Saville Consulting Wave

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1 Saville Consulting Wave

2 CONTENTS Page no Saville Consulting Wave Questionnaires 2 Which Wave Reports are Powered by which Wave Questionnaires? 4 Wave Reports and Application Guidelines 5 Expert Report 6 Personal Report 8 Line Manager Report 9 Interview Guide 10 Development Reports 12 Types Report 14 Team Roles Report 16 Leadership Report 18 Reflections Report 20 Sales Report 22 Entrepreneurial Potential Report 24 Performance Job Profiler 28 1

3 The most powerful personality questionnaire for predicting performance and potential Online styles assessment available in 13 and 40 minute formats The most valid indicator of competency potential and cultural fit The only psychometric tool to identify work motives and talents Multiple language availability encouraging standardized international assessment User and administrator friendly reporting Integrated and flexible suite of output reports measuring specific selection, performance, and development areas... 2

4 Interview Guide Objective and competency based interviewing for line managers, probing areas of concern and verifying strengths in an easy to use format. Powered by Wave Focus Styles, Wave Professional Styles and Work Strengths Development Report Illustrates existing capability and areas of overplayed strengths providing development tips to achieve full potential. Powered by Wave Focus Styles and Wave Professional Styles Types Report Distinguishes approaches to tasks and people to enhance organizational and team dynamics. Powered by Wave Focus Styles and Wave Professional Styles Team Roles Identifies the most and least preferred team roles to contribute effectively to a high performance team. Powered by Wave Focus Styles and Wave Professional Styles Leadership Report Identifies leadership potential for talent selection and development in line with situational effectiveness. Powered by Wave Professional Styles Reflections Report Recognizes negative and positive elements of work styles encouraging developmental selfawareness to achieve optimum performance. Powered by Wave Professional Styles Sales Report Builds high quality sales teams by identifying individuals with the potential and talent to succeed in sales roles. Powered by Wave Professional Styles Entrepreneurial Report Powerful predictor of the ability to create and add value to an organization through entrepreneurial talent. Powered by Wave Focus Styles and Wave Professional Styles 360 feedback on performance delivered in the most powerful way. Powered by Wave Performance 360 Profiles the key drivers for success. Powered by Wave Job Profiler Performance 360 Job Profiler 2012 Saville Consulting Group. All rights reserved. 3

5 Which Wave Reports are Powered by which Wave Questionnaires? Questionnaires Report Professional Styles Focus Styles Performance 360 Job Profiler Typical Completion Time 40 minutes 13 minutes 10 minutes 10 minutes Expert Personal Line Manager* Interview Guide* Summary Development Premium Development Types Team Roles Leadership Reflections Sales Entrepreneurial Potential Performance 360 Job Profiler * These reports are also available from Work Strengths, a 20 minute behavioral screening questionnaire. Shorter sector specific screening questionnaires are also available. 4

6 Wave Reports and Application Guidelines Application Guidelines Career Planning Selfawareness Business Growth Organizational Talent Audit Team Development Coaching Leadership Assessment Individual Development Reports Selection Expert* Personal** Line Manager** Interview Guide** Summary Development** Premium Development** Types** Team Roles** Leadership* Reflections* Sales* Entrepreneurial Potential* Performance 360* Job Profiler** * Wave Reports that can only be used by an accredited Wave trained user. ** Wave Reports that can be used by line managers, individuals and/or coaches under the supervision of an accredited Wave trained user. The ticks above are guidelines only and represent the most frequent Wave applications. There may be specific situations and contexts where different Wave reports are more applicable than those highlighted Saville Consulting Group. All rights reserved. 5

7 Saville Consulting Wave Expert Reports The Expert Reports are multi-purpose reports which provide insightful data for Wave accredited users to use in both selection and development assessments. Applications The Saville Consulting Expert Reports are designed for use in: > > Selection Recruiting the best people for roles > > Individual Development Providing a diagnostic for action planning > > Coaching Providing clear metrics on talent, motives and competency potential > > Leadership Assessment Profiling and developing effective leaders > > Team Development Growing successful teams > > Organizational Talent Audit Benchmarking leadership and talent pipelines > > Business Growth Identifying business drivers and entrepreneurial talent > > Self Awareness Highlighting areas of strength and areas for development > > Career Planning Matching aspirations with capabilities and motives Benefits > > High Validity - ensures correct decisions are made when recruiting > > Detailed Behavioral Feedback - facilitates action planning in the areas that matter > > Maximize Culture Fit - by selecting and promoting the right people into the right roles > > Quick and Objective Comparisons - of strengths and limitations > > Benchmarking - against relevant groups > > Deep Dive - under the scores to describe the uniqueness of individuals The Wave Model The Wave model is a hierarchical model built around 4 clusters, 12 sections, 36 dimensions and 108 facets. Candidate Experience The Saville Consulting Wave Questionnaires use a new dynamic response format that combines a free choice rating response with a forced choice ranking response (our new rate-rank or ra-ra format). 6

