 All right, so welcome everybody to our talents and development webinar series. This is D Brown consulting sponsors of this series And this is our September episode which we're going to talk about personality testing and training effectiveness so our guest speaker And it depends if we can get through she's Juliana assessor ball she's the head and group group human resources at Honeywell group and She has a lot of experience in HR and L&B and also working in consulting firms And so she has a very vast and wide experience Experience set and she'll be sharing her experience with us and also telling us a little bit about her career when she connects So we could just say just like this is a wireless. This is an online Connection so we could say she's in traffic online traffic right now So hopefully connected us to talk about her experience So I wonder how many L&D people we have in the audience But anyway today we will be talking about personality testing and training effectiveness So we do an intro we review the different popular personality types out there Why we need to use them the business chemistry methodology Which is the new personality type by Deloitte, which is personality type Testing and and methodology of using and understanding personality types by Deloitte is really really really good So I want to kind of spend quite a bit of time on that talking about how why it stands out in our opinion And how we can use it for business and also facilitation And then we talk about the C-suite and how they can use the personality type C-suite being your chiefs your chief executive officer chief financial CEO and how they use personality types Yeah, so what what exactly is personality? I mean if I check the dictionary I just check the dictionary and what it said was the combination of characteristics or qualities that form an individual's distinct character So that's what a personality is So this is the dictionary definition. I got oh well this American Psychological Association Personality refers to the individual differences in characteristics Charistic patterns of thinking feeling and behavior Sounds very textbook textbook ish So what are the different personality types? That we have well different people have come up with different models So what I would do is I'll just look at some popular ones and then go to the one we want to concentrate on for this webinar So popular personality types. What are they? Well, there is the fourth temperament theory Don't know if you've heard of that one the fourth temperament theory It's always seems to be for most of the theories of check have four boxes And I'm one of the advocates that nearly everything in the world can be explained with four boxes so the fourth temperament theory is Suggests that there are four fundamental personality types I think many people know it as the sanguine I don't know if I'm pronouncing it well choleric melancholic and Flegmatic or something. Yeah, if I remember this was I've used this quite a long time ago So this is the metric. This is how it looks you have certain certain personality types exhibiting stronger motions some Unchangeable temperaments and then changeable temperaments and then we can motion so between there's like a scale really Between weak emotions strong emotions and then whether or not people can change their ways, right? so If you check choleric, I guess means excitable egg egocent I mean egocentric Active those are choleric sanguine is more carefree Flegmatic is more controlled Principled and then you have the a melancholic which is really unhappy miserable always always kind of miserable, I guess Strong emotions, but can change wonder who who that is. Do you know anyone that exhibits these traits anyone in particular? What do you think you are in these traits? Are you melancholic? Are you choleric? Are you flegmatic? Are you sanguine? Which one do you think you are? So these are the different personality types for the four temperament theory. That's what they say we are Okay, let's say another theory. Let's check something else. Let's see. There's the popular one Myers-Briggs. It's a Daughter-mother combination that kind of created this which has been very very very popular an introspective self-report, right? So you do a self-reporting using filling out a questionnaire as to what your Psychological preferences are yeah And so that's this is this is quite popular. I think the the lady's Catherine Catherine but actually the actual theory itself came from one guy called Carl Carl young or something young as a j u a j u n g They got that from Wikipedia if you check it out You see the history of how this test was formed but this test has I think six of the eight Personality or eight personality type key. So it's quite complex. I mean if you look at the key here, it has You have the Extroverts introverts you have the sensors you have the intuitives You have the judges the perceivers the thinkers and the feelers It's quite a mouthful. Hey guys, just look through this and tell me which one you think you are I don't know if anyone has done this test. Where do you think you fit? I For one, I think I'm in between extrovert and introvert. I'm definitely not an extrovert and More introverted, but I think from the role I play I have to be in between introverts and extroverts really But I prefer to be an introvert now the funny thing about personality types is I think people Perceive you more than you perceive yourself Anyway, so yeah, I think people kind of a better judges of your character better judges