2019 Talent Portfolio | MHS Assessments by MHS Assessments

TALENT

MHS.com

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TEL 1.800.268.6011 (CDN) â&#x20AC;¢ +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

137

Intelligent Solutions for People Analytics Our Talent suite of products and solutions are designed to fit your needs. Whatever your challenge, we are confident that we can recommend, implement or design a custom solution you can effortlessly weave into the fabric of your organization or consulting/coaching practice. Our holistic products and solutions are designed to answer those key questions of What? So, What? Now, What? Ensuring you always know what the next step is, and constantly adding more offerings to suit your ever-changing needs. Because progress has no limits.

THE CHALLENGES:

TALENT

Attracting & retaining top talent.

Developing next-generation leaders.

Team synergy through change & disruption.

Engaging employees & inspiring innovation.

138

MHS.com

customerservice@MHS.com

TEL 1.800.268.6011 (CDN) â&#x20AC;˘ +416.492.2627 (INTL)

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THE PEOPLE: Our talent solutions are designed to put people first. Across all industries, organizational levels and structures, our tools are utilized by coaches, consultant, training & development, human resources, organizational development and educators.

TALENT

THE SOLUTIONS:

THE EMOTIONALLY EFFECTIVE LEADER WORKSHOP

From Resistance to Resilience

MHS.com

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139

EQ-i 2.0

® MHS.com/EQi2

Emotional Quotient Inventory 2.0® Multi-Health Systems Inc. Based on the Bar-On EQ-i® model by Reuven Bar-On

HOW CAN EMOTIONAL INTELLIGENCE (EI) HELP MY CLIENTS, TEAMS, AND ORGANIZATIONS? The EQ-i 2.0® measures an individual’s emotional intelligence. Science and professional feedback from the EQ-i® strengthened the direction of this secondgeneration assessment.

The EQ-i 2.0 Model ®

y lera nc e sm Op t imi

St r e ss To

108

Positive attitude and outlook on life

1122041820112.0

70 Low Range

100

110

Mid Range

130 High Range

ili

o hi nal ps

ION

L-

NA L

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Opt im

S t r e s s To ty

ili

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TR MANAG ESS EM EN F l ex i b ilit

PERFORMANCE

o hi n al ps y

BE L-

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INTERPERSONAL

118

Optimism

L-

EL W

ST R

R MANAG ES S EM EN Fl ex i b ilit

PERFORMANCE Stress Tolerance

Coping with stressful situations

RMANCE

Interpersonal Relationships refers to the skill of developing and maintaining emotions are involved. Problem solving Copyright © 2011 Multi-Health Systems Inc. All rights reserved. mutually satisfying relationships that are 1997. includes the ability to understand Based on the original BarOn EQ-i authored by Reuven Bar-On, copyrightcharacterized by trust and compassion. Problem Solving 125 Find solutions when emotions are involved how emotions impact decision making. Empathy is recognizing, understanding, Reality Testing is the capacity to and appreciating how other people Reality Testing remain objective by seeing things as114 feel. Empathy involves being able to Objective; See things as they really are they really are. This capacity involves articulate your understanding of another’s recognizing when emotions or personal perspective and behaving in a way that Impulse Control bias can cause one to be less objective. respects others’ feelings. 120 Resist or delay impulse to act Impulse Control is the ability to resist Social Responsibility is willingly or delay an impulse, drive or temptation contributing to society, to one’s social to act and involves avoiding rash 119 groups, and generally to the welfare of Stress Management Composite behaviors and decision making. others. Social Responsibility involves acting responsibly, having social consciousness, and showing concern Flexibility 122 Adapting emotions, thoughts and behaviors for the greater community.

1122041820112.0

PERFO

Emotional Expression is openly expressing one’s feelings verbally and non-verbally. Assertiveness involves communicating feelings, beliefs and thoughts openly, and defending personal rights and values in a socially acceptable, non-offensive, and non-destructive manner. Independence is the ability to be self directed and free from emotional dependency on others. Decision-making, planning, and daily tasks are completed autonomously.

Problem Solving is the ability to find 125 Decision Making Composite solutions to problems in situations where

ION

L-

ESSION EXPR LF SE

INTER

CT AL & S OCIAL FUN

RMANCE

rs rpe s I n te ation h t Rel pa s E m pon es al R Soci

ESSION

Emotional Intelligence ro ol ble m vin g Te sti ng Co ntr ol

it y

ION

PERFO

r ession l Exp ona ess t i ve n ser dence pen

DECISION MAKING

S KI IO N NG EM

EXPR

oti

119

105

LF-

111

113

119

Social Responsibility Social conciousness; Helpful

SELF-EXPRESSION W BE

despite occasional setbacks.

L-

123

and outlook on life. It involves Mutually satisfying relationships

Understanding, appreciating how others feel

NIN

TIO

Optimism is an indicator Interpersonal Composite of one’s positive attitude remaining hopeful and resilient, Interpersonal Relationships

PERCEP

S e l f - Re g a r d

-Ac t uali z at i o n Self Emo t i onal f - Aw a r e n e s s Sel

ression l E xp ona ess t iven se r de nce pen de

situations and believing that one can manage or influence situations in a positive manner.

Self-directed; Free from emotional dependency

Empathy

SOCIAL FUNC AL & TIO

SELF-

oti

P S

Communicating feelings, beliefs; Non-offensive stressful or difficult

Independence

ION

 This suggests to me that ____. Is that true of you?

Stress Tolerance involves coping with

Assertiveness

123

 Can you give me an example of how you use that skill?

128

behaviors to unfamiliar, unpredictable, and dynamic

 Would you say this is a real strength of yours?

STRESS MANAGEMENT Flexibility is adapting

Emotional Expression

circumstances or ideas. Constructive expression of emotions

-B

 Bars to the left indicate decreased use of behaviors related to the scale.

1122041820112.0

 Where would you like to focus first?

111

Understanding own emotions

Self-Expression Composite emotions, thoughts and

THE CLIENT REPORT

114

Pursuit of meaning; Self-improvement

 What questions do you have about your results?

 What is your first impression of this profile?  Does this profile look accurate to you?

Self-Actualization

Emotional Self-Awareness

 What surprises you?

 The bars that are in the middle range show that compared to the norm group, you answered the items in a similar way.

Respecting oneself; Confidence

C DE A

 Give definition of EI and recap details of the EQ-i 2.0.  As you can see, the bars represent how you responded to the items on each scale of the EQ-i 2.0.

Self-Regard

2. Validate Facts

Self-Perception Composite

 Do you have any questions or comments before we go over your profile?

CT AL & S OCIAL FUN

Self-Regard is respecting oneself while understanding and accepting one’s strengths and weaknesses. Self-Regard is often High Rangewith feelings of inner strength and self-confidence. associated 70 90 willingness 100 110 130 Self-Actualization is the to persistently try to improve oneself and engage in the pursuit of personally relevant 115and meaningful objectives that lead to a rich and enjoyable life. Emotional Self-Awareness includes recognizing and understanding one’s own emotions. This includes the ability to 113differentiate between subtleties in one’s own emotions while understanding the cause of these emotions and the impact they have on one’s own thoughts and actions and those of others.

 How did you find the items themselves? Anything you found odd or curious?

ION

Name: Ms. Sample 130 SELF-PERCEPTION

110

 Is there anything significant going on in your life that may have affected how you responded to the items?

Next, establish the “truth” of EQ-i results in the eyes of your client.

 Bars to the right indicate increased use of behaviors related to the scale.

 Probing questions: were you alone, did you do it at the beginning of the day, end of the day; do you recall any items that you had difficulty with or that were not clear to you?

100

Mid Range

 Remind the client that this is a self-report and that it is a “snapshot in time”. It is a starting point for discussion, not the end of the investigation.

 How are you feeling about this meeting?  What was your experience in taking the assessment?

Low Range

rs rpe s Inte ation h t Rel pa s Em pon s Re l a i Soc

P INTER

Name: Ms. Sample

70 123

P S

 If appropriate, show the client a sample report so that they are prepared for what they will be seeing in their own report. This may help them understand what the results will indicate before they actually see them.

ro ol ble m vin g Te sti se ng Co ntr ol it y

on Emo t i onal f - Aw a r e n e s s

Emotional Intelligence

EQ-i 2.0 Model of Emotional Intelligence Overview Total EI

Questions to Ask

 Ask what the client wants to get out of the session.  Remind the client of the confidentiality agreement and who “owns the data”.

Points to Keep in Mind

 Explain how the feedback will be structured and how long it will take.

Phase

Conducting the Debrief

1. Build Rapport

 Make notes on areas you are curious about.  What is your overall impression? What will you want to keep in mind as you go through the debrief?

Sel f-Regar d lf-Ac t ualiz at i

Sel

K I SI O N NG

 Review item scores for any particularly high or low scores.  Examine the Balancing EI page. What stands out in this client’s results? Which subscales do you need to look at more closely? What might be some challenges associated with the results?

C DE A

Understand how results were derived, allowing for better interpretation, and enabling valuable client feedback. Coaches will be provided with follow up questions, item level responses, and a guide on how to conduct a debrief.

 Review the individual subscales and patterns. Which particular combinations of subscales are striking to you? Which do you want to investigate at the item level? Which subscales would have the greatest impact on your client’s leadership?

The first step is to create a sense of ease and establish common goals between you and your client.