8 Deep Dives The Wave assessment is unique in profiling three deep dives which sit beneath overall scores. > > Facet Ranges - highlight where an individual has a more unusual spread or range of scores across three facets Resolving Sten 5 copes well with people who are upset (7); handles angry people reasonably well (6); feels less need than most people to resolve disagreements (2) Professional Styles Report The Wave Professional Styles Expert Report is a comprehensive 12 page report consisting of: > > Executive Summary Profile > > Response Summary > > Full Psychometric Profile (four pages) > > Summary Psychometric Profile > > Competency Potential Profile > > Predicted Culture/Environment Fit > > Motive-Talent Splits - highlight where there is lack of alignment between an individual s motive and talent on a Wave dimension (Professional Styles) or section (Focus Styles) Engaging Sten 3 establishes rapport reasonably quickly (5); puts relatively little emphasis on making a good first impression (3); unlikely to seek new friends actively (3) > > Normative-Ipsative Splits - highlight where there is a significant difference between how an individual has rated and ranked themselves on a Wave dimension (Professional Styles) or section (Focus Styles). This can indicate under/over selfevaluation Convincing Sten 3 less persuasive than most people (1); makes own point strongly (7); has very little focus on negotiating the best deal (2) Focus Styles Report The Wave Focus Styles Expert Report is a seven page report consisting of: > > Response Summary > > Psychometric Profile (one page) > > Competency Potential Profile > > Predicted Culture/Environment Fit Predicted Culture/Environment Fit Performance Enhancers where there is an emphasis on comprehensively researching and recording the facts and communicating them clearly in writing where creativity and innovation are encouraged and radical ideas and solutions welcomed where there is constantly a lot on the go, people are engaged in multiple tasks and efficient use of time is important Performance Inhibitors where little value is attached to exploring all the facts and communicating them well in writing where conventional attitudes prevail, traditional approaches are preferred and people are discouraged from generating new ideas where the pace of work is leisurely, there is little multi-tasking and time is not used efficiently Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles Requires a Saville Consulting Wave accredited user to interpret and feedback report data Saville Consulting Group. All rights reserved. 7

9 Saville Consulting Wave Personal Reports The Wave Personal Reports are designed to give high quality and straightforward feedback to individuals. They can stand alone or be accompanied by a telephone or face to face discussion. Applications > > Candidate Feedback Following selection events, it is best practice and good PR to provide feedback. This report can be ed quickly and efficiently to candidates > > Compliance with the Data Protection Act This PDF report provides clear and accurate feedback to candidates > > Individual Development Provides detailed information on strengths and possible development areas > > Coaching Provides quality assessment data prior to action planning and personal development Benefits > > Detailed Feedback - across the Wave model on the key behaviors which drive performance and potential > > Clear and Concise Reporting - which is easy to use and understand > > Rich Detailed Data - which covers narrative on the specific Wave facets > > Graphical and Text Based Information - ensures scores are accurately interpreted > > Complementary - with the Expert Report. Wave accredited users do not pay extra to provide quick and user friendly online candidate feedback Reports The Wave Professional Styles Personal Report presents a four page profile giving scores on the 36 Wave dimensions and narrative descriptions of the 108 Wave facets which are reflective of the individual s profile. The Wave Focus Styles Personal Report presents a one page profile giving scores on the 12 Wave sections and narrative descriptions of the 36 Wave facets which are reflective of the individual s profile. Administration image description Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles Requires an accredited Wave trained user to oversee the use of Personal Reports in an organization. 8

10 Saville Consulting Wave Line Manager Report The Line Manager Report is designed for use by managers and recruiters in either selection or development. Applications > > Selection Screening Matching applicants against clear behavioral job requirements during initial stages > > Shortlisting Identifying the best candidates against key success factors prior to interview > > Interviewing Highlighting areas of strength and possible limitations for follow up questioning > > Identifying Culture Fit Provides data on the most and least preferred work cultures for individuals > > On-boarding Data on strengths and development areas can be used as a platform for quick and successful induction Benefits > > Easy to Use - clear graphical reporting against the standard set of 12 Wave sections > > Quick and Objective Comparison - of strengths and limitations across candidates > > Benchmarking - against relevant groups > > High Validity Psychometrics - are accessible to line managers and recruiters > > Maximizing Culture Fit - by recruiting and promoting the right candidates to the right roles Report The Line Manager Report is based on two pages from the Expert Report. The first page details benchmarked Competency Potential scores across the 12 Wave sections and 36 Wave dimensions. The second page includes Predicted Culture/Environment Fit data in the form of eight rank ordered Performance Enhancers and Inhibitors. Predicted Culture/Environment Fit Performance Enhancers where there is an emphasis on comprehensively researching and recording the facts and communicating them clearly in writing where creativity and innovation are encouraged and radical ideas and solutions welcomed where there is constantly a lot on the go, people are engaged in multiple tasks and efficient use of time is important where the development of theoretical ideas and concepts is encouraged where value is placed on the ability to cope with pressure, emergencies and tensions where importance is attached to punctuality and completing tasks to deadline and reliability is clearly valued Performance Inhibitors where little value is attached to exploring all the facts and communicating them well in writing where conventional attitudes prevail, traditional approaches are preferred and people are discouraged from generating new ideas where the pace of work is leisurely, there is little multi-tasking and time is not used efficiently where there is little interest in the application of theoretical ideas and models and people are given little time to explore different options and possibilities where a lack of anxiety is interpreted as a lack of motivation where there is a culture that allows deadlines to be passed and tasks are often left unfinished Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles Requires an accredited Wave trained user to oversee the use of Line Manager Reports in an organization Saville Consulting Group. All rights reserved. 9