of your personality than you are So I think that so that's my as breaks There's another interesting one Belbin, I think Belbin the theory here is that it believes that each each of us Possesses a pattern really a pattern of behavior that characterizes one person's behavior in relation to another In facilitating the process or progress of a team. So when you're working in a team It's more like a team When you look at people how they work in a team So there are these patterns of behavior that they tend to exhibit In relation to another In facilitating the progress of teams. So it's a Meredith Belbin that discover the doctor murdered Belbin So defines team roles in that sense Belbin. Let me just show you the structure of what it looks like This is again, it looks very complex This is what it looks like So it's just trying to test the tendency of how we behave or how we contribute or how we Interrelates with others in a particular way, especially when it comes to teams. So You have the plans the monitor the evaluator PL create when in a team you're creative your imaginative your free thinking generate ideas and solves hard problems and The weakness here is ignores incidentals to preoccupied to fully communicate Sounds complex. So that's PL. That's M e s p s h Imp, so there's the thinking the action and then the people side of things So under teamwork, for example, you're saying Cooperative perceptive and diplomatic listens and avert friction. So that's TW So again, it's like a whole mapping thing and then you need to map yourself. It's not that easy But this is the Belbin approach, right? So moving on Well, there's another one. There's the Fero B and Fero standing for fundamental interpersonal relations orientation very interesting Fero fundamental interpersonal relations orientation Be being behavior. I don't know if there's other Things apart from be but fundamental interpersonal relations orientation behavior. Wow So they say that this can help repair broken relationships this Fero model So if you're in any broken relationship, you should kind of use that to try and help you out and It can also take very good relationships to the higher level. So Interesting model, let me show you what it looks like So this is the structure of the model You have the inclusion control and affection at the top Those are the needs and then you have the behaviors coming down from top to bottom down to the left Where you have your expressed and wanted So expressed and wanted behavior against your needs which are inclusion control and affection those that the needs you have That's how the model is built so Again a lot of Analytical lots of analysis and stuff now where we are going with this Webinar is we need something that we can use today something that we can use while at work and we can understand people's personality almost instantly and Have an idea about how can I work effectively with this person in this team? I need to work with different people in different There are different personality types in my team if I can identify the major trait Without having to go and read a book without having to go through too much that way I'll be able to contribute much more effectively And so that's what we're talking about in this webinar, but these other models are good But they are more introspective, but let's see let's move on then we have the disc Quite a few people here and beat the disc which is quite nice. I really like the disc methodology of the disc theory It's a method of basically of identifying predictable Actions and personality traits within the human behavior Someone called I think it's a lawyer if I'm not mistaken or the lawyer Marston. I think he was he's a lawyer So he narrowed down predictable personality traits into four Four boxes everybody. This is Juliana. I don't know if I can jump straight to your I'm gonna jump many slides back to you And they'll come back to disc. Yeah, so everyone Glad to introduce co-hosts Pardon me, but she didn't Juliana Says Juliana welcome Thank you about L&B and HR related things that can help us be better So today's about personality types and training effectiveness So if you can introduce yourself to us and just tell us it shows very briefly about your career Okay, thank you David and my apologies as to say that was caught in What is it? traffic Electronic traffic. Yes Yeah So I'm Juliana is sizable as David has already informed you I I'm so many things my nature practitioner. I'm a business practitioner. I'm a strategy practitioner However, my core is HR. I've been in HR for 18 years 10 of which was spent in the consulting space and I've been To provide consulting supports to quite a number of entities across both private and public sector I've been involved across spectrums of activities within HR from transformation to change initiatives to engineering initiative I've been involved in quite a few as a consultant and even in my current role and Also to quickly put in that I've also been a beneficiary of a number of Psychometric tools and I've also administered quite a few to other people and I find them, you know interesting Not accurate, but quite interesting. My thing for me is about in 75 percent Accurated out So that's it about this for coming in late Okay, okay, and so you are in HR for 18 years so that means you already knew you wanted HR right from the start, right? Am I right? Um, so I studied chemical engineering. I wouldn't say On that route, but for me the turning point came in my fourth year In the during the mandatory internship scheme It