-B

Review the Report  Review the Response Style Explained page and look into any flagged areas.  Review the Total EI score, Leadership Potential page and composite scores. Where does the client fall in relation to the norm group? Is the client’s score in the low, mid or high range?

THE COACH REPORT

Name: Ms. Sample •Age: 55 •Gender: F

Coach’s Guide to an EQ-i 2.0 Debrief Session

• Gain a deeper understanding of how the results affect a participant’s workplace performance with customized strategies based on individual results • Make instant connections between subscales and help participants leverage EI strengths and improve EI weaknesses • Use the Well-Being Indicator to measure participants level of happiness • Reports are designed with clear instructions, interpretation guidelines

NIN

PERCEP SELFTIO N

KEY FEATURES

SOCIAL FUNC AL & TIO

Gain insight into a client’s level of emotional intelligence (EI) using one total score, five composite scores and 15 specific subscale scores. Item level results are presented to fine tune your evaluation.

ION

EQ-I 2.0 MODEL

Preparing for the Debrief

Number of Items 133 Administration Type Self-Report Administration Time 20-30 minutes Translations Workplace Report Danish Dutch English (UK) French German Portuguese (Brazil) Simplified Chinese Spanish (Spain) Swedish Leadership Report English (UK) French Simplified Chinese Spanish (Spain) Certification Required Format(s) Online Talent Assessment Portal Complementary Tools EQ 360; MSCEIT; Emotionally Effective Leader Workshop

TALENT

Quick Reference

Provides an introduction to the EQ-i 2.0 model and a detailed, personalized interpretation for each of the 15 subscales complete with strategies for action and a development plan.

REPORTS Workplace Report

Leadership Report

Focuses on the impact of emotional WORKPLACE REPORT intelligence How can EI help my at work employees manage their careers? and offers suggestions for working with colleagues, supervisors, and clients in a variety of coaching, development and work settings.

140

MHS.com

LEADERSHIP REPORT How is leadership affected by EQ?

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Examines EQ-i 2.0 results through four key dimensions of leadership: authenticity, coaching, insight, and innovation.

Group Report GROUP REPORT How can EI help teams to work more cohesively?

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Higher Education Report Combines the scores of individuals in a manner that will allow for interpretations to be made at the group or team level.

HIGHER EDUCATION REPORT How can EI help students with academic, personal and future success?

Provides a framework for understanding a student’s EI skills in order to foster academic and life success.

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NORMATIVE DATA The general population normative sample for the EQ-i 2.0 is extensive (N = 4,000) and closely representative of adults residing in the US (90% of the sample) and Canada (10% of the sample) within 3% of census data. Updated in 2014 is a customer based professional global normative sample (n=10,000) consisting of 154 countries. Other normative samples available are for: US, Canada, UK, Ireland, Australia, Denmark, Netherlands, South Africa and Sweden. For a list of international distributors visit mhs.com

is crucial in order to effectively integrate the EQ-i 2.0 into an organization. Knowing that the EQ-i 2.0 can reliably measure EI ensures that the consistency of the tool can always be counted on. Further, knowing that the EQ-i 2.0 accurately measures EI, development efforts will have meaningful impact on increasing EI and related outcomes (e.g., job performance, leadership competencies, intrapersonal skills, etc). ONLINE EQ-i 2.0 Leadership Report

90 Tokens

EQ-i 2.0 Workplace Report

60 Tokens

EQ-i 2.0 Group Report

225 Tokens

EQ-i 2.0 Higher Ed. Report

20 Tokens

EQ200A

EQ-i 2.0 User’s Handbook

$150.00

EQ2CRD

EQ-i 2.0 Subscale Cards, 15 colour laminated cards (5 ½” x 4 ¼”) displaying the name and definition of each of the EQ-i 2.0 subscales

$25.00

EQ2POS

EQ-i 2.0 Model Poster, square (24” x 24”) laminated colour poster of the EQ-i 2.0 model

$25.00

RELIABILITY AND VALIDITY Reliability and validity are important concepts to evaluate when selecting a psychological assessment for use in an organization. While reliability and validity matter greatly from a scientific and statistical perspective, understanding how this translates into practical terms

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Image Insights® MHS.com/IMAGEINSIGHTS

Gerry Fitzgerald, Steven Stein, Ph.D., & Tammie Plouffe, MSc.

HOW TO USE THIS TOOL

IMAGE INSIGHTS ENABLES

• Dialogue that deepens conversations and understanding • Sharing of different perspectives Safe expression, exploration and verbalization—see, feel, speak

• Accelerated speed for getting into issues and surfacing possibilities • Cutting through complexity • A lens into inner thoughts and feelings • A catalyst for creativity and innovation

TALENT

Image Insights® is a photo card deck consisting of 300 photos that can be used to facilitate individual and group discussions. Participants select an image from a set of photographs that helps them verbalize their thoughts.

ADMINISTRATION MATERIALS IMG001

Image Insights Complete Image Set (5x7 size)

$249.00

IMG002

Image Insights Complete Image Set (8x10 size)

$299.00

Emotionally Effective Leader Workshop MHS.com/eel

Drew Bird, MSc, MA

The Emotionally Effective Leader Workshop is a comprehensive program that equips facilitators with tools to run an interactive one-day session comprised of group activities and individual reflective exercises, all in a digital format. Leveraging results from the leaders’ EQ-i 2.0 Leadership Reports, participants of this session will learn the importance of emotional intelligence in effective leadership and leave with a better understanding of their strengths and areas to develop to enhance leadership skills as well as an action plan on how to increase effectiveness. The facilitator kit THE EMOTIONALLY EFFECTIVE LEADER Facilitator Guide

THE EMOTIONALLY EFFECTIVE LEADER Facilitator Guide

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includes a detailed facilitator guide, PowerPoint slide deck and sample participant workbook.

PROGRAM OBJECTIVES

• Increase participants’ understanding of emotional intelligence and its role in effective leadership • Enable participants to understand and leverage their EQ-i 2.0 Leadership Report results • Provide an opportunity for individual action planning to develop facets of emotional intelligence ADMINISTRATION MATERIALS

TOKEN=$1.00

Facilitator Material (Facilitator Guide, Power Point slides, and 1 sample participant guide)

500 Tokens

Participant Guide

20 Tokens

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141

EQ 360®

360o

MHS.com/EQ360

Emotional Quotient 360® Multi-Health Systems Inc. Based on the Bar-On EQ-i® model by Reuven Bar-On

The EQ 360® assesses an individual’s performance based on feedback from the individual and their manager, direct reports, peers, family, and friends to result in a comprehensive 360° view of emotional and social functioning.

Quick Reference

Applications of the EQ 360 include: • Leadership Development • High Potential Identification

Number of Items 133 Administration Type Multi-rater (Minimum of 3 raters required for some rater types) Translations Workplace Report English (UK) Portuguese (Brazil) Leadership Report English French Administration Time 20-30 minutes per assessment Certification Required Format(s) Online Talent Assessment Portal Complementary Tools Discovery Leadership Profile

• Team Effectiveness • Succession Planning

FEATURES AND BENEFITS

TALENT

• Interpretation and developmental strategies including sections on balancing emotional intelligence, a well-being indicator, and impact-at-work insights • Create customized reports

• Clear alignment with the EQ-i 2.0: automated set-up, condensed report output, enhanced report appearance, and detailed interpretation • Tools such as the Profile Gap Analysis, Rater Response Summary, and a Coach’s Debrief Guide will save valuable interpretation time

REPORTS

EQ 360 reports incorporate feedback from the participant and of all the raters into one consolidated report with client and coach sections.

Leadership EQ 360 Report

Number of Items 141 Administration Type Individually-Completed Administration Time 30–45 minutes Certification Required Format(s) Online Talent Assessment Portal Complementary Tools EQ-i 2.0; Pearman; Entrepreneurial EDGE

This report focuses on the impact of emotional intelligence at work and offers suggestions for working with colleagues, supervisors, and clients The EQ 360 general population normative sample (n=3,200) closely represents adults residing in the U.S. and Canada. A North American professional normative sample (n=2,400) is also available. Other EQ 360 normative samples are available for UK, Ireland, Australia, South Africa, and Sweden.

How can a 360 make a better leader?

How can a 360 help someone realize their true potential?

WORKPLACE

ONLINE

TOKEN=$1.00

Leadership EQ 360 Report

295 Tokens

Workplace EQ 360 Report

225 Tokens

EQ200A

EQ-i 2.0 User’s Handbook

$150.00

EQ2CRD

EQ-i 2.0 Subscale Cards, 15 colour laminated cards (5 ½” x 4 ¼”) displaying the name and definition of each of the EQ-i 2.0 subscales

$25.00

EQ2POS

EQ-i 2.0 Model Poster, square (24” x 24”) laminated colour poster of the EQ-i 2.0 model

$25.00

™

MHS.com/MSCEIT

The MSCEIT measures emotional intelligence through a series of objective and impersonal questions. Since it is a difficult test to fake, it is ideal for situations where respondents may want to create an overly positive or negative impression. The MSCEIT is suitable for clinical, research, therapeutic, and corporate settings.

