Guide for SEI Profilers. Brain Brief, Talent & Discovery Profiles + Dashboard

Transcription

1 Guide for SEI Profilers Brain Brief, Talent & Discovery Profiles + Dashboard

2 Welcome! This guide is intended for professionals who will be administering the SEI Brain Profiles. This guide includes! Introduction Background on the Brain Profiles...Page 3 " Application Recommendations on using Brain Brief Profile...Page 6 Brain Talent Profile...Page 11 Brain Discovery Profile...Page 15 Dashboard...Page 18 # Administration How to set up a project and deliver the tool...page 22 This guide is Six Seconds, All Rights Reserved. Updated 11/08/14 Page 2

3 1. Introduction The Brain Profiles provide a practical, powerful introduction to emotional intelligence. There are three tools in the Brain Profile series (BRAIN BRIEF, BRAIN TALENT and BRAIN DISCOVERY). The Brain Profiles are designed for a perfect blend of insight and ease of use. If a group uses any profile, a Dashboard can be generated as a 1-page summary of the group. To generate a profile, participants will take the Six Seconds Emotional Intelligence Assessment (SEI). There are many different outputs available from the SEI including more in-depth reports which require a Level B Certification. The Brain Profiles are Level A tools suitable for use by learning/education and HR professionals. The Brain Brief Profile offers insight into the individual s typical approach to using emotional data. For an orientation to these tools, be sure to read The Brain Profiles brochure, Technical Manual and web page: To learn more about the full line of SEI tools, see For recent research on these tools, also see the State of the Heart Report, showing global trends in emotional intelligence, Brain Style, and Brain Talents. The 2014 State of the Heart Report is available on: The Brain Talent Profile shows key capabilities for innovation and problem solving. Page 3

4 Useful Vocabulary BBP: Brain Brief Profile an introduction to Brain Style and emotional intelligence. BTP: Brain Talent Profile insight on current Brain Apps capabilities for the people-side of performance. BDP: Brain Discovery Profile linking Brain Style and Talents to performance. Dashboard: 1-page summary of a group s data Brain Style: a preferred way of processing emotional + cognitive data. SEI: The Six Seconds Emotional Intelligence Assessment toolkit, includes Brain Profiles as well as full reports. Six Seconds: A global organization supporting people to create positive change everywhere, all the time. The world s largest network of emotional intelligence allies and practitioners. Profiler: The person administering the Brain Profile tools. (You!!) Assessor: A professional certified to use the full SEI assessment reports. Participant or Test Taker: The individual completing the questionnaire. Page 4

5 2. Application When to Use the Brain Profiles The BBP and BTP are designed as introductory tools to engage participants in learning more about their brains, emotions, and becoming more effective; the BDP goes further. When you are ready to go in depth on emotional intelligence for individual and organizational transformation, become a SEI Certified EQ Assessor to access the advanced reports. The profiles are ideal for Workshops on communication problem-solving teamwork collaboration conflict innovation relationships. people-skills Engaging a group at a conference or convention. Marketing (give the profile in exchange for signing up for your newsletter). Gifts for employees and their families subscribers suppliers members Coaching managers (by looking at their profiles and the profiles of their team). Talent Planning identifying key attributes required in developing a workforce or team. Selection using emotional intelligence in the interview process, using the Brain Discovery Profile. University classes on business, psychology, education, sports psych, O/D, coaching, health, communication Research on emotional intelligence and performance (the profile is generated from the full SEI questionnaire, thus, we re able to access indepth data). Page 5