occurred to me that if I couldn't go onto the field and be hardcore engineer Then maybe I could do something else and I felt drawn to working in the people's space Hmm interesting interesting. So how's your career been 18 years? You've seen so much and can you tell me the highest high and the lowest low? Can you just pick one of those two extremes? Give us a story around that Okay, so I can not operate in extreme So it's a bit difficult to say I spy and lowest and 18 years is a long time So many things so much water on that bridge But for me if I were to describe That's while moments My eureka moment. It's the instances where I have been able to develop New product product lines or to come up with new Innovation that has changed the way we approach HR in my life as a consultant even now as a you know, Co-practitioner so he's been able to identify critical issues that are You know providing long-term and sustainable support and solution to You know issues that is impacting not just the business for the individuals and I've had quite a number of them from my life As a consultant and even now as a co-practitioner for me It's been able to to do that now the times that have not been as Hulattable The thing about HR is striking a balance between the business and people and sometimes they are always extremes The business wants to be in a particular direction The people part is once you go in about personal direction I need to look for a balance that makes sense for all parties Sometimes that does not always go right I'm one Body have people there instances where you need to take certain decisions I know there'll be winners. There'll be people who would not necessarily win And so those times that I don't really like it because it takes a lot of emotional Could I say that let's say like you have to lay some one off I mean it just has to be something that has to be done Is that one of those low periods that you know, it just has to be done And that's how one of those things in your role that may have so much high emotions, but needs to be Absolutely, that would be one of them Mmm, and then for the highs you mentioned, okay developing something. Could you could you share with us? Maybe not Giving us what company if there's any confidential stuff, but just in general What was those that thing you developed that you are like wow, this is cool and it's really impacted on the organization Okay, so I think in The years that we had the banking consolidation we had several projects that had to do with integration and we needed to find the best means of Assessing the competences, you know, you had different entities coming together. You had the dominant entity You are the entity that was being acquired. We needed to mold this organization into one And it had impact on policies on procedures It had impact on even how you pay what you pay what functions you are going to keep well who you're going to keep into that function I really did to look for a way to find the best crop of people Not just saying that I'm taking the dominant position because I'm the acquirer So automatically my people get the best deal and you know I just plug in the other people and it was my responsibility to design that process and I was able to design it The process was trademarked and patented and you know, it's generated Significant Credibility for the FEMT today is generated significant money But more importantly was the fact that we could export that methodology outside of Nigeria We had the FEM in Ghana that had to do something like that and they came to us And you know, I still look back several years down the line And it's something I'm extremely proud of because was being able to identify a Sustainable solution to a problem that is real and an ongoing and that methodology is what most Organizations can apply even when you're not in a name and a situation where you want to have a sense of what are the Capabilities of your people what are the gas and what is that is it is a framework that you can apply even to today is relevant even for leadership development even for Graduate IA and stuff like that. So that's a particular thing that I'm really Yes, nice nice nice there and then we're talking about frameworks today We're talking about personality types and personality framework So if we can get a framework that is very effective that can actually tell us about certain personalities We'll be able to at least help Understand how others behave and how others feel so we can adjust our own behavior and the way we actually interact in teams So that we can be more productive. So that's what we're talking about today I don't know if you could say anything more about those personalities and how those what what methodologies do you currently use for Exampling you where you work and there's some new new new ideas that you can share You can share with us. We've talked about the Furo B model. We've talked about one called Belbin We've talked about the popular Myers-Briggs. Now. We're talking about disk So is there something you could share with us about personality types? Okay, thank you David. So incidentally personality tools or personality assessments actually form part of the framework that I developed because what we try to do is To marry the capabilities the technical capabilities of the individuals with an understanding of their behaviors And also to ensure there's an alignment with what is required by the organization So it's a scientific tool that you want to leverage because it's not a feeling I know this person. This is