KEY AREAS MEASURED

Perceiving Emotions is measured by rating the extent to which certain emotions are present or absent in pictorial stimuli Using Emotions asks respondents to associate emotions with other sensations Understanding Emotions measures respondents’ emotional vocabulary and understanding of how emotions may combine or change over time Managing Emotions looks at how respondents rate the helpfulness that proposed actions will have in resolving different types of emotional scenarios

REPORTS

Personal Summary Reports Present scores graphically and numerically, along with scale descriptions and a summary of responses

Resource Reports

Designed to be a very thorough and easy to understand feedback tool

Management Report

ADMINISTRATION MATERIALS MSC03

MSCEIT User’s Manual

$87.00

MSC05

MSCEIT Item Booklets (reusable; 3/pkg)

$81.00

ONLINE

TOKEN=$1.00

Offers a brief overview of the four branches

MSC04

MSCEIT Online Personal Summary Report

50 Tokens

MSC13

MSCEIT Online Resource Report

57 Tokens

The normative data comprises 5,000 respondents that form a representative sample in terms of gender, age, ethnicity, and level of education.

MSC15

MSCEIT Management Report

35 Tokens

NORMATIVE DATA

142

EQ 360 0 REPORT

Workplace EQ 360 Report

Mayer-Salovey-Caruso Emotional Intelligence Test™ John D. Mayer, Ph.D., Peter Salovey, Ph.D., & David R. Caruso, Ph.D.

Quick Reference

EQ 360 0 REPORT LEADERSHIP

This report examines results through four key dimensions of leadership (authenticity, coaching, insight, and innovation), and compares clients against top leaders.

NORMATIVE DATA

MSCEIT

• General Coaching

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The Entrepreneurial Edge

MEASURING THE COMPETENCIES NEEDED FOR ENTREPRENEURIAL SUCCESS

MHS.com/EntrepreneurialEdge

Roger Pearman Ph.D., R. Daniel Parks, & Barry Phillips

Quick Reference Number of Items 87 Administration Type Self-Report Administration Time 10-20 minutes Certification Required Format(s) Online Talent Assessment Portal Complementary Tools EQ-i 2.0; Pearman; Risk Type Compass

A revision of the original Entrepreneur Edge™, the Entrepreneurial Edge measures the competencies needed for entrepreneurial success. It provides a robust understanding of those competencies that are imperative to one’s success in any endeavor that can benefit from an entrepreneurial understanding or perspective. Knowing one’s entrepreneurial self is an asset as critical as having the financial resources to start or grow a venture.

THE ENTREPRENEURIAL EDGE MODEL The Entrepreneurial Edge Model can be broken down into four district stages as seen in the Innovation Cycle and Action Modes.

THE INNOVATION CYCLE

ACTION MODES Combining decades of entrepreneurial experience with data and analytics, the Entrepreneurial Edge identifies and measures the 12 entrepreneurial competencies needed throughout the innovation cycle. These competencies are arranged along four skillsets that entrepreneurial individuals actively make use of in order to succeed. These four skillsets or action modes are as follows:

Roger R. Pearman, R. Daniel Parks, Barry Phillips, Marcus C. King

Intrapreneur Report

Building Relationships One’s ability to engage others to reach common goals

INTRAPRENEUR REPORT In a fast-changing society, innovation is a necessity for any business. Companies and employees looking to build entrepreneurial skills can benefit from the Entrepreneurial Edge’s Intrapreneur Report.

TALENT

Managing Self One’s ability to manage behaviour during times of uncertainty Creating Strategies One’s ability to create and execute a successful strateg Leveraging Mindset One’s ability to employ the right mindset during the innovation process

ONLINE

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$85.00

EDGE01

Entrepreneurial Certification

EDGE02

Entrepreneurial EDGE Intrapreneur Report

40 Tokens

RiskType Compass™ MHS.com/RTC

Psychological Consultancy Ltd.

Quick Reference Number of Items 102 Administration Type Self-Report Administration Time 10-20 minutes Certification Required Format(s) Online Talent Assessment Portal Complementary Tools Change Style Indicator; Influence Style Indicator; EQ-i 2.0

Published by Psychological Consultancy Ltd. And distributed by MHS, the Risk Type Compass™ is an assessment that explores an individual’s predisposition to risk and their capacity to manage it. In order to obtain a comprehensive overview of their risk propensity, individuals are measured according to Risk Type, Risk Attitude and Risk Tolerance. Risk Type Compass Graph

• Risk Type reflects an individual’s temperament and natural disposition towards risk. • Risk Attitude identifies differences in an individual’s attitude across five risk domains: Recreational, Financial, Health and Safety, Social and Reputational. • Risk Tolerance is determined by natural temperament as a baseline for reactivity to risk and the Risk Tolerance Index (RTI), a numeric score for both factors. ONLINE

©Psychological Consultancy Ltd 2015 Risk Type Compass© is a registered trademark in Europe: CTM No. 010726818

MHS.com

KEY AREAS MEASURED

customerservice@MHS.com

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Risk Type Compass Personal Report

60 Tokens

Risk Type Compass Investor Report (includes Financial Advisor Report)

60 Tokens

Risk Type Compass Team Report

375 Tokens

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143

PEARMAN

™

MHS.com/PEARMAN This ground-breaking tool brings a new model of understanding and development to the ﬁeld of personality type. The combination of Dr. Carl G. Jung’s work on psychological types with Dr. Roger Pearman’s insights led to the creation of an assessment that examines an individual’s personality at multiple levels. The Pearman Personality Integrator (Pearman™) allows individuals to understand their full range of personality functioning, as well as how their ﬂexibility and agility skills enable them to operate effectively within and outside of their natural personality type.

Quick Reference Administration Type Self-Report Administration Time 20-30 minutes Certification Required Format(s) Online Talent Assessment Portal Number of Items 99 Complementary Tools Entrepreneurial EDGE; EQ-i 2.0; MSCEIT Lenses Leadership Lens, Workplace Lens, EQ-i 2.0 Module

THE PEARMAN PERSONALITY INTEGRATOR® The Pearman Personality Integrator (Pearman™) model of personality type is composed of two parts: Pearman Personality, and Pearman FlexIndex®. This model integrates personality with psychological flexibility and agility skills relevant to workplace success, leadership, academic success, relationships, conflict resolution, and other domains of functioning. Pearman FlexIndex®

TALENT

Pearman Personality

Pearman Personality Type

Pearman FlexIndex®

The Pearman Personality component assesses an individual’s personality patterns according to personality type theory, using Jung’s work on the eight mental functions (i.e., how one interacts with the external and internal world combined with how one takes in information and makes decisions) as the key basis for understanding an individual’s personality type.

The Pearman FlexIndex® component assesses the skills and abilities needed to function effectively within and outside of an individual’s personality. Shaped by specific contexts (e.g., workplace or leadership), the Pearman™ provides actionable information and specific development strategies for the client to develop their flexibility. The coach receives a wealth of information in order to ensure development efforts are relevant and impactful.

Pearman Personality Scores

Pearman FlexIndex Scores

Circle Score

E vs I

E 75

144

MHS.com

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Leadership Marker

Letter •

•

The letter represents the personality type that you are more comfortable with or use more when compared to its opposite (e.g., E vs. I). In this example Letter E represents that Extraversion is preferred over Introversion.

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

Score

The leadership marker indicates where top leaders score on each Flexindex skill.

Score Labels

Total FlexIndex 70

100

110

130

107 LOW

MID

HIGH

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Key Areas Measured

Streamlined reports!

With its capacity to generate over 1,000,000 unique personality type profiles, the Pearman™ provides a measure of personality that gauges one’s natural state (i.e., what is most comfortable) and one’s everyday environment (i.e., what is most often demonstrated). The Pearman approach allows individuals to freely express their level of comfort with and use of each of the eight mental functions. These are very specific behavioral statements that promote insightful responding, leading to personalized profiles that make your clients feel the resonance of their results.

Sample Company Name John Sample

™

How to Use This Report

E vs I

Sample Letter

E 75

The circles provide your personality scores, which compare your results for each of the personality types. Each circle contains two components: the letter and the circle score. There are both “Natural” circles and “Demonstrated” circles for each personality attitude or function. The letter represents the personality type that you are more comfortable with or use more. The example on the left shows the letter “E” for “Extraversion”. An individual with that letter is naturally more comfortable with extraverted behaviors than with introverted (I) behaviors. The circle score (75 in the example) represents the degree of comfort (for Natural) or use (for Demonstrated) of the personality type indicated by your letter. Each circle score ranges from 51-99. A score of 51 would indicate an almost equal comfort with or use of extraverted and introverted behaviors, while a score of 99 would indicate substantially greater comfort for or use of extraverted behaviors. The fill of the circle is a visual representation of your circle score.

UNNATURAL

NEUTRAL

NATURAL

VERY NATURAL

Sample Norm Group Average Response

The average response bars help you understand how you got your letters and circle scores. The marker ( ) on each bar represents your average response for each scale (in the example, you can see the average response for all Extraversion [E] items and for all Introversion [I] items). The marker with the higher average score (i.e., the one closest to the right of the bar) indicates your letter. In the example, the “E” average is higher than the “I” average, and this resulted in an E in the circle. The distance between the markers is also important. The further apart the markers are, the higher your circle score will be (indicating a higher relative degree of comfort/use of the personality type indicated by your letter). Additionally, your average responses are compared to other individuals with the same letter. If your circle letter is “E,” your average responses will be compared to the other extraverts in the Pearman normative group. (Shown with the symbol.) In this example, the individual’s comfort with extraverted behaviors is above the average for extraverted individuals. His or her comfort with introverted behaviors is also above the average for extraverted individuals.

