Hogan Open Accreditation Schedule. Delivered by: Authorised Distribution & Accreditation Partner of:

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1 Hogan Open Accreditation Schedule Delivered by: Authorised Distribution & Accreditation Partner of: 3 Minute Mile Ltd, 3rd Floor, 3 Shortlands, London W6 8DA. Registered in England & Wales

2 Course outline: Page 3 Minute Mile s comprehensive & agile approach to HAS Accreditation 2 Agenda day 1 3 Agenda day 2 4 Course components, supporting materials and value for money 5 Learning styles & sample exercises 7 Client feedback 8 Trainer bio 11 1

3 What you will gain from 3 Minute Mile s two-day Hogan (HAS) Accreditation: What you will learn and how you will benefit from our: Blended approach to appeal to your unique learning style Flexible and on-going support, ensuring confidence and competence Pre- and post-work that are tailored to your personal learning needs Adaptive and practical exercises, content and supporting materials Over the two classroom days we will cover the integrated, and isolated use of: The Hogan Personality Inventory (HPI: Brightside) Hogan Development Survey (HDS: Darkside) Motives, Values and Preferences Inventory (MVPI: Inside) Following the 3 Minute Mile Hogan Accreditation Course, you will be able to apply the insight derived from these assessments to increase the validity of decisions regarding employee selection and impact of personal development, at all levels within any organisation. After the two day classroom event and following practicum sessions, you will be well equipped to understand how 'who we are' impacts on how we lead, engage with others and interact within a team to best achieve common objectives. Through the delivery of coaching/feedback you will be enabled to use these tools to help others appreciate how their day-to-day behavioural preferences, reactions to situations that create feeling of self-doubt, inadequacy and/or complacency, and personal value systems affects their: Ability to inspire others Shape outcomes and influence others Build and nurture relationships; creating and navigating political networks/alliances Impact on the performance of others through the culture they create Assessments covered by 3 Minute Mile s two-day Hogan (HAS) Accreditation: The HPI is a measure of normal personality and is used to predict day-to-day job performance. It is an ideal tool to help organisations strengthen individual and team performance, leadership development, succession planning, and talent management. The HDS identifies personality-based performance risks and derailers of interpersonal behaviour. These behaviours are most often seen during times of stress and may impede work relationships, hinder productivity, or limit overall career potential. Behavioural patterns assessed by the HDS are deeply ingrained in personality and can negatively affect an individual s leadership style and actions. By recognising and sharing these behaviour patterns, team members can compensate and mitigate risks to performance by development and peer coaching. The MVPI predicts an individual's compatibility with organisational culture, identifies aspects of their work which they are likely to find most and least engaging, predicts unconscious biases which may impede their performance and decision making, and tells them about the environment they are likely to create for subordinates. 2

4 Day 1 (sample agenda; topics vary with group needs): Arrive for a start Introductions - & learning objectives (participant & course) Orientation to course materials Psychometric standards validity, reliability and basic statistics Hogan perspectives on personality assessment - differentiating factors Break Perspectives of Personality, the importance of Identity vs Reputation The Core/Adapted/Contextual model of personality Exercise 1 - Johari Window Lunch Guided group-work; how to interpret and apply HPI; Break Answer questions Relate behaviour associated with specific scales to reputation Discuss subscales and how they might affect interpretation Explore potential positive aspects of low scores/subscale Performance implications re: specific occupational demands Implications of potential scale configurations Exercise 2 A) Job analysis; B) practical application of HPI profiles and group discussion Exercise 3 Embedding HPI learnings through further experiential activity Hogan Performance Model: Hogan Leadership Value Chain Implications for selection and development Mapping competencies HPI scales against performance domains Socioanalytic theory Day 2 (sample agenda; topics vary with group needs): arrival for 9:30 start Exercise 4: Review of learning from Day 1 (questions) Introduction to the Hogan Development Survey Guided group-work; how to interpret and apply the HDS; 3