the way this person is you need to have a sign behind it And that's all the personality to provide for you and I'm used by the few so I've used this I is recall that it was a project an M&A situation where you had to join in parties And they had asked us back then to come and administer this and another two now one of the two was looking at it from the viewpoint of What was the word now aptitude why this was From personalities and behaviors and we're able to marry the two to get the sense of the individuals and they use it to fit people Into teams they use it to find what departments these people are likely to be more effective I was interesting because one of what happened before we were able to administer was that we had to take This test so you can't I think it comes from the School of thought that you can't administer what you don't understand and I found this game particular to be useful Because at the end of the way you look at the personality tools They're looking at extremes of how introverted extroverted you are and to what extent and people are important So for me, they are the same in some form maybe the way the results of the outcomes are presented at different The use to which you can put them may also be different So is understanding the distinguishing factors within those you know different tools I find gobbling in particular extremely useful because in a situation where you need to identify people for teams And when you have a change situation where you have people coming in or leading teams For them to be effective. It's good for you to have a Proportion of the different in times because they have their contribution. They have a value a plant is important resource Investigator is what is important a computer finish is important. I found it Extremely even important when I have to do my NBM and my MSc and I realize that Those are real if you get it wrong if you put too much of a particular type of You will not get work done Yeah So and so the disc we're looking at here I mean there's more behavior and and this is very popular I mean and is really good as you mentioned Bellebein all of them have their All of them have their pluses their minuses, but together they usually very powerful So what what I see and what I want to introduce next is really a testing not really a testing is more like Understanding people's personality in the workplace and being able to adapt and use that knowledge to be more effective in teams And then be more productive so personality types learning so usually it's it's You know you're in a meeting and then you want to basically get this job done You're an executive you walk into the meeting and split into resolve a certain situation and then someone else is saying Oh, sorry We need to go back and look at the data is not accurate. It's not as accurate as it can be I mean you you don't need it to be 100% accurate But someone else is like no no no we need to get it very accurate another person is like oh I think that There's another methodology we could use Everybody bring in all their own different ways of thinking into the meeting and then you are Kind of getting more emotional and a bit more pissed pissed off But you don't know that that's just their personality coming in so really what I'm introducing next is the business Chemistry is more like it's not I won't call it a personality type thing. It's something developed by Deloitte Who basically said that they need we need we need a system that we can deploy right now That isn't perfect, but will give us a far better result now allowing our teams to work more Coherently because they have better business chemistry So they have they're broken it down into the pioneer the driver the guardian and the integrator and what I'm going to do next for everybody is Deloitte created a nice Fun video to try and explain these personalities and how they come together in work So I'm going to play a video for all of us and let's watch this video And then we're going to discuss it throughout and that's be there We'll discuss everything around it and see where we actually fall as personality types So just watch this video. Why business chemistry? Why does it really stand out in my opinion? so most of the other methodologies we've seen and Not kind of is is is introspective. So yeah, you're thinking about it yourself. Okay, what am I and it's introspective But this one is more interaction is this interaction and introspective so you're like It's not it doesn't depend on you really you can see the traits in others and Identify whether or not someone is a pioneer driver integrator or guardian. So I'll look through we'll look through other advantages here is if you go and check it out on the business chemistry You see that is rooted in a lot of science It did so much research to taking all the other personality types Myas Briggs for example is so such an old Personality type that they they couldn't really test us deeply then it's all paper and pencil But now we we have the internet We have so many means of testing electronically that we could test a hundred thousand people and get so much data We can use to now really nail down or kind of pinpoint certain personality types and See how we can walk effectively with them So and is again another key thing about business chemistry is designed for business So that's the main aim was to design something for business that we could use today and and leverage off What's the all the research that they've done in our day-to-day work? So? Yeah, so that's one of the advantage