S A M P L E PA R T I I G R A P H S

Part II Scores Leadership Marker

Total FlexIndex 90

100

110

130

107 LOW

MID

HIGH

Sample Score

Sample Score Bar

Overview

Energy

Information

Decisions

FlexIndex

Next Step

Action

Sample Circle Score

Score Labels

The Pearman FlexIndex uses a different type of scores. Each FlexIndex skill score is provided on a bar where the average score is 100. Higher scores indicate more flexibility, while lower scores indicate less flexibility. Score labels provide a visual guide, indicating if a score falls into a low (less than 90), mid (90-109), or high (110 or higher) range.

E vs I

The circle score represents the level of comfort with or use of one type over another. •

Each circle score ranges from 51–99

•

51-59 represents a slight degree of comfort with or use of one function when is compared to its opposite

•

60-84 represents a moderate degree of comfort with or use of one function when is compared to its opposite

•

85-99 represents a strong degree of comfort with or use of one function when is compared to its opposite

•

In this example number 75 reflects this person moderately prefers Extraversion over Introversion

Average Response Bar Sample Average

VERY UNNATURAL

Intro Intro

SAMPLE PEARMAN PERSONALIT Y GRAPHS

The Circle

Sample Circle Score

™

How to Use This Report

S A M P L E PA R T I G R A P H S

Subject to change

•

The letter represents the personality type that you are more comfortable with or use more when is compared to its opposite (e.g., E vs. I).

•

In this example Letter E represent that Extraversion is preference over Introversion.

Sample Average

The marker shows the average score you got after responding to questions about how you gain and direct your mental energy (Extraversion and Introversion), and mental functions.

In the example, you can see the mean score for both Extraversion [E] and Introversion [I]

Norm Group Average Response I

Additionally, your average responses are compared to other individuals with the same letter. • If your circle letter is “E,” your average responses will be compared to the other Extraverts in the Pearman normative group. (Shown with the symbol.) •

VERY UNNATURAL

UNNATURAL

NEUTRAL

NATURAL

VERY NATURAL

In this example, the individual is more comfortable with both Extraverted and Introverted behaviors than other Extraverts. Sample Score

SAMPLE PEARMAN FLEXINDEX GRAPHS

The average score for all FlexIndex scales is 100 Leadership Marker

The leadership marker indicates where top leaders score on each Flexindex skill.

Score Labels

Score labels provide a visual guide, indicating if a score falls into a: • Low range (less than 90) meaning infrequent engagement with the resilience behavior -in need of development

Total FlexIndex 70

100

110

130

107 LOW

MID

•

Mid-range (90–109) meaning average engagement with the resilience behavior- develop to do more frequently

•

High range (110 or higher) meaning full engagement with the resilience behavior- leverage your strength

HIGH

With the selection of the leadership lens, a leadership marker ( ) is provided to indicate where top leaders score on each FlexIndex skill.

151020R1. R1.S1

Sample Letter

E 75

160608R1.

EQ-i 2.0® Module The EQ-i 2.0® module can be added to further explore personality type and emotional intelligence from an integrated perspective. Choosing this module will add the overview of results information to the Pearman™ report, along with a Pearman and EQ-i 2.0® integration page.

Normative Data

Leadership Lens

The Pearman™ normative sample (n=2,400) includes an equal number of men and women, spread across multiple age groups and is closely matched to the demographic distribution as determined by the recent U.S. and Canadian census findings for employed adults.

The Leadership Lens is meant to establish a connection between personality type behaviors, FlexIndex® skills, and effective leadership competencies. The Leadership Lens enhances the Client and Coach Report with additional scores and pages, leadership-specific information and an Average Leadership Marker, helping to understand the participant’s scores in relation to top leaders. The Leadership Lens also integrates the FlexIndex® into a four-factor model of leadership, which includes competencies of authenticity, coaching, insight, and innovation.

ONLINE

Workplace Lens The Workplace Lens is suited to individual contributors where the Pearman™ is being used as part of a workplace initiative. It provides interpretive text throughout the report that is focused on the impact of personality and FlexIndex® skills in terms of workplace, job, and life success.

TOKEN=$1.00

Pearman Personality Integrator Report Leadership Lens

90 Tokens

Pearman Personality Integrator Report Workplace Lens

60 Tokens

Pearman Personality Integrator EQ-i 2.0 Module

20 Tokens

PEACRD

Pearman Subscale Cards, 19 colour laminated cards (5 1/2” x 4 1/4”)

$25.00

PEAPOS

Pearman Model Poster, (24” x 24”) laminated colour poster

$25.00

Pearman in Action

PEARMAN IN ACTION

A PROGRAM TO PUT YOUR CLIENT’S PERSONALITY INTO ACTION HILE RUTLEDGE, MSC

PEARMAN IN ACTION PRICING

The Pearman in Action program is designed to be an interactive session, which includes instructions and activities for both team and leadership groups. The following are the key highlights for the participants of the program:

PIA001

Pearman in Action Facilitator Kit Facilitator guides, posters and cards to be able to run both team and leadership exercises

PIA002

Pearman In Action Posters (Sold in packs of 2)

$50.00

PIA003

Pearman In Action Team Resilience Cards (Sold in packs of 15)

$25.00

PIA004

Pearman In Action Leadership Resilience Cards (Sold in packs of 15)

$25.00

PIA005

Pearman In Action Leadership Type Cards (Sold in packs of 24)

$30.00

PIA006

Pearman In Action Team Type Cards (Sold in packs of 24)

$30.00

PIA007

Pearman In Action Life Action/Function Cards (Sold in packs of 17)

$35.00

• Create a shared foundation of personality type using the Pearman Personality Integrator model • Gain a deeper understanding of individual personality type and its connection to effective teams or leadership positions • Increase understanding of flexibility and its role in minimizing strain when natural preferences and demonstrated behaviors are misaligned • Powerful insights on team members’/leaders’ natural preferences, demonstrated behaviors, and flexibility when using Pearman results • An appreciation for the team dynamics that may be limiting performance and strategies for improving MHS.com

customerservice@MHS.com

TALENT

LENSES

The Pearman in Action Facilitator Kit (PIA001) must be purchased before any individual items can be purchased.

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

$500.00

145

Hardiness Resilience Gauge®

BUILD HARDY, MORE RESILIENT LEADERS & TEAMS

MHS.com/HRG

Paul T. Bartone, Ph.D.

Quick Reference Number of Items 28 Administration Type Self-Report Translations Simplified Chinese Traditional Chinese Administration Time 10 minutes Certification Required Format(s) Online Talent Assessment Portal Complementary Tools EQ-I 2.0; Paper Planes; Paper Scrapers

OVERVIEW The Hardiness Resilience Gauge® (HRG™) is grounded in over 30 years of research and development and provides valuable insight into an individual’s level of hardiness and their ability to cope with stressful and unexpected situations. The HRG is a self-report assessment that contains excellent coverage of the construct, with reports that provide developmental strategies targeting the different components of an individual’s hardiness profile.

KEY AREAS MEASURED

The Hardiness Resilience Gauge® (HRG™) measures how effectively a person can cope with stress. The assessment provides a total hardiness score in addition to scores measuring three qualities that are instrumental for predicting how resilient an individual will be. These three qualities are Challenge, Control, and Commitment: • CHALLENGE: Seeing change and new experiences as exciting opportunities to learn and develop • CONTROL: Belief in one’s ability to control or influence events and outcomes • COMMITTMENT: A tendency to see the world and day-to-day activities as interesting, meaningful, and having purpose

REPORT

Challenge

TALENT

The HRG individual report is easy to interpret and designed for use in a wide variety of coaching and development situations. The report also highlights potential consequences of imbalances within an individual’s hardiness profile and gives information about how people can facilitate hardiness in those around them.

NORMATIVE DATA

A Sample

October 30, 2018

TOTAL HARDINESS 70

COMMITMENT 90

100

110

Mid Range

100

110

This page of your report shows you the balance between the different facets of your hardiness profile. Hardiness works best as a resiliency factor when all three facets, Challenge, Control, and Commitment, are aligned with each other. If your results identify imbalances across the three areas, it is important to explore the potential impact that these could have on your behaviors and how you interpret experiences.

130

CHALLENGE Low

Mid Range

High

100

110

130

• Your result indicates that your Commitment score falls in the Mid Range Range. You likely have a sense of purpose in your life and believe that most of the activities you do are exciting and stimulating. You tend to approach situations with some curiosity and openness, but you may get bored with repetitive day-to-day activities.

• You likely have the coping skills necessary to help you deal with stressful circumstances. For example, rather than trying to ignore or avoid the stressful situation, you likely try to figure out how to fix it.

• You often work towards reaching your full potential and are usually willing to work hard to increase your skills and competence in most areas of your life.

CHALLENGE 70

100

110

Mid Range

High

Low

100

110

Mid Range

130

High

COMMITMENT 70

Low

100

110

Mid Range

130

Pursue Your Passions

Be Mindful

Practice Gratitude

Take time to think about what is important and interesting to you.

Mindfulness is about being present and living in the moment.

• Write down a passion that you want to pursue. Don’t make it too general (e.g., helping other people). Make it specific and purposeful. Ask yourself questions such as: “What did I really enjoy doing when I was younger that I no longer do?” or “What activities make me feel energized and excited?”