5 Answer questions Relate behaviour associated with specific scales to reputation Discuss subscales and how they might affect interpretation Explore potential positive aspects of low scores/subscale Performance implications re: specific occupational demands Implications of potential scale configurations across the HPI and the HDS Lunch Exercise 5 A) Job analysis; B) practical application of HPI & HDS Exercise 6 - Embedding HDS learnings through further experiential activity Introduction to the Motives, Values and Preferences Inventory: Relationship with performance Cultural fit Environment that a Leader is likely to create for subordinates Links with HPI & HDS scales, how to interpret and apply the MVPI Break Tips for giving feedback/coaching Practice feedback session: Prepare (30 minutes) Deliver to Partner A (30 minutes) Deliver to partner B (30 minutes) 17:00 17:30: Group debrief; questions? Next steps 4

6 Course components: Pre-work: Complete the three Hogan Inventories online; receive details from 3 Minute Mile admin team 45 to 60 minutes: Hogan Personality Inventory (HPI) Hogan Development Survey (HDS) Motives Values Preferences Inventory (MVPI) Judgement Inventory (optional) Receive your personal results (on, or before the course) via the following reporting options (unless otherwise requested): Lead Forecast Series; professionally printed and bound: Lead Potential (HPI) Lead Challenge (HDS) Lead Values (MVPI) Lead Coaching (combinations and guide to setting your own Personal Development Plan) o Hogan Judgement Report (optional; value = applicable VAT) 1:1 personal feedback session; reviewing your results with a 3MM consultant minutes Complete an online, pre-workshop E-learning module and quiz 20 minutes Course materials: Hogan Guide: Interpretation and Use of Hogan Inventories; to refresh learning, building on momentum and skills derived from the course as a reference manual, provides interesting and useful content addressing specific topics, such as: Understanding the Hogan Inventories Methods of Interpretation Configural interpretation Conflict interpretation & resolution Hogan performance model Competency interpretation Leveraging Assessment Results: Delivering feedback Development and coaching Further resources and support Hogan Assessment Certification Workshop Workbook, a valuable reference companion for learning support during the two-day classroom workshop and a 5

7 trusted reference to help transfer and embed knowledge acquisition post the event, which includes: Overview and typical applications of each assessment (HPI, HDS & MVPI) Performance implications (both positive and negative) of individual scores Structure of each assessment (HPI, HDS & MVPI); including interpretation and possible performance implications of each assessment s subscale configurations A practical exercise, allowing for immediate application of learning; materials that participants work in groups to analyse two very different job descriptions and matching real life Hogan profiles (from Hogan s research archive) to the agreed, evidence based requirements A reference hard copy of the slides used over the two days Post-work: Post-course multiple choice review & answer key (for HPI, HDS & MVPI) Receive login details and instructions to invite a volunteer (of your choice: client, colleague, friend, etc.) to complete the three Hogan Inventories online 45 to 60 minutes for the volunteer: Hogan Personality Inventory (HPI) Hogan Development Survey (HDS) Motives Values Preferences Inventory (MVPI) Judgement Inventory (optional) Receive your volunteer s results (your practicum feedback session) via the following reporting options (unless otherwise requested): Lead Forecast Series Lead Potential (HPI) Lead Challenge (HDS) Lead Values (MVPI) Lead Coaching (combinations and guide to setting your own Personal Development Plan) Hogan Judgement Report (optional; value = applicable VAT) 1:1 personal preparation session; reviewing your volunteer s results with a 3MM consultant; co=creating a strategy for delivery of your volunteer s feedback 60 minutes (optional; value = applicable VAT) Deliver your fist Hogan feedback session to your volunteer plan for 60 to 90 minutes Complete your feedback discussion and user qualification form; send to 3 Minute Mile 3 Minute Mile will issue your formal Accreditation Certificate and register you with Hogan s Global Data Base of qualified practitioners 6