11 Saville Consulting Wave Interview Guide Structured Interviewing Powered by Psychometric Data 10

12 Applications The Saville Consulting Wave Interview Guide enables recruiters to use the power of Wave online assessments to inform and structure the content of selection interviews. It is designed for use in: > > Devolved Recruitment Enables non-hr interviewers to access the outputs of personality questionnaires and structure their interviews accordingly > > Line Manager Interviews Provides a structured and consistent approach to interviewing > > Panel Interviews Provides a set of structured and probing questions for panel members to divide amongst themselves > > Recording Interview Content The Interview Guide and scoring forms encourage systematic recording and review of behavioral evidence against competencies > > Onboarding and Induction Evidence of strengths and possible development areas can be used as a platform for quick and successful induction Benefits > > Saves Interview Preparation Time - line managers and recruiters are provided with standardised questions > > Predicts Performance and Potential - by focusing on the competencies which are most predictive of high performance at work > > Improves Objectivity - across interviewers > > Provides In-Depth Exploration - of both Motive and Talent across the relevant parts of the Wave Performance Model > > Structured Write Ups - follow the WAVE Observational Scoring Model and use a clear behaviorally based scoring and evaluation process > > Access to Powerful Psychometric Data - without lengthy training requirements Report A one page summary displays candidates scores across 12 key competencies. Questions and followup probes are provided across the talent and motive aspects of the Wave Performance model. Depending on the individual candidate data, between two and four key questions are generated for each competency. An accompanying User Guide provides quick score sheets for each competency and advice on best interview practice. -VE PROVIDING LEADERSHIP +VE Avoids making decisions x Makes decisions Let s others take the lead x Directs people well Fails to motivate or empower others x Empowers and motivates others well Total Negative Evidence More task than people focused. Emphasis on driving results through without adapting to individuals or changing approach and accommodating individual needs when problems arose. Positive Evidence Clear evidence of taking responsibility for decisions. dealing with decisions relating to budget spend, changes to project plans and resource allocation. Has led team of six to meet targets. Comments Overall assertive leadership style evident. Willing and prepared to take responsibility. Less inclined to adapt varying requirements. Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles > 20 minutes - Work Strengths The Interview Guide is available immediately following the candidate s completion of the Wave questionnaire. Requires an accredited Wave trained user to oversee the use of the Interview Guide in an organization. No accredited psychometric training is required for Line Managers to access the Interview Guide, however, a briefing session is recommended Saville Consulting Group. All rights reserved. 11