6 Brain Brief Profile A snapshot of your brain s current style for processing emotional + cognitive data. This 1-page profile provides insight on Brain Style, the person s general approach to using EQ. Cognitive data: Observations and analysis Emotional data: + Your and others = feelings Powerful insight! The BBP includes three scales: Focus, Decisions, and Drive. Rather than examining behavior, the tool focuses on patterns of thinking, creating a style that underlies behavior. Individuals receive one of eight Brain Styles that each offer important strengths and weaknesses. The Brain Brief Profile is ideally suited to: Introducing the concept of emotional intelligence in a simple, clear framework. Building awareness of human dynamics for effective teamwork and team leadership. Creating insight for coaches and coachees. Capturing group trends to plan leadership and people strategy. For more details on the meaning of the eight Brain Styles, please access The Brain Brief Interpretation Guide ( ). This ebooklet is freely available and intended as an accompanying guide for users of the BBP. A customized version of the Brain Brief Interpretation Guide can be arranged through Six Seconds, crafted for your specific industry or practice area. Using the Brain Brief Profile The BBP is designed for self-interpretation. Give each person the Brain Brief Interpretation Guide either as a handout, or through the link: Page 6

7 - support them to reflect, consider, and discuss their profile to make their own meaning. When discussing Brain Style, remember that it s learned. The SEI competencies are learnable and the brain changes itself continually. Thus, Brain Style will evolve and change. When presenting the BBP, be sure to explain the three scales accurately, emphasizing the fact that Brain Style is about the brain s preferences and behavior is something different: FOCUS: Sometimes people are confused by this scale, thinking it s about behavior or attitude. It s called Focus because the scale is about focus! Someone on the Rational end will usually tune into cognitive data if s/he walks into a room, s/he ll notice facts such as people s names, numbers of people, roles, shape of the table, etc. On the other hand, someone on the Emotional end will notice the mood and tone first. DECISIONS: This scale is about how people generally evaluate decisions. Evaluative is related to a careful, risk-adverse orientation. Those on the Innovative end tend toward risk and opportunity. DRIVE: Here we re looking at motivation for the present/practical/shortterm vs. future/idealistic/long-term. The online tutorial offers additional recommendations on how to use the Brain Brief Profile. Page 7

8 Coaching with the Brain Brief Profile The overall goals of coaching around the BBP are to: increase awareness of the importance of EQ. help the individual use the strengths of her/his Brain Style (and avoid the pitfalls). Here s a sample outline for a coaching session on the Brain Brief Profile. Following this general outline are some key points to consider. Engage Set the context, define goals. Explain why (e.g., We re working on improving the customer experience to build better, long-term relationships with our customers, and we know emotions are key to that. The purpose of this coaching session is to help you gain more insight & tools for this ) Ask for their goal (e.g., Thinking about this topic, what s one goal you have for yourself? Or something you re working on improving? Set expectations (e.g., Two points before we look at the profile: 1. This is feedback for you - let s see what s useful to you in it. 2. This is a snapshot of when you took the questionnaire, it s a reflection of how you answered the questions. ) Activate Develop and apply new insights. Ask: How do other people see you behavior: rational or emotional? Evaluative or innovative? Practical or idealistic? Sketch their answers. Explain the difference between BEHAVIOR and STYLE. You might use the metaphor of the iceberg; the tip is visible = behavior. The heart is hidden = style. When we look at the Profile, it s about your Brain Style which is different than behavior. Page 8

9 Give the profile (e.g., When you took the EQ questionnaire the other day, it generated this Brain Brief Profile. Take a minute and read it, and then let s walk through it! ) [Note: if you sent the BBP in advance, skip this step] Ask about their Brain Style (e.g., You can see that the BBP defines an overall BRAIN STYLE -- what do you think about the style it's identified for you? [Note: If you have the Brain Brief Interpretation Guide handy, if they don t agree with their style, or if their bubbles are near the middle, look at other styles]. Discuss Focus (e.g., As you can see, there are 3 parts of the profile. The first is about what your brain likes to focus on - emotional data first, or rational data first. Do you agree with what it says? What are the pros and cons of this kind of focus?) Discuss Decisions (e.g., The next scale is about how your brain likes to make decisions -- carefully evaluating or jumping into possibilities. What are your perceptions about this scale? ) Discuss Drive (e.g., Then there's DRIVE -- what motivates your brain, immediate action versus long-term. How does this motivation affect the goals we discussed earlier? ) Discuss the differences between their Brain Style and behavior. Is your behavior matching your Brain Style? Different? How could you explain this comparison? What are the pros and cons of this difference/similarity? Reflect Consider the Outcomes (e.g., The last section of the profile shows two of your outcomes. [For Assets]: How do you think your Brain Style is helping you with this asset now? [For Opportunities]: Given what we've discussed, how might you use your Brain Style to help you with this opportunity? ) [Note, this section will either show an asset & opportunity, two assets, or two opportunities, depending on scores]. Review and set Actions (e.g., Before we close, would you please recap your key take aways and action steps? ) Page 9