8 Learning Styles and sample exercises: We recognize that many training events, although informative, are somewhat light on practical application and tend to favour one learning style over others. These sessions can leave people feeling less than confident about their ability to implement newly acquired skills. Our approach, which has been developed and continuously refined over the past five years, consistently delivers more impactful Hogan accreditation programmes through the following means: Action-orientated approach to learning. We don t simply teach you about the assessments - our trainer(s) will coach you while you work with the Hogan concepts through structured activities, providing support and feedback as you become a more effective practitioner During the course we explore real-life case studies, challenging assumptions and providing real time feedback This is particularly valuable for recruitment/assessment professionals and coaches who are interested in how the dark side can derail performance Blended Learning Styles. We have carefully designed the course activities and materials as well as trained our trainers to identify and support a full spectrum of learning approaches. We draw on visual, auditory, informational and kinaesthetic exercises to ensure retention and promote transference; some sample exercise are: Johari window illustrating reputation vs. identity and fostering trust and open dialogue within the group; allowing participants to immediately test the face validity of their own assessment results Card matching games to activate sub-team cohesion and stimulate a friendly competitive environment in order to apply what we have just learned to outperform competing teams; allows for an examination of the roles different team members played and how they helped, or hindered overall performance Practical use of real life case studies to assess potential candidates against two very different job requirements and organisational cultures; executed in stages to build on the incremental insight offered by each assessment and to allow our future Hogan practitioners to make their own hypotheses about interactions and conflicts between different assessments and their scales Organisational culture we select prominent, easily recognised organisations and associate their brands with specific Hogan values; this creates lively debate and discussion especially if we have participants who have worked/are working for the organisation in question! Hogan Mind-set: Truly effective use of these powerful tools is accompanied by a depth of understanding and appreciation of theoretical foundations...what we like to call the Hogan Mind-set We discuss the: 7

9 Assumptions behind Socioanalytic theory (the paradigm that underpins the Hogan model) Predictive statistical validity of the tests Emergent thinking regarding leadership derailment Relationships and pathways to organisational/business unit effectiveness through more effective employee engagement Client feedback:...the training was really interesting and useful. It was a new and different experience for me and I would definitely explore more when I return to Japan. Thanks very much. The feedback session went like a dream. Brilliant idea to hook in to his motivations and values first, talked about personal brand and then the dark side. He was really engaged and I got the impression he wished he d had this session years ago. His boss has also called to say what an impact I had so thank you for the introduction to Hogan and the additional support particularly. Thanks again for a stimulating day...i m certainly looking forward to working more with these instruments. The team at 3 Minute Mile is made up of highly regarded business partners who play an important role in helping us develop our global business. Their innovative approach to problem solving, excellent people skills & hard work make them valuable business partners. We have sent them referrals in the past & will continue to do so because of their high levels of expertise & true professionalism with clients. "I have to say our Hogan's training was one of my most enjoyable training events of the last couple of years! Lots of interesting discussions and tangents; just my favourite thing." 8

10 Fantastic quality, really appreciated the mental stretch and challenge. Also appreciated the natural humour in the room. It was a very good course content, supporting materials, course design were all better than I expected. I liked the small size of the group important on a course of this intensity. It was a real treat having 2 trainers I didn t expect that. I thought they balanced each other very well. Engaging, fun and hugely informative Very insightful, so glad I did it, felt that the support was great even in such a large group 9

11 I was very inspired. My expectations were way, way exceeded and I thoroughly enjoyed the sessions. 3 Minute Mile helped us address adverse impact in our current selection process and provided, trained us in a test solution that does not discriminate between participants, regardless of ethnicity, social or educational background. Matrigma consists of 35 non-verbal, matrix type problems that are less sensitive to cultural differences between participants. The results over four years have proven to predict the participants ability for problem solving, their powers of deduction, their aptitude for perceiving logical connections and helped us diversify the pool of talent invited for next stage assessment centres, embodying and aligned with our commitment to diversity within our organisation 10