13 Saville Consulting Wave Development Reports Bridging the Gap Between Diagnosis and Action Planning 12

14 Applications The Summary and Premium Wave Development Reports are designed for use in: > > Self-Directed Improvement Draws on a range of over 1200 practical development actions, to prompt focused and tangible action planning > > Targeted Coaching Relates action planning to clearly identified strengths and limitations > > Management Development Helps to focus development on behaviors which are key to the individual > > Assessment/Development Centre Follow Up Quickly bridges the gap between assessment and behavior change > > Recruitment Onboarding Enables work to be focused on developmental areas Benefits > > Easy to use - development tips and recommended actions are practical and relevant to the workplace > > Builds on Strengths - to maximize performance > > Manages Limitations - individuals can identify ways to handle problem areas > > Highlights Possible Overplayed Strengths - which can prove derailing for an individual > > Powered by Wave Psychometrics - ensures that development is focused on the behaviors which are shown to drive workplace performance > > Time Saving - prompts quick, relevant and focused action planning Generating Ideas Producing Ideas; Inventing Approaches; Adopting Radical Solutions Building Strengths Very High performed better than 95% of comparison group Ensure that ideas are supported by a rational argument and a strong business case. Be aware of who the key stakeholders and decision makers are. These are the people to sell ideas to. Ask for feedback on the quality of ideas and how they are presented. Look at the best ideas that have previously been rejected and see if they could be revived. Get involved in the early stages of projects. This is where suggestions will be welcomed. Investigate techniques to improve creativity. Put together a creative group of experts from different areas to solve intractable problems. Present a range of ideas, offering varying degrees of change from where things are now. Reports The Summary and Premium Development Reports list practical tips and actions across the Wave behavioral framework. This covers behavioral dimensions within Thought, Influence, Adaptability and Delivery. Development tips are shown in four areas: > > Building Strengths > > Possible Overplayed Strengths - Watch Fors > > Development Tips > > Managing Limitations Convincing People Persuading Others; Shaping Opinions; Negotiating The Summary Development Report focuses on rank ordered Wave Competency Potential scores. It highlights the top eight Building Strengths, the top four Possible Overplayed Strengths, the lowest eight Development Tips and the lowest four Managing Limitations. The Premium Development Report covers all 36 of the Wave Competency Potential scores. The type of development tip is determined by the Wave score on each of the 36 competencies. Administration Development Tips Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles > 10 minutes - Wave Performance 360 Fairly Low performed better than only 25% of comparison group Review argument(s) and ensure to cover the key benefits and don't get lost in the features of a product or service. Think through what the most important decision making factors are for the person being convinced and make sure that these are foremost in the discussion. Make sure to have three good reasons for achieving the goal, etc. Anticipate the questions and objections. Rehearse the answers. Join debates and debating clubs. Practise arguing both sides of own case(s). Experience the negotiation process from both sides, buying and selling. Role play negotiations with close colleagues. Anticipate the questions and issues. Research models of negotiation and practise in a safe environment. Requires an accredited Wave trained user to oversee the use of the Development Reports in an organization Saville Consulting Group. All rights reserved. 13

15 Saville Consulting Wave Types Report Profiling an Individual s Task and People Type 14

16 Applications The Wave Types Report is designed for use in: > > Team Development Understanding the similarities, differences and gaps within a team > > Individual Development Profiling and detailing the implications of people and task types > > Conflict Resolution Highlighting areas where individuals may have weaker culture fit within the team > > Leadership Development Maximizing awareness of leadership style and potential Benefits > > High Validity - the types are performance driven and relevant to the workplace > > User Friendly - the graphics give clear scores and an indication of the strength of the type > > Improved Team Performance - based on awareness of the mix of types > > Enhanced Leadership Style - reflecting the balance of people and task types > > Change Management - informs on the best methods for driving change > > Culture Fit - identifies the environmental fit factors Saville Consulting Wave Types Model Report The Wave Types Report is based on the four higher level clusters of the Wave Performance Cluster Framework. Influence and Adaptability combine to produce the People Type, Thought and Delivery combine to produce the Task Type. The combined People and Task Type is described, along with the implications of the type in a range of situations and interactions. Influencer-Transactor Influencer-Transactors combine a focus on delivering results with powerful social influence. They enjoy analysing issues and their style tends towards the directive. Leadership Style Influencer-Transactors are capable of leading people to deliver impressive results. They create a compelling vision and use assertive approaches to get people bought into plans. They know exactly where they are going and focus on getting results. This singleminded pursuit of a clear direction can at times lead to an autocratic leadership style. Team & Peer Interaction Influencer-Transactors are likely to seek to influence in any team situation. They come across as purposeful, challenging and articulate. In project work, they are likely to focus strongly on their own needs and goals. They much prefer a leadership to a team member role, and prefer to dominate group situations. Managing Change Influencer-Transactors are most at ease leading change by drawing up clear plans and directing the implementation of these plans. Their enthusiastic thinking should find flaws in proposals and they are often influential stakeholders as they can sway others' views. Their tolerance and patience is limited when things do not go to plan. Cultural Synergies & Maximising Potential Influencer-Transactors need challenges in order to be stimulated in their work. They may lack empathy and upset others who stand in their way, and may struggle to contain their emotions when things go wrong. They prefer cultures where ambition and status matter. They work well in demanding environments and cope well with lack of support or flexibility from their colleagues. People Types Adaptor Adaptors are supportive, resilient and flexible in response to change. They are quiet and accommodating. Individualist Individualists are task rather than people-focused. They prefer environments where their specialist expertise is valued. Thinker Thinkers get straight to the core of a problem to find solutions. They may pursue ideas at the expense of accomplishing results. Preserver Preservers adopt conventional approaches to their work and prefer a steady work pace. Transformer Transformers combine interpersonal sensitivity with powerful social networks and definite leadership impact. Influencer Influencers excel at communicating their message. They enjoy using power and single-mindedly pursue their goals. Task Types Transactor Transactors combine thoughtful analysis with the driven pursuit of goals. They enjoy challenges and can be relied upon to deliver results. Doer Doers approach their work with dynamism and conscientiousness. They prefer action over intellectualised debate. This Types Report can be used on its own or in conjunction with the Expert, Personal or Line Manager Reports which provide more detail on the scores which underpin the overall types data. Group level reporting can facilitate team development interventions. Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles Requires an accredited Wave trained user to oversee the use of the Types Report in an organization Saville Consulting Group. All rights reserved. 15