• You can practice mindfulness at any moment—just pay attention to your immediate experience. Ask yourself questions such as: “What do I see, hear, and smell?” “What would I see if I looked at myself as an onlooker?”

There are many activities we do every day that become so habitual, we often forget to appreciate them (e.g., drinking a cup of coffee in the morning). Research suggests that taking time to reflect on what you are grateful for has lasting positive effects.

• Find a way to remind yourself daily of your commitment to pursuing a passion (e.g., tape a note to something you look at every day).

High

On the pages that follow, you will find more information on your Challenge, Control, and Commitment scores. As you move through the report, think about how you might see these hardiness qualities emerge in your day-to-day life. If you choose to implement the recommended developmental strategies highlighted for you, you can ensure that you are setting yourself up for success when faced with stressful and changing situations. 3

• Practice mindfulness in a way that works for you. This could mean practicing mindfulness quietly with your eyes closed. Or, perhaps you are someone who prefers to practice mindfulness while going for a walk. Whatever your style, make your mindfulness practice part of your daily routine.

100

110

• Find a gratitude trigger in your workplace or home. Put it somewhere that you look every day. Whenever you look at your gratitude trigger, think of something that you are grateful for at that moment.

CHALLENGE vs. CONTROL

CONTROL vs. COMMITMENT

CHALLENGE vs. COMMITMENT

1. 2.

SMART Goal

Time Frame

Benefits

Measure of Success

Support & Resources Needed

eg., Incorporate more change in my life

e.g., Try at least one new thing a week

e.g., Will become more comfortable with change

e.g., Less anxiety when faced with change and more easily able to try new things

e.g., Family, friends, and coworkers who are willing to try new things with me

Potential Barriers

e.g., Not taking the time to try new things

How might your hardiness impact your ability to be an effective leader?

1.1.1

ONLINE

TOKEN=$1.00

30 Tokens

Hardiness Resilience Gauge Individual Report

U.S. General Population

with your team and make sense of experiences. Have an open discussion after a project has ended about what went well with the project, what skills were learned throughout the project, and what could be improved upon for next time.

Your Challenge score is balanced with your Commitment score. This may mean that your desire to try new things is often motivated by how much purpose you see in performing those activities. You likely learn the most from changes in your life that you label as meaningful. Put time into developing both your Challenge and Commitment scores to ensure you maintain a balance in these characteristics.

Write up to three overall qualities that you would like to have (e.g., being a hardy leader, setting a good example for others, effective stress management). In some way the goals you outline in this action plan should help you achieve the overall qualities you identified.

setbacks and failures as opportunities to learn and improve. Accept responsibility as a leader for setbacks within your team and set an example of how to positively reconstruct a setback as an opportunity to learn.

DEBRIEF

SPECIFIC MEASURABLE ACTION-ORIENTED REALISTIC TIMELY

Write up to three skills or behaviors you would like to engage in to further develop your hardiness level (e.g., reframe failure to develop your Challenge). The SMART goals that you outline in the template should help to strengthen these skills and behaviors.

open communication (e.g., share your successes and your hardships) and make yourself visible to your team members. Build cohesion within your team by providing opportunities for you and your team members to socialize at work (e.g., team lunches) and outside of work (e.g., professional development days).

130

High

1.1.1

October 30, 2018

ACTION PLAN The steps you take towards developing your hardiness will help determine your resiliency when faced with changing and stressful situations. Use this step-bystep action plan to help guide you closer to your goals. Remember to use the SMART goal setting criteria for each goal.

ADDRESS

High

110

Your Challenge score is substantially Your Control score is substantially higher than your Control score. Your lower than your Commitment score. motivation to try new things may You may find yourself in situations outweigh your desire to put effort where you are excited, but you don't into controlling the outcomes of have a lot of control over what situations. You may be more likely to happens in the situation. Try the participate in risky situations where Assert Your Control strategy the outcomes are unknown because presented to you in the "Strategies of the novelty and excitement of the for Developing Your Control" section situation. Try the Know Your Limits to bring your Control score in line strategy presented to you in the with your Commitment score. "Strategies for Developing Your Control" section to bring your Control score in line with your Challenge score.

1.1.1

100

Mid Range

A Sample

October 30, 2018

ENCOURAGE

130

Mid Range

Low

• At the end of each day, think about 2-3 things from your day that you are grateful for. You can also make this more social and do it with your family, friends, coworkers, etc.

1.1.1

Low

COMMITMENT

STRATEGIES FOR DEVELOPING YOUR COMMITMENT

130

You can work towards improving your Commitment score by using the following strategies: Low

CONTROL

High

CONTROL

• You likely take pride in your work and you don't see much value in putting your energy into things that you see as meaningless.

HARDINESS SUBSCALES

Mid Range

Hardy leaders are effective leaders. Leaders who are higher in hardiness are more likely to take on a leadership style in which they motivate, support, and set clear expectations for their team members. Hardy leaders are able to perform effectively in stressful situations and are more likely to facilitate a sense of cohesion within their teams. Leaders are in the unique position of being able to influence the thoughts, feelings, and behaviors of people within their teams. Listed below are strategies you can use to promote hardiness in the people around you.

to feedback from your team members and celebrate the successes of your team with rewards, benefits, and recognition. Provide challenging group tasks for your team, but make sure that you also provide the resources needed to complete the tasks.

What your score means Low

HARDINESS AND LEADERSHIP

LISTEN

High

• Your result indicates that your total level of hardiness falls in the Mid Range Range. • You are usually prepared to tackle stressful situations that come your way. You may experience the negative effects of stress from time to time, but you are typically capable of responding to most stressful situations in a healthy manner.

Commitment A Sample

October 30, 2018

BALANCING YOUR HARDINESS

Being engaged and seeing most parts of your life as interesting and meaningful.

130

70 Low

What your score means

Control

A Sample

Change Style Indicator® MHS.com/CSI

Improve Change Effectiveness

Quick Reference Number of Items 20 Administration Type Self-Report Translations French Spanish Administration Time 10-15 minutes Certification Required Format(s) Online and Hardcopy Complementary Tools Paper Planes, Inc; Paper Scrapers; Change Navigator

146

MHS.com

Change Style Indicator® is designed to measure an individual’s preferred style when approaching and addressing change. It provides respondents of all levels with insights on personal preferences for managing through change and provides context for how those around them might perceive and respond to their preferred style.

KEY FEATURES:

Change Preferences

• Explore the strengths, and liabilities that each style offers on a team • Improve interpersonal communication and understanding • Realize the value of all perspectives when resolving issues • Enable group creativity, collaboration and innovation • Understand the preferred work environments for all three change styles • Learn communication tips to work with each unique style

FACILITATION RESOURCES • Downloadable Facilitator Guide and PowerPoints • eLearning Module • One-hour Coaching with Master Trainer • Access to the MHS Talent Assessment Portal • Certification combined with the Change Navigator® Change Navigator

customerservice@MHS.com

ONLINE

TOKEN=$1.00

CSI001

Change Style Indicator Individual Report

22 Tokens

CSI002

Change Style Indicator Group Report

125 Tokens

HANDSCORED A-CSI003

Change Style Indicator Handscore booklet (10/pkg)

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

$220.00

Change Navigator®

From Resistance to Resilience

MHS.COM/CN

FROM RESISTANCE TO RESILIENCE

Quick Reference Number of Items 12 Administration Type Self-Report Administration Time Variable Certification Required Format(s) Hardcopy Complementary Tools Change Style Indicator; Paper Planes, Inc.; Decision Style Profile

APPLICATIONS

Change Navigator® focuses on the emotions of individuals as they navigate change and the predictable stages of transition. A unique exercise in change exploration designed for organizations that are undergoing a specific change event.

Organizations that: • Have planned a change event and are concerned about successful implementation due to potential cultural conflicts or lack of adoption • Are currently undergoing a large-scale change initiative and are worried about the progress being made due to organizational adoption

FACILITATION RESOURCES

• Downloadable Facilitator Guide and PowerPoints • eLearning Module • One-hour Coaching with Master Trainer • Access to the MHS Talent Assessment Portal • Certification combined with the Change Style Indicator®

HANDSCORED CN0006

Change Navigator Handscore Booklet (10/pkg)

$300.00

TALENT

Change Readiness Gauge® MHS.com/CRG

Measuring Change Agility

Quick Reference Number of Items 40 Administration Type Self-Report Administration Time 10 minutes Certification Required Format(s) Online Complementary Tools Change Styie Indicator Change Navigator

The Change Readiness Gauge® measures factors which impact organizational change readiness, and the perceptions and assumptions held by members of the organization. This assessment can be used in a variety of organizational and team situations to help prioritize how to be successful with the change.

KEY AREAS • Change Awareness: The organization’s ability to proactively search for and see opportunities for renewal and innovation • Change Agility: The capacity of the organization’s leaders to facilitate and deliver change that is needed • Change Reaction: The ability of an organization’s people to react and respond to change that is not planned • Change Mechanisms: The organization’s structures and systems that support the implementation of change

FACILITATION RESOURCES • • • • •

Downloadable Facilitator Guide and PowerPoints Webinar Normative Data Worksheets One-Hour Coaching with Master Trainer MHS.com

customerservice@MHS.com

ONLINE Contact your Talent Solutions Consultant for pricing details at www.mhs.com/about/find-consultant

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

147

Influence Style Indicator

MHS.com/ISI

Leverage Impact

Quick Reference Number of Items 40 Administration Type Self-Report Translations French Spanish Administration Time 10-15 minutes Certification Required Format(s) Online and Hardcopy Complementary Tools The Acquisition; Change Styie Indicator; PressTime

TALENT

OUTCOMES

ISI Model

Primary Orientations: • Advocating: Individuals put forward ideas and offer logical and rational reasons to convince others of their point of view. • Uniting: Individuals advocate for their position by encouraging others with a sense of a shared mission and exciting possibilities.