12 Trainer bio: Saira Chaudry Saira is a coach and the principal consultant for 3 Minute Mile, specialising in the areas of leadership development, talent management, organisational effectiveness and executive coaching. As a coach she works with individuals to help them to clearly define and articulate their goals, supporting and challenging them to remain focused and action-oriented. She also helps them to identify behavioural factors that help or hinder performance with regard to the organisation s strategy and operational requirements. Her commercial background facilitates an integrated business and coaching approach, combining organisational experience with an understanding of developmental and behavioural outcomes. Her main areas of focus include leadership and team development, workshop facilitation, and maximising interpersonal effectiveness. She also carries out executive assessment for selection and development purposes, writing bespoke reports for clients and delivering full developmental feedback to senior leaders. Saira has coached at senior levels in the engineering, construction and financial services industries in the private sector, working mainly with high potential employees and senior executives. With experience of coaching leaders through cultural change and building leadership capability and capacity, Saira s coaching approach is to help clients identify barriers to effective performance and communication through increased self-awareness and the use of Neuro-Linguistic Programming techniques. Saira holds a Certificate in Professional Coaching Practice and is an International Coach Federation accredited coach. She is also a Certified Practitioner of Neuro-linguistic Programming, certified by the American Board of Neuro-linguistic Programming. Level A and B qualified in occupational testing, Saira frequently uses psychometric assessments to raise a client s understanding of how their personality, values and behaviour impact on their reputation and performance. She is accredited in the Hogan suite of assessments and the Leadership Versatility Index. Saira is also a member of the International Coach Federation and the London Coaching Group; she has also complete the Ontological Coaching in Action Course, certified by the Ontological Coaching Institute 11

13 3 Minute Mile Ltd. is an exciting and dynamic UK based management consultancy. We work with some of the world's largest organisations, achieving peak performance by creating agility and effective leadership. We develop strategic self-awareness to generate healthier and more productive relationships between people. Our business activities cluster around four main areas: Hogan Assessment Systems We are the UK's premier accreditation distribution and research partner for Hogan Assessment Systems (HAS). HAS regularly publishes 'game changing' research concerning leadership derailment, employee engagement, individual differences in performance and potential. Hogan s team of PhD Psychologists reliably shed light on how the application of empirical evidence can has positive impact on organisational outcomes. By applying this steady stream of knowledge acquisition, HAS delivers powerful ROI and is recognised globally as a leading, dynamic and innovative publisher of professionally validated cognitive, personality and motivational psychometric instruments. Leadership Versatility Index 3 Minute Mile is also the UK's exclusive accreditation and distribution partner for Kaiser Leadership Solutions (KLS). KLS is led by Rob Kaiser, the internationally respected thought leader behind the concept of Versatile Leadership and publisher of the Leadership Versatility Index (LVI). The LVI has been rated the most useful 360 performance assessment for leadership development. The power of this 360 tool is grounded on a truly unique and highly innovative feedback methodology. With its patented rating system, leaders can finally appreciate the negative impact that overdone strengths have on their effectiveness. Executive Education and Coaching We use our expertise in the fields of versatile leadership, personality and inspiration to partner with the world s most highly ranked and regarded providers of Executive Education. 3 Minute Mile works seamlessly with these prestigious institutions to equip their clients with more sustainable and ethical leadership practices. We co-create exciting and unique programmes of immersive and experiential learning for top team development and one-to-one executive coaching with global partners to achieve peak performance. OD, Selection Systems, Talent Management, Leadership & Career Coaching 3 Minute Mile also works directly with a diverse and ever growing base of organisations to deliver compelling and evidence-based people strategies. We help our clients attract, assess, select, engage and retain key talent to achieve quantifiable outcomes that demonstrate significant return on their investment. How we work... No matter what we are doing, for whomever, at any moment in time, 3 Minute Mile lives with our code of professional ethics (HPC & BPS) and a strongly shared set of values. We take PRIDE in the delivery of: Progression - a relentless drive for innovation, always finding better ways to achieve exciting results for clients and partners Respect - engaging and attending to the needs of everyone - valuing all contributions and working together, as one team, towards our shared goals Impact - delivering profound and measurable solutions that demonstrate relevant and quantifiable returns on investment Detail reliability, accuracy, striving for perfection, continuous improvement and ensuring seamless delivery of high quality service for all clients and partners Excellence being the best, embodying responsiveness and efficiency; guaranteeing speedy service that seizes emergent opportunities and secures successful outcomes that always aim to exceed expectations. 12