17 Team Roles Saville Consulting Wave Team Roles Report Profiling an Individual s Most and Least Preferred Team Roles 16

18 Team Roles Applications The Wave Team Roles Report is designed for use in: > > Team Building Maximizing the dynamics within existing teams > > Team Feedback Providing clear feedback on the role preferences in the team and ensuring that gaps, overlaps and interactions are dealt with > > Enhancing Team Performance Building a performance driven culture and playing to the strengths of the group > > Problem Solving - Within and Across Teams Identifying blockages and barriers to success and providing a platform for action planning > > Recruitment Creating powerful new teams > > Managing Change Working with teams, preparing them to initiate, embrace and drive change from within Benefits > > Improved Team Performance - based on valid prediction of team roles using the Wave behavioral characteristics shown to predict the most effective performance > > Balanced Teams - able to deliver all the key components of effective team work > > Performance Culture - teams developed to be supportive of colleagues and drive high achievement > > Platform for Change - teams built and/or developed to make change happen within an organization > > Resolution of Conflict - conversations and actions are concentrated on the behaviors contributing to ineffectiveness or conflict > > Behavioral Change - insightful feedback and awareness of the impact of contrasting team roles, provides a basis for clear action planning > > Quick and Easy Online Access - 13 minute completion time via Wave Focus Styles Report The highly graphic report identifies an individual s preferences based on the way they interact with others and their approach to work. The graphics display an individual s scores across eight role types. The individual s two most and least preferred roles are highlighted with detailed descriptive summaries. The report also looks at the contrasts between the most and least preferred roles and the associated behaviors. Advisory points are made on the potential contribution to enhanced team performance. Report templates are available to overview the whole team s role preferences. Administration Your Contrasting Team Roles Your team roles can be better understood when the contrasts between your two preferred (primary and secondary) and two least preferred team roles are considered. These contrasts and their associated behaviours are presented below, along with advice that could help enhance the team s performance. Primary role Less preferred role Relator Finisher People with this role contrast typically prefer to spend more time discussing issues than completing tasks. Be aware of when talk should turn into action. Primary role Less preferred role Relator Analyst People with this role contrast tend to be active communicators but may not possess a full understanding of all the relevant facts. Discuss information with more analytical team members, as this may help develop a clearer understanding of the important issues. Secondary role Less preferred role Innovator Finisher People with this role contrast often produce ideas that are highly original, but they may find it more difficult to simplify the ideas and make them workable. Discuss the practicalities of implementing the ideas with others, such as the time, effort and cost required. Secondary role Less preferred role Innovator Analyst People with this role contrast typically generate highly original ideas which may benefit from being more fully thought through. Discuss ideas with more evaluative team members before implementation. This may help to make the ideas more practical and effective. Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles Requires an accredited Wave trained user to oversee the use of the Team Roles Reports in an organization Saville Consulting Group. All rights reserved. 17

19 18 Saville Consulting Wave Leadership Report Leadership Styles and Situational Fit Contexts

20 Applications The Wave Leadership Report is designed for use in: > > Selecting Leaders Identifying individuals with the relevant motive, talent, and potential for key leadership roles > > Succession Planning Recognizing internal talent with the potential to meet the challenges of senior leadership roles > > Coaching and Development Helping individuals explore the advantages and disadvantages of their preferred leadership styles > > Assessing Leader-Environment Fit Assessing a leader s suitability to work flexibly across a range of situations Benefits > > Identifies Leaders with the Potential to Grow Organizations - based on new measures of being evolutionary and revolutionary > > Selecting and Developing Better Leaders - who build the talent pipeline within the organization > > Strong Predictions of Leadership Performance - based on measures that have been validated against leadership theory and using international workplace performance and effectiveness criteria > > Matching of Leaders to Situations - across the People, Task and Organizational Growth arena > > Review of Motives and Talents - across the comprehensive Wave Leadership Styles model > > Identification of Over or Underestimated Leadership Styles - which informs and targets specific development actions Predicted Situational Leadership Effectiveness This profile indicates the situations where Sample Candidate is likely to be an effective leader. The profile shows the top six followed by the bottom six situations. 10 Likely to be extremely well suited to leadership where the long-term vision of an organization needs to be developed Report The report measures the general characteristics which make leaders effective across different situations (the LEADER base profile) and the specific leadership styles and situations which a given leader is particularly suited to. Administration Leader Base Profile This profile provides a summary of the likely potential of Sample Candidate in six key aspects underpinning overall leadership effectiveness. Task People Growth Logical Leads using analytical and reasoning capability Expert Actively investigates and solves problems using specialist expertise Adaptable Understands and adapts to the needs of others Dominant Assertively interacts with people in order to achieve desired results Entrepreneurial Strives for commercial success by seizing opportunities and outperforming competitors Revolutionary Focuses on imaginative solutions and generates a long-term vision The Styles Profile indicates motives, talents and preferences across 24 leadership styles and these styles are linked to the leadership environments where the individual is likely to be most and least suited. Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Team. Completion time: > 40 minutes - Wave Professional Styles Requires a Saville Consulting Wave accredited user to interpret and feedback report data. 10 Likely to be extremely well suited to leadership where a positive attitude helps to promote goals and achieve success 9 Likely to be very well suited to leadership where it is important for people to innovate and challenge the ideas of others 9 Likely to be very well suited to leadership where purposeful interaction with others is required to achieve a goal 9 Likely to be very well suited to leadership where persuasion is required in order to overcome resistance to ideas or plans 9 Likely to be very well suited to leadership where people require inspiration to help them define and achieve goals 2012 Saville Consulting Group. All rights reserved. 19

