competitiveness, how will she manage the balance between competitiveness and collaboration? Module 6, pages 3 & 5
The situation identified is a high-stress situation that aligns with role-demands you are interviewing for (situation lets you see what they determine is “most stressful”)
Their ability to handle stress, manage anxiety and frustration and channel their anxiety into being effective in the situation
Positive healthy coping mechanisms, e.g. able to pattern interrupt/ collaborate with others/ exercise/ “this too shall pass attitude”
Calm, stabilizing, confident behaviors, even viewing stress as a challenge to overcome
Demonstration of their self-awareness of their adjustment capabilities and their impact on others’ goals
Leveraging HPTI For OnboardingOnboarding New HiresHPTI assessment for engagement and development
HPTI Traits Hints for Engaging and Motivating Optimally
ConscientiousnessOptimal and Excessive
• Enjoy the autonomy of making goals, plans and schedules and executing on them to provide clear expectations.
• Their focused approach and tenacity will pace-set the team to achieve but remind them it’s OK to relax and have fun sometimes.
ConscientiousnessModerate and Low
• Show an interest in their goals and provide support for long-term planning and deliverables.
• Cooperative and collaborative on the team, find out what motivates them and use this to encourage them.
Additional Resource: Session 4, one-on-oneHPTI Application, Talent Acquisition of Leaders, Application of the HPTI scores and report during onboarding, page 14 and 15
Maria Rivers has moderate Conscientiousness. Consider the effect of her scores and how to onboardher for maximum engagement and uptake in the role.
Best practice guidelines for feedback Learn how to prepare and use the HPTI Feedback Script Listen to a feedback simulation
Session 4 Consultant-LedApply learning
to your opportunity
Ongoing Thomas support for your leadership talent
development projects
Discuss your organizations needs Work through applying HPTI to leadership debriefing, development and
auditing groups Plan and define outcomes/ metrics for your project
Continued support for your project Discussing and implementing other projects Measuring and sharing successes Continuing to build your capability as a certified
and trained HPTI Analyst Maybe share your success on a video clip!
Additional Resources Post Session 3, in preparation for Session 4: HPTI Application, Talent Development of Leaders Guide to facilitate debriefs, development discussions and group audits using HPTI
Responsibilities – ensure a fair, positive experience for the candidate/ employee anddemonstrate and objective and sensitive approach to providing feedback:
Be clear on the purpose for giving HPTI feedback
Respect individuals’ privacy and confidentiality
Treat all individuals’ with the same level of respect and professionalism
Be objective and provide feedback in a sensitive, honest and meaningful way
Use indicative (“Your scores suggest that ____” language rather than definitive “You are ____ “)
Consider your own style and modify to optimally engage the individual
The goal of feedback is to raise self-awareness, be thought provoking and in best case scenarios inspire the individual to take action and enhance their effectiveness at work
Communication and Preparation for the HPTI Debrief
Additional Resource: Session 4, one-on-oneHPTI Application, Talent Development of Leaders, Communicating to Leaders page 3
Suggested email template, for use prior to administrating the HPTI
You will receive an online invitation to complete the HPTI assessment from ______ (your administrator/ Thomas International our assessment partner). The High Potential Trait Indicator (HPTI) is a valid and reliable assessment, based on six personality traits. It helps identify leadership potential at work and takes about 10 minutes to complete. The purpose for taking the HPTI assessment is _________ (Be clear on the purpose, e.g. To enhance your self-awareness AND/OR in preparation for leadership training AND/OR as part of the leadership development program AND/OR for coaching and development AND/ OR to enhance your leadership capability for advancement into senior leadership roles).
Please set aside 10 minutes of uninterrupted time to complete this. Think of yourself in your work environment while completing each question.Full instructions and language options for completing the HPTI are available when you log on. It is important that you complete the HPTI by endof day _____ (insert date).
Upon completing your HPTI a confidential written report is available and will be returned to you by email. Your report will only be seen by you and ______. (add others who will access the report, e.g. your manager, your HR business partner, your coach, etc.)
Thank you so much for your participation. Should you have any questions, please don’t hesitate to contact me.
Additional Resource: Session 4, one-on-oneHPTI Application, Talent Development of Leaders,Communicating to Leaders page 3
Suggested email template, for use prior to HPTI debrief
Thank you for completing your HPTI assessment. The High Potential Trait Indicator (HPTI) helps identify leadership potential by exploring a person’s personality traits. Attached are your results which are confidential and will only be seen by ______. (e.g. your manager, your HR business partner, your coach, etc.) I am looking forward to discussing your results with you. In preparation for our meeting, please read through your report. It is important to remember that the purpose for discussing these results is __________. (Be clear on the purpose, e.g. to enhance your self-awareness AND/OR in preparation for leadership training AND/OR part of the leadership development program AND/OR for coaching and development AND/OR to enhance your leadership capability for advancement into senior leadership roles)
Please read through your HPTI report and identify the following, prior to meeting with me/ your coach to discuss the results OR attending a one-hour webinar to enhance self-awareness:
Two traits that you consider are strengths and important for your role/ our application Two traits that are development areas, where you would like to develop your leadership competence to be more effectiveAny questions you have about your HPTI report
Thank you so much for your participation. Should you have any questions, please don’t hesitate to contact me.
Meet Andy BainsworthAndy is a Manager of Quality Control in a manufacturing environment. Andy has consistently delivered strong performance and is now ready to move into a Director of Plant Operations. You, as a trained HPTI user, have been asked to coach Andy in terms of assuming broader leadership responsibilities. These include leading a plant-wide change initiative to cut costs and implement continuous improvement and innovation strategies. Andy will be dealing with confrontational people and situations and will be involved in complex problem solving with multiple competing priorities. The timeline is 6 months for Andy to assume the Director role.