FACILITATION RESOURCES • • • •

Downloadable Facilitator Guide and PowerPoints eLearning module One-Hour coaching with Master Trainer Access to the MHS Talent Assessment Portal

ONLINE

Influence Style Indicator™ is an assessment designed to measure an individual’s preferred style as they influence others. The assessment addresses one’s dominant, secondary and underutilized influencing styles. The capacity to influence others is a key behavior for effective leadership. To influence effectively, one must be adept at getting opinions and ideas heard, recognized, and considered by others.

TOKEN=$1.00

ISI001

Influence Style Indicator Individual Report

22 Tokens

ISI002

Influence Style Indicator Group Report

125 Tokens

HANDSCORED A-ISI003

Influence Style Indicator Handscore Booklet (10/pkg)

$220.00

Decision Style Profile® MHS.com/DSP

Make Better Decisions

Quick Reference Number of Items 10 Administration Type Self-Report Administration Time 10-15 minutes Certification Required Format(s) Online Complementary Tools Edgework; PressTime; Influence Style Indicator

Decision Style Profile® is an assessment OUTCOMES that empowers leaders to make better • Improves and refines the decision-making skills of decisions by providing insights on how to leaders choose the most effective and appropriate • Equips leaders with a proven system of effective decision-making styles for given situations. decision-making A personalized report compares the • Strengthens awareness of effectiveness based on participant’s chosen decision-making styles the level of inclusion of others in the process to the most appropriate styles backed by FACILITATION RESOURCES extensive research and a current database of • Downloadable Facilitator Guide and PowerPoints over 20,000 executives and managers. The • eLearning Module assessment evaluates the appropriateness • One-Hour Coaching with Master Trainer with which participants include others in • Access to the MHS Talent Assessment Portal the decision-making process as well as the extent to which they consider the following five decision factors: TOKEN=$1.00 ONLINE 1) Clarity 2) Information 3) Commitment 4) Alignment 5) Time

148

MHS.com

customerservice@MHS.com

DSP001

Decision Style Profile Individual Report

22 Tokens

DSP002

Decision Style Profile Group Report

125 Tokens

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

Discovery Leadership Profile

360o

MHS.com/DLP

Growing Leadership Capacity

Quick Reference Number of Items 40 Administration Type 360o Administration Time 20 minutes Certification Required Format(s) Online Complementary Tools Change Style Indicator; Decision Style profile; PressTime

The Discovery Leadership Profile™ is a comprehensive 360º assessment providing insight into an individual’s leadership strengths and challenges from the perspective of peers, bosses, direct reports and others. Based on research that identifies competencies critical for effective leadership, performance is measured using ten competency categories. The results of the leader’s self-assessment are then compared to the aggregated results of the raters, this completes the leadership style assessment in order to clearly highlight strengths and developmental needs.

OUTCOMES

• Enables leaders to learn how those who are important to their success see their performance

• Compares self-perceptions to the perceptions of others • Identifies leaders’ strengths and developmental needs • Provides a starting point for further development

FACILITATION RESOURCES • • • •

Downloadable Facilitator Guide and PowerPoints eLearning Module One-Hour Coaching with Master Trainer Access to the MHS Talent Assessment Portal Access to the MHS Talent Assessment Portal

ONLINE

TOKEN=$1.00

DLP001

Discovery Leadership Profile 360 Report

175 Tokens

DLP002

Discovery Leadership Profile Group Report

125 Tokens

TM 360o

MHS.com/ELP

Discovering Leadership Potential

Quick Reference Number of Items 60 Administration Type 360o Administration Time 15-20 minutes Certification Required Format(s) Online Complementary Tools Change Style Indicator; Decision Leadership Profile; PressTime

TALENT

Emerging Leader Profile The Emerging Leader Profile™ is a leadership tool designed for new or high-potential leaders within organizations. Research has led to the development of twelve leadership skills and traits that influence a new leader’s effectiveness and establish a foundation for personal growth. The 360º assessment allows for participants including managers, peers, and direct reports to provide feedback.

OUTCOMES

• Enables new or high-potential leaders to learn how those who are important to their success view their performance • Compares self-perceptions to the perceptions of others • Identifies emerging leaders’ developmental needs • Provides a starting point for further development

FACILITATION RESOURCES

• Downloadable Facilitator Guide and PowerPoints • eLearning Module • Two-Hour Coaching with Master Trainer • Access to the MHS Talent Assessment Portal

MHS.com

customerservice@MHS.com

ONLINE

TOKEN=$1.00

ELP001

Emerging Leader Profile 360 Report

175 Tokens

ELP002

Emerging Leader Profile Group Report

125 Tokens

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

149

Experiential Learning through Business Simulations

“To acquire behavior, the student must engage in behavior.” - B.F. Skinner

TALENT

Why Experiential Learning Should be a Critical Part of Your Next Training Program Experiential learning by way of a business simulation takes leaders and teams out of their regular environment and explores interactive scenarios that allow participants to: Replicate real-life business scenarios Make mistakes in a safe-to-fail environment Work through evolving challenges

Take on multiple roles to gain perspective Create applied strategies for development

Why Experiential Learning Works Adult learning retention research indicates that learning by doing is a highly effective training method that can lead to changed behavior, encourage engagement, and can impact organizations over the long term.

LECTURE

READING

AUDIO/VISUAL

DEMONSTRATION

DISCUSSION GROUP

LEARNING BY DOING

“Your Case for Training: Adult Learning Retention Statistics.” Office Dynamics March 25, 2015

Consider Pairing these tools with our Business Simulations

From Resistance to Resilience

150

MHS.com

customerservice@MHS.com

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

Paper Planes, Inc.®

Business Simulation

MHS.com/PPI

Building High Performance Teams

Quick Reference Number of Participants 15-32 Administration Type Simulation Facilitation Time 6 hours Certification Required Format(s) In-Person Partner with Change Style Indicator; Influence Style Indicator; Change Navigator

Designed from a systems perspective, Paper Planes Inc.® is a simulation focusing on teamwork, collaboration, organizational effectiveness, silos, engagement, and customer service. It combines real organizational issues with leadership and team challenges through an emphasis on teamwork, collaboration, change, and communication. Leveraging a data informed learning approach where participants can measure their team’s results by tracking their progress against normative data.

OUTCOMES

• Understanding of how engagement and collaboration can improve organizational experience and employee satisfaction • Learn how to work together across functional boundaries and help individuals own their work, becoming more invested in team and organizational success • Break down barriers to organizational success and team-based change while reinforcing the power of teamwork and communication

FACILITATION RESOURCES • • • •

Paper Planes Inc. allows groups of employees to learn the value of redesigning how they work and to internalize those insights for application in their jobs. SIMULATION

Downloadable Facilitator Guide and PowerPoints eLearning Module One-Hour Coaching with Master Trainer Access to the MHS Talent Assessment Portal

For first time orders of Paper Planes, Inc. please make sure to include the Tool Kit (PPLSTK) along with the appropriate Supply Kit. Subsequent administrations only require additional Supply Kits.

PRODUCTION RUNS

Paper Scrapers®

Paper Planes, Inc. Tool Kit (Reusable items required for the simulation, such as a glue gun, etc.)

$165.00

PPLS15

Paper Planes, Inc. Supply Kit (15 Participants) Materials required to run one simulation

$600.00

PPLS20

Paper Planes, Inc. Supply Kit (20 Participants) Materials required to run one simulation

$800.00

PPLS25

Paper Planes, Inc. Supply Kit (25 Participants) Materials required to run one simulation

$1,000.00

PPLS30

Paper Planes, Inc. Supply Kit (30 Participants) Materials required to run one simulation

$1,200.00

Business Simulation

MHS.com/PAPERSCRAPERS

Constructing Effective Teams

Quick Reference Number of Participants up to 100 participants in groups of 4-9 Administration Type Simulation Facilitation Time 2 hours Certification Required Format(s) In-Person Partner with Change Style Indicator; Influence Style Indicator; Decision Style Profile

MHS.com

TALENT

Run #1 - Traditionally Designed System Participants run a pre-designed production system for making planes Run #2 - Participative Designed System Participants experience firsthand the impact of employee involvement on quality, cost, commitment and morale by working with a system they have designed as a team Run #3 - High Performing System Participants learn that through collaboration and continuous improvement efforts, significant changes take place and are easier to implement and maintain due to shared ownership

PPLSTK

FACILITATION RESOURCES

Paper Scrapers™ is an engaging team-building simulation that explores project development, design, and implementation. Teams compete against one another to design, build, and market a tower using supplied materials. From the simulation, participants learn the value of creativity, planning, and execution, culminating in the challenge of selling and marketing their project to other groups.