21 Saville Consulting Wave Reflections Report Positive and Negative Reflections on Workplace Behavior 20

22 Applications The Wave Reflections Report is designed for use in: > > Coaching Reviews key strengths and limitations as a basis for action planning > > Personal Development Helps an individual easily identify and reflect on any strong behavioral tendencies they may possess > > Leadership Development Builds enhanced leadership capability through enhanced self-awareness > > Delivering Challenging Feedback Highlights strengths, limitations and details of the potential compensatory benefits and counterproductive behaviors Benefits > > Transparency - the user can gain insight into how the main score is achieved and appreciate what might underpin their tendency towards a particular work style > > High Validity - the Reflections Report development was performance driven, with every scale validated against independently rated competencies and overplayed strengths > > Powerful Data - the linked combinations highlight the most positive and/or the most counterproductive behaviors for the individual > > Insightful Reflections Feedback - is accurate, challenging and thought-provoking > > Cross Referencing - with the Wave Expert and Leadership Report or 360, provides a comprehensive base for personal development Report The report summarises nine specific combinations of work styles across the people, task and growth sections, with 18 defined extremes. Task Immersed Likely to be able to maintain their focus on tasks despite distractions May spend too little time developing and maintaining workplace relationships More Task-Immersed Organised (1) Dynamic (3) Practically Minded (5) Each of the nine areas details the six contributing Wave dimensions. Positive and negative descriptors of behavioral tendencies associated with each style are listed for the nine combinations. Administration Socially Immersed Likely to help build positive relationship between people May spend too little time on important workplace tasks 9 10 Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles Interactive (8) Engaging (8) Self-promoting (10) More Socially- Immersed Requires a Saville Consulting Wave accredited user to interpret and feedback report data. Tough Minded Likely to appear confident and calm in difficult situations May be perceived as lacking concern and appear unmoved under pressure Sensitive Likely to be sensitive to difficulties experienced by others May often react inappropriately under pressure Receptive (7) Attentive (5) Accepting (5) More Tough Minded More Sensitive Self-assured (7) Composed (5) Positive (6) 2012 Saville Consulting Group. All rights reserved. 21

23 Saville Consulting Wave Sales Report Selling Styles and Profiling Sales Success 22

24 Applications The Wave Sales Report is designed for use in: > > Selection Recruiting top sales people who will impact on business performance > > Coaching Highlighting areas of strength and limitation across the sales cycle and exploring the alignment of motives and talents > > Training Needs Analysis Providing data on individual and sales team potential benchmarked against external data > > Sales Training Profiling areas where sales skills and behaviors can be enhanced > > Identifying Sales Leadership Potential Facilitating succession planning and identifying future leaders Benefits > > Strong Prediction of Sales Performance - provided by high validity measurement > > Selection of Better Sales People - based on motives and talents > > Improved Retention - based on focused hiring and better fit against job requirements > > Focused Sales Development - capitalizing on strengths and enhancing motive talent combinations > > Targeted Sales Training - on areas of lower skill and/or confidence > > Early Identification of Potential Sales Leaders - who can drive performance and build the talent pipeline Sales Potential Indicators The following report summarises Sample Candidate's greater or lesser potential against key performance indicators which underpin effectiveness across different sales roles. Indicator High Customer Contact Rate Initiating Contact; Following Up Leads; Maintaining Existing Relationships Developing New Business Developing Leads; Negotiating Deals; Using Creative Strategies Potential Average higher potential than about 60% of the comparison group Extremely High higher potential than about 99% of the comparison group Report The Wave Sales Report measures a person s potential to perform in a sales role. Three elements of sales potential are profiled: > Potential against the key characteristics for successful selling > Effectiveness in different sales situations > The potential for sales leadership Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles Requires a Saville Consulting Wave accredited user to interpret and feedback report data. Managing Existing Business Managing Accounts; Maintaining Service Levels; Upselling to Existing Customers Sales Leadership Making Decisions; Giving Direction; Motivating Sales People Extremely Low higher potential than about 1% of the comparison group Average higher potential than about 60% of the comparison group 2012 Saville Consulting Group. All rights reserved. 23