In the pre-work, before the debrief, Andy identifiedthe following:
Two traits that are strengths:• Conscientiousness - strong planner with excellent
execution on goals• Curiosity – extremely interested and open to
new learning
Two areas of development:• Adjustment - building emotional resilience
to work stressors• Ambiguity Acceptance – focused on quick solutions,
concerned about the level of complexity andambiguity in the new role
1. HPTI Pre-Debrief Preparation SummaryName: Andy Bainsworth
Purpose of this debrief/ feedback session: Manager Quality moving to Director Plant Ops. – coaching for assuming broader leadership. Will be involved in plant-wide change, cutting costs, continuous improvements, innovation, confronting situations and people. Their scores:
HPTI Trait Circle their score zone CommentConscientiousness Low Moderate Optimal Excessive
Adjustment Low Moderate Optimal Excessive
Curiosity Low Moderate Optimal Excessive
Risk Approach Low Moderate Optimal Excessive
Ambiguity Acc. Low Moderate Optimal Excessive
Competitiveness Low Moderate Optimal Excessive
1. HPTI Pre-Debrief Preparation SummaryName: Andy Bainsworth
Purpose of this debrief/ feedback session: Manager Quality moving to Director Plant Ops. – coaching for assuming broader leadership. Will be involved in plant-wide change, cutting costs, continuous improvements, innovation, confronting situations and people. Their scores:
Trait Intensity Summary DescriptorConscientiousness (Optimal and Excessive) Attainment OrientedConscientiousness (Moderate and Low) AccommodatingAdjustment (Optimal and Excessive) Resilient (to stressors)Adjustment (Moderate and Low) Concerned (about stressors)Curiosity (Optimal and Excessive) ImaginativeCuriosity (Moderate and Low) DependableRisk Adjustment (Optimal and Excessive) CourageousRisk Adjustment (Moderate and Low) CarefulAmbiguity Acceptance (Optimal and Excessive) BoldAmbiguity Acceptance (Moderate and Low) StableCompetitiveness (Optimal and Excessive) Goal-drivenCompetitiveness (Moderate and Low) Agreeable
1. HPTI Pre-Debrief Preparation Summary Contd.Combinations of traitsUse the table below to identify combinations of traits you’d like to explore, by combining the summary descriptors.
CommentsExcessive Conscientiousness – very disciplined and goal driven, even perfectionisticLow Ambiguity Acceptance – Stable, black and white thinking, dislikes complexityCombination: Will he push too hard and fast and not be concerned enough about exploring options when problems are significant and complex?
Using The Debrief Script1. HPTI Pre-Debrief Preparation Summary Contd. The Debrief ProcessPosition the HPTI in context with their purpose, do a quick review of the dashboard, then go step by step through each personality trait. Ask for examples of how that trait shows up at work, when is it a positive and when is it a negative? Identify one or two traits they want to act on. This requires new behaviors/ habits, focus and commitment. Ask who will help them be accountable for their commitments to act on this.
Delivering an HPTI Debrief
Have your Debrief Script available now to follow along(Sent with the slides prior to the session)
2. HPTI Debrief Scripta) Introduction and Setting the Stage
b) Describing the HPTI Report and Getting their Initial Feedback
c) Your HPTI Dashboard (refer to report page 4)
d) The Process for debriefing traits – use the same process for each trait;define trait, define two ends of spectrum (higher and lower), then:
I. Your score zoneII. Discussion questions to explore the impact of each traitIII. Development opportunities
Using The Debrief Script – Same Process Each TraitDebriefing Traits (same process each time)
Trait Definition
Low Description of Trait
High Descriptionof Trait
Ambiguity AcceptanceReceptiveness to complexity, inconsistency and incongruency, thrives in uncertainty and
complexity.
Prefers order, consistency and a methodical approach. Ambiguity may make them uncomfortable. May tend to minimize/ remove ambiguity by being precise, specific and applying black-and-white thinking. Prefers to have tasks well set out and minimize ambiguity. May be seen as inflexible, stubborn and not open enough.
Thrives in complexity, uncertainty and ambiguity. Enjoys managing mixed information, likes big ideas with competing priorities and multiple outcomes. Tolerant and adaptable. Will seek information from a range of sources. May be seen as too vague and unclear by others and too preoccupied with grey areas, where a focused outcome could be expedient.
Identifying Development OpportunitiesLow Ambiguity Acceptance
Celebrating Strengths and Identifying Development Opportunities
Strategies to Dial Up the Impact of Low/ Moderate Ambiguity Acceptance
1) Suppress your urge to control. The business world is getting more complex, not less so recognize that one person is unlikely to have the right solution to complex challenges. Crowd-source as many ideas as possible to enhance your chances of making the best decision, especially seek out the opinions of people who are very different to you to get diverse ideas and approaches.
2) Don’t let your pride delay you from correcting your course. Work on being willing to change your course. Ambiguity can reveal new facts at any time so be open to being wrong and choosing another way forward. Welcome new information that can change your direction/ decisions, but give you a better outcome.
3) Accept that you can’t always be right in complex and ambiguous situations. Ambiguity means sometimes you will make the wrong decision. Don’t let that put you off. Being a good leader is about making more right decisions than you do wrong. Get comfortable with making mistakes by looking at them as learning opportunities rather than something that did not work. This will get you closer to what will work.
Additional Resources Post Session 3, in preparation for Session 4: HPTI Application, Talent Development of Leaders Strategies for Enhancing the Impact of HPTI Traits Page 9 to 18 (Also includes “Dial Down”)