10 Close with follow up (e.g., How about if we touch base next week to see how this is going? ) Points to Keep in Mind When using the BBP, remember Size matters: the largest bubble is this person s strongest area. Use the guide: Part of the story: Profiles give some data, not the whole Truth with a Capital T. Preference: A bubble toward Rational (for example) doesn t mean this person has no focus on emotion; it means s/he will probably go to rational data first. Brain Style behavior; this person may have good skills to behave well with emotion it just means her/his brain is more focused on rational data. Explore meaning: What is your perception of this? What does it mean to you? Perceptions matter: Do you see yourself in this picture? Where is the picture different from your perception? How do you explain this different point of view? (These questions also help you understand the person s selfawareness.) Make it real: Could you tell me an example of a situation in which you used this strength? Do you remember a situation where this was a challenge? Create positive change: Help the person to see the value of this conversation, How can you use this information? After this discussion, what do you want to use more or less? What s one action step for you? (These kinds of questions help the person see that you re focused on her/his real life and future.) Page 10

11 Brain Talent Profile Key capabilities to create the future. Based on extensive research into essential talents for innovation and problem solving, the Brain Talent Profile offers six key strengths that enable performance. The 18 Brain Apps describe unique, powerful capabilities to create positive change. Grounded in research, these competencies are essential to flourish in complex times at work, in school, in life: Please see the Brain Talent Interpretation Guide for additional background and an explanation of each App : This ebooklet is freely available and intended as an accompanying guide for users of the BBP. A customized version of the Brain Talent Interpretation Guide can be arranged through Six Seconds, crafted for your specific industry or practice area. Using the Brain Talent Profile Give each person the Brain Talent Interpretation Guide either as a handout, or through the link: so s/he can make sense of the Apps and their meanings. Some additional recommendations: Page 11

12 1. What does it do: BTP provides feedback on your strongest "talents for the future" -- key competencies (fueled by emotional intelligence) needed to innovate, achieve, and thrive. Through extensive research, we distilled key behaviors from opentext comments about real leaders today, and linked them to emotional intelligence competencies. In a sense, it distills a decade of experience with emotional intelligence into 18 simple concepts. 2. What doesn t it do: The BTP does not tell you how strong your strengths are, nor does it tell you about weaknesses. It doesn't provide a full picture of emotional intelligence. The full SEI assessment goes into more depth. 3. When to use it: The BTP is a powerfully simple tool that links emotional intelligence to realworld performance. Using simple language, the BTP shows people key talents that they will easily understand and want to apply. Typical uses: In training, coaching, public speaking to introduce people to the application of emotional intelligence: How can you USE emotional intelligence in your daily work & life? Apply these talents. Presenting on people-side of performance: EQ drives these essential strengths, what are yours? Strength-based coaching: If you want to make change, use your strengths. What are you good at? Workforce design: What talents do you have, what talents do you need? Career consulting: What are your strengths, where could those optimally serve you? Page 12