• Downloadable Facilitator Materials • eLearning Module • Access to the MHS Talent Assessment Portal

OUTCOMES

• Emphasizes the value of careful planning prior to implementation • Highlights the necessity of good communication and decision-making • Enables participants to understand and value the need to sell ideas • Confronts tradeoffs between creativity and implementation • Examines the differences in how people deal with rules, regulations, and structure

customerservice@MHS.com

STARTER KITS

To gain access to this simulation purchase the certification below..

PASC01

Paper Scrapers Certification

$85.00

SIMULATION A-PPASI5

Paper Scrapers Supply Kit (5-8 Participants) Materials required to run one simulation

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

$125.00

151

EdgeWork

TM Business Simulation

MHS.com/EDGEWORK

Leading Across Boundaries

Quick Reference Number of Participants 15-24 participants Administration Type Simulation Facilitation Time 6 hours Certification Required Format(s) In-Person Partner with Change Style Indicator; Influence Style Indicator

EdgeWork™ is a simulation of dynamic relationships, conflicts and tradeoffs, where participants are placed in two organizations with different cultures and work together on a shared task that will determine their mutual future. Challenging groups to think about working together in new ways to produce results and provides a common experience for intact teams to use in discussing their organizational challenges. It is a flexible simulation that creates a real-world challenge in a safe environment for participants to explore the effects of their decisions and actions on their groups and organization. EdgeWork™ offers substantial opportunities for participants to learn over the course of several different phases:

Prework: Introduction, Set-up, and Reading of Materials Session One: Divisional Meetings Session Two: Cross-Organizational Special Issue Meetings Session Three: Organization-Wide Meetings Session Four: Presentation of Organizational Reports Simulation Debrief: Review of the day

FACILITATION RESOURCES

• Downloadable Facilitator Guide and Memo Booklet • eLearning Module • One -Hour Coaching with Master Trainer

SIMULATION

TALENT

A-EDWS24

PressTime ®

EdgeWork Supply Kit (24 Participants) Materials required to run one simulation

Business Simulation

MHS.com/PRESSTIME

An Experience in Strategy and Business Acumen

Quick Reference Number of Participants 6-8 per team Administration Type Simulation Facilitation Time 1.5 days Certification Required Format(s) In-Person Partner with Decision Style Profile; Influence Style Indicator; Discovery Leadership Profile

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MHS.com

$1,800.00

PressTime® is an in-depth business problem in the form of a simulation. It immerses a team of leaders into the challenge of operating a business threatened with loss of market share. It explores effective leadership on dimensions of both cognitive and emotional intelligence. Participants play the role of managers in the largest manufacturer of offset printing plates. While meeting this challenge, numerous complex technical, financial, marketing and personnel decisions must be made by the various team members.

OUTCOMES

• Improves teamwork and interpersonal communication skills amongst participants • Develops strategic leadership and problemsolving skills • Improves decision-making capabilities • Enhances leadership during critical organizational projects • Turns real-world decision-making situations into learning opportunities for participants • Compels individuals to interact in ways that reveal their interpersonal styles

The company makes photographic printing plates FACILITATION RESOURCES and currently holds about one-third of the total • Three-Day Training Workshop market share. The company’s major competitor • eLearning Module recently introduced a superior plate which sells for • Downloadable Facilitator Guide the same price. A cross-functional team of managers • Step-by-Step Quick Guides has been assembled to put an improved printing • Access to the MHS Talent Assessment Portal plate on the market in six months or less. The simulation is designed SIMULATION to challenge the managers in To gain access to this simulation contact your Talent Solutions Consultant to ask about Certification (mhs.com/mytalentrep). numerous complex technical, financial, marketing, and personnel Press Time Supply Kit (8 Participants) Materials required to run one PRTSI8 $900.00 decisions that must be made by simulation the various team members.

customerservice@MHS.com

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

The Exchange®

Business Simulation

MHS.com/EXCHANGE

Critical Thinking Positive Results

Quick Reference Number of Participants 12-32 Administration Type Simulation Facilitation Time 2-2.5 hours Certification Required Format(s) In-Person Partner with Risk Type Compass; Decision Style Profile; Influence Style Indicator

The Exchange® challenges participants to think critically to gather and interpret data, make timely decisions, manage risk and uncertainty, and react to changing market demands. Each participant of the simulation is a member of a team, which is part of a larger trading association, with the assignment to collect points by trading “Combos.” Combos are formed by assembling STARTER KITS colored chips, known as medallions To gain access to this simulation purchase the certification below.. into four pre-defined groupings. The Exchange Certification The Combos have an initial value Facilitator materials required to achieve as well as emerging values and certification and run a workshop (Facilitator TEXC01 $325.00 liabilities. Each team’s assignment Guide, Simulation Essentials Module, Participant Booklet, Market Reports Sample). is to collect as many points as possible by trading their Combos SIMULATION over four trading periods. For first time orders of The Exchange please make sure to include the Tool Kit The Exchange® has proven effective with a wide range of participants in many organizational settings. It can be used with people from similar levels within the organization as well as with a vertical cross-section. Reflection on this manifestation of organizational culture can be very insightful for participants.

OUTCOMES

FACILITATOR RESOURCES

• Downloadable Facilitator Guide and Memo Booklet • eLearning module • Access to the MHS Talent Assessment Portal

The Acquisition®

EXCTOB

The Exchange Tool Kit (Reusable items required for the simulation, such as a glue gun, etc.)

EXCS12

The Exchange Supply Kit (12 Participants) Materials required to run one simulation

$450.00

EXCS16

The Exchange Supply Kit (16 Participants) Materials required to run one simulation

$600.00

EXCS20

The Exchange Supply Kit (20 Participants) Materials required to run one simulation

$750.00

EXCS24

The Exchange Supply Kit (24 Participants) Materials required to run one simulation

$900.00

EXCS28

The Exchange Supply Kit (28 Participants) Materials required to run one simulation

$1,050.00

EXCS32

The Exchange Supply Kit (32 Participants) Materials required to run one simulation

$1,200.00

Business Simulation

MHS.com/ MHS.com/ACQUISITION

Influencing Group Decisions

Quick Reference Number of Participants 3-5 participants per group Administration Type Simulation Facilitation Time 1-2 hours Certification Required Format(s) In-Person Partner with Influence Style Indicator; Decision Style Profile; Emerging Leader Profile

MHS.com

$60.00

TALENT

• Creates awareness of team biases toward reactive versus innovative change • Reveals a group’s ability to work effectively in a dynamic and evolving environment • Highlights the need for efficient and effective decision-making processes • Examines the impact of risk and uncertainty on strategy and execution

(EXCTOB) along with the appropriate Supply Kit. Subsequent administrations only require additional Supply Kits.

The Acquisition® is an introspective simulation that explores group problem-solving and decisionmaking. Group consensus decisions are compared to individual choices, which allows participants to explore the quality of the decisions we make on our own versus when we leverage a group. The simulation teaches participants how to work more effectively as part of a team and helps them learn how best to leverage individual expertise.

OUTCOMES

• Explores effective team problem-solving and decision making • Reveals the differences in perception and perspective within a group working towards a common goal • Enables individuals to learn how to become better contributors to a group

CERTIFICATION PROVIDES

• Downloadable Facilitator Materials • eLearning Module Presented as a business case, a board of directors calls • Access to the MHS Talent Assessment Portal for a detailed outline of critical steps to be taken to ensure a successful acquisition. Each STARTER KITS participant decides individually on the To gain access to this simulation purchase the certification below.. order in which these steps should be The Acquisition Certification carried out. The participants then meet Facilitator materials required to achieve TACC01 $85.00 as a group to agree on the order they certification and run a workshop (Facilitator Guide, will present to the board. The result Simulation Essentials Module, Normative Data). reached by consensus is then compared SIMULATION to an expert solution. Reaching this collective decision engages participants The Acquisition Supply Kit in group dynamics and provides an (5 Participants) Materials required to run one TAC005 $50.00 simulation opportunity for individuals to exercise their influencing skills.

customerservice@MHS.com

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

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Resources CERTIFICATION Certification is required for all Talent Assessments and Simulations. Certification is offered in one of the formats below, depending on the tool. Want to find out which forms of certification are offered for a specific tool? Talk to your Talent Solutions Consultant or visit: https://mhs.com/talent-assessments/train-yourself/

SELF-PACED

TRAINER-LED

Control how and when you learn the materials for certification.

Learn from an MHS Master Trainer either virtually or in-person.

WHATâ&#x20AC;&#x2122;S NEXT?

TALENT

MHS Talent has an exciting year ahead for 2020, with new products slated for release throughout the year. These new assessments and solutions will tackle a wide variety of organizational challenges and enable you to take your existing MHS products to the next level.