another one is It's very simple to apply. It's a very simple methodology to apply and in a really sophisticated system where people's personalities and Personality clashes as they say you could try and avoid that when you're when you're working So the system kind of draws on complex algorithms to assess behavior and preferences But but then it translates those results into easy to learn patterns That's the most important thing that are simple to remember and apply like I I can't remember what's my That's what is it. Am I an EN? TP or what I mean can't really remember that you can start thinking about that in a meeting and saying is this guy an EMtp or is a Mean the meeting is probably already over before you Before you know what this guy exhibits. Yeah, so Juliana, do you do you agree? Hello, hi there. I was wondering what you think about about that Yeah, it's quite true. And as I listen to I try to remember where I fell I think I I know but I can't it's not something like I'm in a picture like that Yeah, yeah, so you could be in between one or two, you know be a hundred percent one I don't think I don't think anyone is really a hundred percent one personality type So to say do you get so? Yeah, I think I think I think that's true. So Well, let's move on what I want to do is I'll check the last key distinguishing factor And then I'll try and play the video again. So personalized individuals and teen insights So it's kind of gives you a better feeling about how we work as teams So business chemistry sheds light on the general team dynamic and I think there's something you mentioned Julia Juliana when you said that you should bring different personality types into one team shouldn't just have one You lose a lot by just having one personality type in a team So organizations need to look and have a good mix And by having that team dynamics Basically highlight the unique aspects of each individual while also considering the composition of the group in as a whole so and Do I like an analysis of teams composition provide press which will actually help you provide perspective on on Relative strengths and the area of misalignment and stuff like that. So it's it helps because it's fast It's not perfect, but it's it's fast So let's see if I can play this video now and it's a fun video that kind of summarizes the whole thing So I'll try and play one more time. If not, then we move Idea I That's one All right, so elements of business chemistry as you saw is pioneer driver integrator and Guardian pioneer driver integrator and guardian. So who is the pioneer? Right, so the pioneer can be recognized What if you want a short form of explaining who the pioneer is simply someone who seeks Possibilities, that's the pioneer you seek possibilities They speak the kind of spark energy and imagination within an organization So the sick possibilities and let me use seek as a way to explain So I'll jump straight to the driver. Who is the driver? Someone that seeks challenges. Okay, that's a driver someone that really seeks challenges is a driver Then who is a guardian? Someone that seeks stability. That's a guardian. He prefers things to be stable. He's a guardian So I'll still come back to the more detail. We'll have a nice chat around it. But then who is the integrator? So integrators on the six connection so you have someone that six connection most times the six connection is an integrator the one that seeks Stability is a guardian the one that seeks For driver the one that seeks challenge is a driver You really like challenges to seek challenges and the one that seeks Possibilities is a pioneer. So I've just given you very short definitions of each one. So tell me who you are Who do you think you are do you? Predominantly seek possibilities as a pioneer. Do you predominantly seek challenges as a driver or You prefer connections. So obviously if you're an introvert, you're not the connection type So we are ready the extrovert to me. I think I'm an introvert. So I'm not the Integrator type. Unfortunately, I may still have a little bit of it. Yes, but it's not my dominant type And then guardian is stability. I definitely am not a guardian because I I mean I prefer risk I'm a massive high-risk taker. So I'm definitely not the one that's just stick stability Well, so I think I'm more pioneer driver. That's what I think I am pioneer driver So so let me see and again as we said the pioneer is the person the type that seeks Possibilities so training a pioneer. What insights can we have from actually being a facilitator? I had training a group of pioneers So anyway pioneers they love As we said, they are what they seek possibilities, right? So They would like you to brainstorm. Maybe do a quick brainstorm Let's seek out some possibilities in this brainstorm that we have so they I mean if if you are Working with a pioneer you should kind of bring your a game to the table So more than anything pioneers can recognize by their spontaneity And pension for brainstorming Easily know that okay. This guy is a pioneer as and they are the most really Extroverted of the form although I still think I have pioneer things with my introverted nature. So but Really, they're the most extroverted of the four personality types And they are quite energetic and expressive and have a broad network on collaborative style They adapt easily to any changes and they like to jump in and lead really so when you see somebody Okay, who wants to lead this who is who wants to be the prefect and you see the person's hands up Okay, that's your