25 Saville Consulting Wave Entrepreneurial Potential Report Powered by Entrecode Assessing Entrepreneurial Potential 24

26 Applications The Wave Entrepreneurial Potential Report is designed for use in: > > Recruitment Identifying potential entrepreneurs > > Venture Capital and New Business Incubators To help start and build high-growth businesses > > Coaching Entrepreneurs Understanding how entrepreneurs learn best and maximizing their development opportunities > > Driving Corporate Entrepreneurship and Innovation Harnessing the talent of individuals with entrepreneurial ability Benefits > > Research Driven - based on the Entrecode model developed over 15 years by Professor David Hall and his associates ( > > Predict Entrepreneurial Potential - across six core areas and 21 entrepreneurial competencies > > Build Effective Innovation Teams - to champion change initiatives > > Spot Opportunities for New Markets - using entrepreneurial thinkers > > Revitalize Organizations - by identifying the 10% of corporate managers who have the entrepreneurial talent to lead business transformation > > Liberate your Innovators - by creating the achievement culture that allows them to flourish Staying in the Zone Focus Entrepreneurial Potential Profile may be easily distracted and lose sight of the key priorities Report The Wave Entrepreneurial Potential Report is powered by Entrecode - a model of how successful entrepreneurs create and lead high value businesses often starting with virtually nothing. Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Completion time: > 40 minutes - Wave Professional Styles > 13 minutes - Wave Focus Styles Requires a Saville Consulting Wave accredited user to interpret and feedback report data. Positive Mindset Self-determining Persistence may show a tendency to dwell on the negative side of things, becoming disheartened in the face of challenges reasonably comfortable making decisions which will shape own destiny reasonably persistent in seeing things through to the end, recovering from setbacks as quickly as most people A major finding of the research was that successful innovators, change agents and business developers have the same profile as successful entrepreneurs. Professor David Hall, Entrecode 2012 Saville Consulting Group. All rights reserved. 25

27 Saville Consulting Wave Performance Feedback on Performance Delivered in the Most Powerful Way 26

28 Applications The Wave Performance 360 is designed for use in: > > Personal Development Helps an individual to reflect on their performance as seen by others. Used in conjunction with Wave questionnaires, individuals can reflect on any gaps between their potential and their actual performance as a useful basis for development > > Coaching Provides a platform for targeted development > > Leadership Development Highlights areas of strength and limitation against organizational leadership competencies > > Delivering Insightful Feedback Highlights the similarities and differences between the perceptions of self and others Benefits > > Quick Completion - the 10 minute completion time ensures a fast turn-around and minimal organizational disruption on larger projects > > High Validity - the 360 is built to provide structured feedback on the behaviors which are most predictive of performance and potential in the workplace > > Benchmarking - dual reporting records actual ratings and a comparison against external data > > Qualitative and Quantitative Feedback - open questions add richness and provide examples to complement numerical ratings > > Configurable - the Wave model can be mapped to organizational competency frameworks Global Performing at Work Applying Specialist Expertise Utilising Expert Knowledge; Applying Specialist Skills; Sharing Expertise Accomplishing Objectives Achieving Personal Targets; Contributing to Team Objectives; Furthering Organisational Goals Extremely Ineffective Very Fairly Unsure 1 Fairly 4 4 Effective 5 Very Extremely 10 Report The 360 report summarizes responses from different raters to the questions across a seven point effectiveness scale. There are four rater categories including Boss, Peer, Report and Self. Influencing People Delivering Results Building Relationships Interacting with People (6); Establishing Rapport (6); Impressing People (9) Communicating Information Convincing People (9); Articulating Information (8); Challenging Ideas (7) Providing Leadership Making Decisions (6); Directing People (5); Empowering Individuals (6) Processing Details Meeting Timescales (4); Checking Things (2); Following Procedures (1) Structuring Tasks Managing Tasks (4); Upholding Standards (1); Producing Output (4) Driving Success Taking Action (7); Seizing Opportunities (10); Pursuing Goals (8) Ratings are shown across 36 dimensions and summary data is presented across the 12 Wave sections. Narrative responses to three open questions are also shown. Rater Comments Sample Candidate needs to keep doing well at... Boss 1: driving his team to be positive and achieve results, creating a sense of purpose and motivation - bringing in five big projects Self 1: Delivering results and growing the revenues Peer 1: Sample Candidate Seeking out needs sales to do opportunities. less of... Building and developing the team. Focusing on revenues Boss 1: Missing key facts or details - keeping client info up to date and keeping Peer 2: delivering consultants his results in the - spotting business and up to chasing date with down what big he leads and - his being team are positive doing and encouraging their accounts people Report Self 1: 1: motivating Getting his distracted team - getting by irrelevant results - detail winning big projects - being good fun Peer 1: Being political and manipulating colleagues. Self interest often outweighs the team/group goal, this is not constructive in a team environment. Can be over competitive. Peer 2: involving experts too late in the process to allow them to input into the design, making unrealistic demands on internal resources without checking their availability, losing his cool when challenged or criticised Administration Secure online administration via Saville Consulting s assessment platform Oasys or via the Saville Consulting Bureau Service. Extremely Ineffective Very Fairly Unsure 1 1 Fairly Effective 6 Very Extremely Demonstrating Potential Seeking Career Progression; Demonstrating Capabilities Required for High Level Roles; Showing Potential for Promotion Completion time: > 10 minutes - Wave Performance 360 Boss Self Peer Report 5 Requires a Saville Consulting Wave 360 accredited user to interpret and feedback report data Saville Consulting Group. All rights reserved. 27