Job Specific Assessments

Facilitation & Workshops

Emotional Intelligence

Team Building

CONNECT WITH US ONLINE The Emotional Intelligence Connection

154

MHS.com

customerservice@MHS.com

The Talent Assessment Connection

TEL 1.800.268.6011 (CDN) â&#x20AC;˘ +416.492.2627 (INTL)

@MHS_Talent @eiconnection

FAX 1.888.450.4484 or +1.416.492.3343

MHS_Talent

Books by Dr. Steven Stein Hardiness: Making Stress Work for You to Achieve Your Life Goals

Emotional Intelligence For Dummies

Steven J. Stein, Ph.D. & Paul T. Bartone, Ph.D. Hardiness investigates the minds of people who respond well to stressful situations. These resilient individuals have the power to achieve their relationship and career goals and to quickly recover from unforeseen setbacks. Over decades of research, the authors discovered the three personality traits that such people have in common—the “three Cs” of hardiness—commitment, control, and challenge. When we understand and work to develop these traits in ourselves, we unlock our own potential for growth and turn stress into a force for good in our lives. Visit hardinessmindset.com to learn more

Steven J. Stein, Ph.D. Becoming emotionally intelligent is not a quick fix or a trendy therapy technique—it is a skill that allows you to understand yourself and others, and to take charge of your own life. In this book, Dr. Steven Stein demonstrates how the application of EI principles can help you manage everyday stress and accelerate professional success. A-EIFD00

A-EQL002

Steven J. Stein, Ph.D. & Howard E. Book, M.D. Updated in 2011, with real-life anecdotes of EI factors interacting at work, home, and in social situations, this book defines EI, demonstrates new evidence of its importance and provides useful steps to improve your Emotional Quotient. A-EQED40

INTELLIGENCE

AND YOUR ACADEMIC & PERSONAL SUCCESS STEVEN J. STEIN • HOWARD E. BOOK • KORREL KANOY

THE

STUDENT EQEDGE

EMOTIONAL INTELLIGENCE AND YOUR ACADEMIC & PERSONAL SUCCESS

FACILITATION AND ACTIVITY GUIDE KORREL KANOY • STEVEN J. STEIN • HOWARD E. BOOK

STUDENT EQEDGE

EMOTIONAL INTELLIGENCE AND YOUR ACADEMIC

& PERSONAL SUCCESS

STUDENT WORKBOOK KORREL KANOY • STEVEN J. STEIN • HOWARD E. BOOK

A-STQ001

Softcover (2013, 240 pages)

$50.00

Steven J. Stein, Ph.D., Howard E. Book, M.D., & Korrel Kanoy, Ph.D. Written specifically for students, this workbook is designed to be used alongside the main volume, The Student EQ Edge, and helps students move from understanding to action through use of case studies, self-assessment questions, reflection and discussion questions, and activities and assignments. This will help students begin to build their emotional intelligence skills in a concrete and tangible fashion. Softcover (2013, 160 pages)

$17.00

Pamela Corbett M.A., Catherine Jourdan M.A.Ed, Roger Pearman Ed.D., & Judy Aanstad Ph.D. This book is focused on the most important competencies you need for effectiveness. You get: Action oriented review of emotional intelligence and learning agility AND 54 competencies complete with a comprehensive look at the competency and action tips, and learning activities to facilitate effectiveness.

Marcia Hughes & James Bradford Terrell This compelling book offers practical information and a guide for businesses that want to capitalize on the power of the emotional competencies of their teams. This book is filled with illustrative examples that represent a rich spectrum of teams from business, government, and nonprofits.

Softcover (2012, 451 pages)

A-TEIT00

$49.00

Softcover (2006, 312 pages)

James Bradford Terrell & Marcia Hughes This book combines the topics of coaching and Emotional Intelligence in an accessible resource for coaches, facilitators, and consultants. The strategies help coaches and their clients develop the emotional and social skills needed to meet business challenges.

$42.00

A-EQCG01

Marcia Hughes, L.L.C., L. Bonita Patterson, & James Bradford Terrell Providing a cross-reference matrix that maps the four EI models, this book provides learning scenarios and makes it easy for trainers, coaches, facilitators, managers, HR professionals, and other professionals to learn how to build these competencies in others. Softcover (2005, 416 pages)

Hardcover (2004, 294 pages)

A-HEI1R0

$33.00

The

STRESS EFFECT M A K E — A N D

Reldan S. Nadler, Psy.D. This book shows you step-by-step how to: • Increase confidence • Improve Teamwork • Enhance Communication • Develop Star Performance • Protect your IQ with EI This complete, hands-on action plan has worksheets, exercises, self-quizzes, and much more to show how great leaders put Emotional Intelligence to work. A-LEI000

Hardcover (2011, 336 pages)

$35.00

Developing Emotional and Social Intelligence: Exercises for Leaders, Individuals and Teams Marcia Hughes & Amy Miller Written for leaders, teams, organizations, and other skilled professionals responsible for helping people achieve their best, this book offers practical exercises you can use for building emotional and social intelligence. A-DESIB0

MHS.com

Softcover (2010, 272 pages)

customerservice@MHS.com

Hardcover (2000, 496 pages)

$108.00

The Stress Effect: Why Smart Leaders Make Dumb Decisions—And What to Do About It

W H Y

Leading with Emotional Intelligence

$61.00

Edited by Reuven Bar-On, Ph.D. & James D.A. Parker, Ph.D. In this book, a stellar panel of academics, researchers, and practitioners present conceptual models, evaluate the best methods of assessment, and offer guidelines for applying EI principles in many settings.

The Emotionally Intelligent Manager

A-EIM1

Hardcover (2008, 244 pages)

The Handbook of Emotional Intelligence

$64.00

David Caruso, Ph.D. & Peter Salovey, Ph.D. This book outlines the four emotional abilities—perceiving emotions, facilitating thoughts, managing emotions, and understanding emotions—and illustrates how we can measure and nurture each skill to learn how to solve even the most difficult work-related situations.

$31.00

A Coach’s Guide to Emotional Intelligence: Strategies for Developing Successful Leaders

Emotional Intelligence in Action

A-EIATC1

Hardcover (2007, 200 pages)

TALENT

The Emotionally Intelligent Team: Understanding and Developing the Behaviors of Success

A-EIED10

Marcia Hughes and Amy Miller

$43.00

Steven J. Stein, Ph.D., Howard E. Book, M.D., & Korrel Kanoy, Ph.D. Written specifically for instructors, this guide is designed to be used alongside the main volume, the Student EQ Edge. It guides educators, counselors and advisors in employing case studies, self-assessment questions, reflection and discussion questions, and activities plus assignments that will help their student move from understanding to action.

A-STQ002

$40.00

Edited by Joseph Ciarrochi, Ph.D., Joseph P. Forgas, Ph.D., & John D. Mayer, Ph.D. In this scientifically rigorous and highly accessible second edition, leaders in the field present the research on EI assessment and the use of the EI construct. This edition expands on the previous by providing greater coverage of EI interventions.

Exercises for LEADERS, INDIVIDUALS, and TEAMS

Softcover (2013, 304 pages)

The Student EQ Edge: Student Workbook

Emotional Intelligence in Everyday Life, Second Edition

Essential resources for training and HR professionals

A-STQ000

People Skills Handbook: Action Tips for Improving Your Emotional Intelligence

A-PHS000

Developing EMOTIONAL & SOCIAL Intelligence

Steven J. Stein, Ph.D., Howard E. Book, M.D., & Korrel Kanoy, Ph.D. The Student EQ Edge provides a thorough grounding in what emotional intelligence is, why it is different from one’s intelligence quotient, and how emotional intelligence skills can make a student a ‘star performer.’ The book helps students move from understanding of the concepts to action through reflection and discussion questions.

The Student EQ Edge: Facilitation Guide

THE

Steven J. Stein, Ph.D. With organizations feeling pressure to reduce costs and increase productivity, and the workforce desperately seeking to maintain work-life balance, it is essential to recognize and leverage the emotional and social competencies of employees. Hardcover (2007, 288 pages)

EMOTIONAL

$30.00

Softcover (2011, 368 pages)

Make Your Workplace Great: The 7 Keys to an Emotionally Intelligent Organization

A-MYWG01

THE

STUDENT EQEDGE

$30.00

Hardcover (2017, 368 pages)

The EQ Edge: Emotional Intelligence and Your Success, Third Edition, Revised & Updated

$26.00

The Student EQ Edge

The EQ Leader: Instilling Passion, Creating Shared Goals Steven J. Stein, Ph.D. The EQ Leader provides an evidence-based model for exceptional leadership, and a four-pillar roadmap for real-world practice. Data collected from thousands of the world’s best leaders—and their subordinates—reveals the keys to success: authenticity, coaching, insight, and innovation. This book shows you how to put these key factors to work in your own practice, with clear examples and concrete steps for improving skills and competencies.

Softcover (2009, 360 pages)

S M A R T D U M B W H A T

T O

L E A D E R S D E C I S I O N S D O

A B O U T

I T

HENRY L. THOMPSON

Henry L. Thompson, Ph.D. Integrates powerful concepts that are shaping the future of leadership and business, such as stress, decision making, emotional intelligence, cognitive ability, and brain science. Dr. Thompson explores the underlying effects of stress on decision making and what leaders can do to improve their decision-making effectiveness—especially when stressed. A-TSESL0

Hardcover (2010, 336 pages)

$32.00

Handbook For Developing Emotional and Social Intelligence Marcia Hughes, Henry L. Thompson, & James Bradford Terrell This book features case studies, best practices, and proven tools that show how emotional and social intelligence can be harnessed to deliver improved individual, team, and organizational performance. The Handbook For Developing Emotional and Social Intelligence provides analyses of actual emotional intelligence training and coaching programs that have been used to build personal effectiveness and team performance in different types of organizations. A-DESI00

Softcover (2009, 448 pages)

$101.00

$63.00

TEL 1.800.268.6011 (CDN) • +416.492.2627 (INTL)

FAX 1.888.450.4484 or +1.416.492.3343

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