pioneer. So, how do you train such a person? Any any idea Juliana, how do you manage such a person? I Think those sort of people want to get things done. They want to be involved They'll probably need a lot of engaging activity. They want to be in the middle So you want to craft a training program that actually helps them to be involved a training program that is actually quite So there's a lot of dialogue. There's a lot of involvement. It's not lecture But it's more maybe workshop type where people are able to share experience. They're able to share the Perspective basically that's what I would expect because otherwise you would lose them They're not very structured in the way they think and they want to take decision very quickly So you need to carry them along as much as possible Yeah, I think so and but then again it depends if you yourself you are Maybe you are a guardian as a trainer. You you are you are a guardian in your training a class that has mostly pioneers You have to now think okay, this is my own nature How do I bring what do I bring to the table to so that both of us can still work nicely together? So it's it's it's something that you could look at we could look at and see you can understanding that First of all understanding of their pioneer will help us determine how to approach that training or even forget the training even in the teams How do you approach that team? Yeah, so one key thing is pioneers who have big ideas Don't be too quick to dismiss those big ideas because that's who they are They have big big ideas here and there don't just dismiss it understand that that's where they're coming from and Even if they seem impractical don't just dismiss it That's one key thing I'll add to how you manage a pioneer Right. So for a driver as I said a driver is more six. What is six challenges? That's what a driver does the type that really really six challenges I'll see straight away. Those are the kind of guys that love quizzes in a lot of our training We have quizzes and stuff like that. They they are the ones that After they see the results. They were like what I didn't get how come I got eight I almost got nine that are there the driver. They're so driven. So you'd be wondering what's wrong with this guy What's wrong with that lady? It's just the way they are the other ones are quiet I mean in a class. I've had a quiet class. Where is the quiet person that got hundred percent? the guy that was talking talking talking got seventy percent, but You'll be like oh look at she's so quiet and she got hundred percent. She's quiet doesn't just have personality and The driver is just driven by competition. I wants to do better This are kind of things with driver. So what about the guardian? So again as a reminder the guardian is the one that seeks stability. That's the core Traits for a guardian is seeking stability. So how do you handle or what do you do with it with it with a guardian? Someone that seeks stability in your class. What are the traits? What do you do and any any ideas? Structure is important. Yes. Yes structure Concrete facts give me proven principles. Yeah Those are those are what's important to a guardian. Yeah, he is very methodical structure Everything is in in the right spots and stuff like that. So they are the type that when they come into the class and They see that you didn't the seats are not arranged Properly they would arrange those seats That's the kind of person a guardian is so They're also pretty loyal so very very loyal most guardians are so Interesting traits you could bring into the into the classroom and most likely maybe the Timekeeper could be a guardian, right? Just he's going to basically on the right time You have five minutes left. You have ten minutes left. You have three minutes left They are the types that would do that. So when it comes to process Maybe process driven you're in the team and you want someone to kind of make sure that we follow the process and follow the steps You have key deliverables. You must have a guardian Guardians role we can put those rules for the guardian to handle So that's a guardian. What about an integrator if I remind you an integrator seeks Connection so here's the type that sticks connections if you watch the video you'd have been able to identify those characters Who was the integrator character? So they're they're friendly. They're personable They're in a ways that they're authentically happy with everything and anything and they look for the happy side in things So how when you're doing a training? How do you bring that personality and how do you use that personality in your team effectively? Do you have some integrators in your team Julia? Not really So they Some of the traits is they express Emotions and use stories about people to illustrate any facts or analysis. They turn it into a story So some in five years ago, blah blah blah. They are the storytellers They're the storytellers their friend there and stuff so and they basically bring people together They integrate so you they just come into the room and you know everything everything is alive Because the integrator is there bringing them look. Let's go for let's let's go out for drinks and stuff like that Thank God is Friday that kind of thing So sometimes when there's some hard things are happening on organizations things are down You need those integrators to kind of prop people up so those personalities to bring people up So yeah integrator we have a bit of everything I think but you would have to identify which one your strongest on