13 Employer Branding: Help prospective candidates understand that your org is committed to EQ and the people-side by having every candidate take a BTP and discuss it. Team development: What are the talents we need in our team? Who on the team has those? Are there talents that we have but are underutilizing? Are there talents we need to develop? 4. How to debrief it: The BTP is designed for self-interpretation using the Brain Talent Interpretation Guide. It can also be used in coaching. Some tips: First, of course, we need to understand the client's goals. Frame the need with a question such as: If you could make 1 change in your work/life, what would it be? Then, talk about using the coachee s talents to help her/him do this... Where are you currently using these strengths? What does it look like in your work/life to use this talent now? What would happen if you were to use this talent more? What's one of these strengths you are rarely exercising? Could you exercise it more? How? Are your strengths predominately in certain areas (looking at the brain on the right)? Would it help you to develop strengths in other areas to balance? Are you over-using any of these talents? If you imagine someone strong in these top 3 talents, what kind of person is s/he? What would s/he be good at? How does that motivate you to move forward? Page 13

14 5. Leverage strengths. Part of the beauty of the BTP is its strengths-based orientation. It ONLY provides strengths. Often, people will look at the other 12 talents and say, I want more of those! This is natural and often valuable. However, there s power in maintaining focus on strengths because they re faster and easier to use. [Note: The BTP shows the top 6 talents that doesn t mean the other 12 are weak!] For example, imagine Barry is someone strong in Prioritizing and weak in Collaboration, and he wants to become better at interpersonal communication: A deficit-approach is to show him he s weak in Collaboration and to develop new skills. This can be valuable and can consume quite a bit of time and energy. A strengths-approach is to help him use his skill in Prioritizing; since he s good at this already, he can put it into action quickly. For example: Barry, your Brain Style is rational, so let s work on understanding people in a rational way: People have emotional needs, even if they re irrational needs right? (maybe give him a list) (he says, Logical, got it. ). Do you agree you re strong in Prioritizing? (He says, yes, let s go. ) Good: So in your next meeting, what if you use your skill at prioritizing to make sure you re tuning into those sometimes-irrational needs. What might happen? 6. Find the talents for the job. A powerful discussion for an individual or team especially for strategic leaders: What are the talents needed for success in this specific situation? This can apply to an individual, for example as a parent: If you could design an ideal parent, what talents would s/he exercise? And for a workgroup, team, or whole organization: In order to demonstrate the brand promise you ve committed to deliver, what talents need to show up in your customer-facing team? What talents do their managers need in order to ensure the front line operates that way? Page 14

15 Brain Discovery Profile Linking EQ, Talents, and Performance. The BDP is the most in-depth of the profiles, and it brings together a view of Brain Style with highest and lowest Brain Talents, and highest and lowest Outcomes. This progression forms a logical chain: EQ drives talents, talents drive outcomes. The BDP can be used in many ways: Follow up to a BBP or BTP: Let s look in more depth Coaching: How can you use your talents to reach your goals and not get stuck in potential pitfalls? Performance Coaching: How can you use your EQ to generate stronger results? Selection: How can these top talents support you in this new role, and how can you overcome these lowest talents? With the addition of lowest scores, the BDP creates a risk of hurt feelings, so it needs to be handled more carefully than the other profiles. However, the contrast of highest and lowest talents creates important opportunities for discovery. The BDP in Selection The BDP was planned with Selection as a key application. EQ is important for work performance, so hiring managers need an easy-but-powerful way to bring EQ into the interview. Using the BDP, an interviewer might ask: Give me an example of how you ve successfully used one of these top talents in your work? And, Choose one of the lowest-scoring talents, and tell me how that has been a challenge for your work? Page 15

16 For the tool to be effective, it has to be very simple, and, of course, scientifically robust. In our research, having a 1-page profile with the key data is critical for this application. The BDP also provides a recruiter or hiring manager with information about the candidate s overall level of Brain Talent and the reliability of the questionnaire. This signal is important for a recruiter to have an understanding of how multiple candidates compare. Training is available to learn about using the BDP in selection, either through a 1-1 virtual mentorship or in-person class. sei@6seconds.org for details. Page 16