29 Saville Consulting Wave Job Profiler Profiling the Key Drivers for Success 28

30 Applications The Multi-Rater Job Profiler is designed for use in: > > Profiling New and Existing Roles Highlights the key requirements for success in a role > > Gathering Different Perspectives Up to 50 different rater views can be collated on any given job role > > Development Focuses personal development on the most important aspects of a job > > Building Competency or Leadership Frameworks Uses research to ensure that organizational competencies include the behaviors and indicators which drive performance Benefits > > Quick and Easy to Use - online completion takes 10 minutes > > Improve Role and Person Specifications - clearly highlights differing views and promotes discussion and clarification around these > > Benchmarking - dual reporting combines importance measures with a comparison against an external group > > Efficient - data can be gathered across sites, departments and geographies simultaneously, saving travel time and costs > > Provides Comprehensive Data - including behavior, ability and global measures > > Open Text Questions - are used to clarify job purpose and specific requirements > > Inform Recruiters - on selection criteria and key areas to focus on during interviews > > Valid Competencies - the Wave model focuses on behaviors which drive performance and potential in the workplace WORKING WITH INFORMATION REASONING AT WORK Working with Words Understanding Word Meaning; Comprehending Text; Making Verbal Inferences; Evaluating Written Materials; Comparing Arguments Working with Numbers Understanding Tables; Comprehending Graphs; Making Numerical Inferences; Evaluating Quantities; Comparing Data Working with Details Checking Letters and Text; Checking Numbers and Tables; Checking Codes and Symbols; Identifying Mistakes; Classifying Information Not IMPORTANT Marginally Fairly Important 5 6 Very 6 7 IMPORTANT Extremely Critically Report Raters use a seven point importance scale ranging from Not important to Critical across the Wave behavior, ability and global measures. SUMMARY The report shows each stakeholder s rating across the measures. A summarized response is then shown for the total rater group. Responses to two open text questions conclude the report. Administration IMPORTANT IMPORTANT Online administration via Saville Consulting s assessment platform Oasys or via our Bureau Service. Completion time: > Takes approximately 10 minutes per participant Requires an accredited Wave trained user to oversee the use of the Job Profiler in an organization. Complementary webinar briefings are available and recommended Saville Consulting Group. All rights reserved. 29 SOLVING PROBLEMS INFLUENCING PEOPLE Evaluating Problems Examining Information (7); Documenting Facts (8); Interpreting Data (8) Investigating Issues Developing Expertise (5); Adopting Practical Approaches (4); Providing Insights (6) Creating Innovation Generating Ideas (5); Exploring Possibilities (5); Developing Strategies (8) Building Relationships Interacting with People (9); Establishing Rapport (9); Impressing People (7) Communicating Information Convincing People (9); Articulating Information (9); Challenging Ideas (9) Providing Leadership Making Decisions (8); Directing People (8); Empowering Individuals (9) Comments What key words best describe the purpose of the job? Boss 1: Developing a team, achieving success through others. Managing and motivating a growing team. Building partnerships with accounts and ensuring that we are linked to their strategies. High level business development with major accounts. Job Holder 1: Winning business. Opening new Comments accounts. Generating profits. Driving the team to success. Please provide any additional information, including any special aspects or Stakeholder requirements 1: Driving of business the job: wins. Generating new accounts. Recruiting and managing good sales people. Supporting and motivating colleagues. Boss 1: Motivational skills are key as is a range of performance management techniques and experience. Job Holder 1: Good product knowledge. Negotiating skills are important. Stakeholder 1: Experience in the HR sector is helpful. Stakeholder 2: Important that is seen to behave impartially with all members of his team or consultants Report 1: No comments were made Report 2: Negotiation skills, Management skills, Not Marginally Fairly Important Very Extremely Critically