17 Dashboard Group s EQ, Talents, and Performance at-a-glance In this one-page synthesis, you will have new clarity on the characteristics of your group. This summary will help you understand the team SWOT (strengths, weaknesses, opportunities, threats). This will allow you to be more effective in planning, communicating, and collaborating. I ' EMOTIONAL INTELLIGENCE II TALENTS III PERFORMANCE ' Average'emotional' ' intelligence'of'the'group' 86 is'shown'to'the'right.' ' 82 The'overall'average'of'' ' the'nation7wide'sample'' 78 is'100.' ' 75 ' ' How'widely' ' distributed'are' ' the'eq'scores'in' the'group?' ' ' Tight Medium Wide What'mix'of' Brain'Styles 'are'present'in'the'group?' ' Rational Emotional Evaluative Innovative Practical Idealistic' ' '' The' Brain'Talents 'in' decreasing'order' PROJECT: SAMPLE Group Size: 10 Date: July 24, 2015 Connection Emotional Insight Collaboration Proactivity Data Mining Entrepreneurship Imagination Risk Tolerance Vision Modeling Prioritizing Focus Critical Thinking Design Problem Solving Resilience Reflection Adaptability The'performance'indicators'in'decreasing' order.' ' Decision Making 119 Legend:' Vulnerable'Area'(75781)'' Emerging'Area'(82791)' Functional'Area'(927107)' Skilled'Area'( )' Expert'Area'( )' To learn more, download the free Dashboard Guide To contact who brought you this dashboard: Joshua Freedman <josh@6seconds.org> Networking Health Community Influence Satisfaction Achievement Balance On the Dashboard Emotional intelligence The speedometer shows the group s average level of emotional. The score represents the capability to be aware of emotions, to manage reactions and to align choices toward the long term. The value on the speedometer is an average score of the whole group, but it Page 17

18 could be the individuals are far below and above that average. So under the speedometer is a graphic showing coherence. Tight means all the group members individual scores are near the average. They re all on the same page. Medium means there are some around 15 points below or above the average. Wide means many of the group members are 15+ points below or above the average. The Brain Areas In line with the Brain Brief Profile, this graphic shows how many people are on each side of each scale. How many people prefer rational data vs emotional data? Cautious decisions vs seeking opportunity? Immediate action vs long term vision? In the example to the right, the group is fairly strongly weighted to the right side which means they can be very good with emotions, innovating, and idealistic vision, but they have a risk of missing pragmatism. Page 18

19 The Brain Apps This list provides deeper knowledge of the capabilities of the work group. Which are the strongest Apps? Can you leverage these? Which are the weakest Apps? Can you protect from these gaps? Perhaps most importantly: Are there some Apps that you must develop because they re essential to reach you objectives? How strong are the talents? Since these talents are driven by EQ, the Speedometer and coherence graphic provide an indicator of the overall strength of the talents. For example, with a Speedometer in the green zone, and Tight or Medium spread, it means the top six talents will be quite strong, and the bottom six will be near the global average. Outcomes The right-hand chart on the Dashboard shows average scores on perceived performance outcomes: Decision Making, Influence, Networking, Community, Health, Balance, Achievement, Satisfaction. They re showing in order, from highest to lowest, with a color-code to signify overall strength. Statistically, there is a relationship between emotional intelligence, talents and these outcomes. Page 19

20 Again, it s important to consider the alignment of the outcomes and the demands of the role. If the outcomes above-right are for a team that s supposed to plan strategy and then enroll people in the plan, there s an urgent need to develop new capabilities in the team before proceeding with that task. Dashboard Logic The Dashboard shows a logical chain that s based on Six Seconds research: EQ turns into talent, talent enables performance. How to get the Dashboard tools@6seconds.org with: The name of the group Who to include (either project name or individual names) Date needed (at least 2 work-days are required) The cost for each Dashboard is 150 Credits. Page 20

21 Six Seconds Learning Philosophy In Six Seconds certification programs, practitioners learn powerful tools as well as this important approach to learning. We recommend that all Profilers also use these principles when engaging with participants: Wisdom Lives Within: Your job is to ask questions, reflect, and help the client discover his own answers (versus telling him what to do). In Action: be curious and encourage curiosity, ask a lot of questions, listen, rephrase what you hear, ask the client to synthesize/summarize. No Way is THE Way: There is not a silver bullet or magic formula for you as an Assessor nor for your clients. Authenticity provides more value than a script. In Action: focus on each client, encouraging her to form her own style (observe others as examples and models but don t try to copy); stay flexible. The Process is the Content: The way you interact with your client is more important that the factual messages you deliver. She will walk away valuing your input based on the experience she had with you. The same is true for your clients when they deal with others in their lives. In Action: be real while your focus is the client, be willing to disclose your own stories and struggles and express what you are really feeling; be deeply, compassionately respectful and courageous. 1, 2, 3, PASTA!: Our purpose is to help people make positive change not just to raise awareness, but also to take action based on their increased insight. In Action: frequently ask the client what he is going to do, how his is going to implement his insight. Fish Don t Talk About Water: We take a great deal for granted and make a huge number of assumptions (it s an assumption that you and your clients do to!) To get people to enter the land of the unknown they need both safety and discomfort/dissonance. In Action: make others good ( they are doing the best they can given their skills and experience and I could do no better ), ask tough questions, make succinct observations about what you are hearing, let your caring show. Emotions Drive People: Feelings are key drivers of motivation and attention; if we want to help people change, we need to assist them to create the emotional conditions that will push them in the right direction. In Action: Notice your own & others feelings; manage yours to help them shape theirs. Ask about feelings, and help them discover the layers of feelings that motivate them in a useful way. Page 21

22 3. Administration It s a simple process to deliver either profile (or both) to a client or group, you just create a project and send them the customized link. This section explains how to: A. Log into the Six Seconds Tools Intranet B. Create a project C. Invite your participants to receive the profile D. Manage projects and download profiles E. Buy credits F. See the Brain Profiles online tutorial A. Log in Six Seconds TOOLS INTRANET: In case you forget: Page 22

23 Change password After login, you can customize your password (requirement: minimum of 8 characters in length and at least 1 non alphanumeric character ($ %! & ) ( / [ ],.) B. Create a project Click on Create a project Typically a project will be a collection of people. For example, you might have a project that s one class or you might make a project for marketing and another for 1:1 coaching. Page 23

24 Fill in the Project Settings Name: Enter a name for your project (such as June leadership workshop ) You can leave all the other settings as-is for the BBP, or customize. Item Language: The language test-takers will see on the questionnaire. Report Norm: Usually the country of test taker(s). Report Language: Usually the language you ll use for the workshop. Report Type: Checkmark the profile(s) you wish to generate and This checkmark tells the system to each profile directly to the Test Taker once s/he completes the questionnaire. Once done, click save. The system will show the link for the project (pix to the right): Page 24

25 C. Get the Link There are two options: Public Link is one URL for the whole project; each project has a unique code. Everyone in the project uses the same code to access the questionnaire. The benefit is ease (esp. if you don t know who is in the group, e.g., you are sending the link to the HR manager who is sending invites). Private Link is a unique URL code for each person; each individual has unique code. The benefits are clear group management (e.g., you can automatically those who did not complete), and you have control over who is taking because the codes are good only for one person. When you first create a project, it starts automatically with Public Link: OPTIONAL: To change to Private Link, click this. See Tutorial from home page for instructions. To use the Public link, copy/paste your project URL in an to your clients: Page 25

26 D. Manage Projects and Profiles Click on Edit lets you need to modify the project settings (e.g., Language) E. Buy more credits This shows you how many people have completed the SEI. Click for a list, and to download their Profiles. Click on Enter the number of credits to purchase (based on the Price List shown on this page). For example, each BBP is 8 credits, so if you want two BBPs, enter 16 credits. This list shows prices of all the SEI and VS assessments. To learn more about these tools, see the brochures from the Home page of the Tools Intranet. Page 26

27 F. See the tutorial This link brings you to the Brain Profiles online tutorial. You ll need the username and password shown under the Review link. It will take you into the tutorial: Page 27

28 The Brain Profiles are part of the Six Seconds Emotional Intelligence (SEI) toolkit: Page 28