Maintenance Technology July 2014 - (Page 9)

UPTIME There are several efﬁcient predictive istics are often overlooked. Interestingly, there are several efficient predictive assessment tools available to help determine the Science Fit of a candidate. By its nature, a predictive assessment tool should be especially appealing to today's M&R leaders and decision-makers. Let's dig deeper into how this type of assessment can work. Science Fit assessments- selecting for success Can candidates for M&R leadership positions thrive in your organization? Will they be confident self-starters? An assessment process designed to predict a candidate's "right fit" measures the following traits, behaviors, styles and attitudes: 1 Inherent Character Traits: Individual character traits don't change once they are established at about age 15. These traits include personality, initiative, sensitivity and common sense. "Inherent Character Traits" describe the candidates' talents in terms of what they CAN do ("self-management") and include: ■ Enterprising Orientation: A measure of potential for planning and directing one's self effectively; an indication of the candidate's ability to establish, focus on and achieve personal goals. ■ Achievement Orientation: A measure of the factors that motivate a person to achieve and to do their very best. These are the internal motivators. ■ Independence Orientation: A measure of a person's need for structure, feedback or affirmation, and team orientation. 2 Learned Behaviors: How individuals respond to situations is based on what they have learned from personal experience and observations. The two Learned Behaviors include: ■ Comfort with Conflict: A measure of how comfortable the person is in situations where actual or potential conflict exists. JULY 2014 assessment tools available to help determine the Science Fit of a candidate. By its nature, a predictive tool should be especially appealing to today's M&R leaders. ■ Emotional Quotient: A measure of a person's ability to monitor their own emotions and those of others, and act accordingly. 3 Learned Communications Styles: How individuals communicate is also based on what they have learned from personal experience and observations. The two Learned Communications Styles include: ■ People Orientation: A measure of how a person builds relationships with others and the degree to which they enjoy meeting or working closely with others. ■ Analytical Orientation: A measure of a person's interest in learning for its own sake and their comfort/preferences dealing with detailed technical information. 4 Attitudes and Beliefs: How an individual thinks and feels will change as experience and situations change. Attitudes and beliefs influence how we think and feel but do not necessarily reflect long-term responses to situations. They are, however, indicators that can provide valuable information in the short term. The five Attitudes and Beliefs indicators include: ■ Uncertainty Indicator: Indicates how accurate the person's attitudes and beliefs measurements are. ■ Self-Confidence Scale: A measure of how much the person feels in control of his/her life and circumstances. ■ Lifestyle Management Scale: A measure of how well the person is coping with stresses in his/her life. ■ Commitment Reluctance: A measure of a person's ability to commit to career responsibilities and his/her comfort in asking others to make and keep their commitment. ■ Listening Style Scale: A measure of a person's attention and active listening to others. A call to action The Science Fit assessment described above exists in a robust, proven, statistically reliable instrument called ManagementPro (selfmgmt.com). While it has not yet been used for selecting M&R leaders, I have completed this selfassessment and reviewed my profile with interpretive experts. Based on the powerful insight this tool delivers, I am confident it can be used as a successful model for selecting individuals with the ability or potential to be the future M&R leaders that industry needs. We must begin ASAP to establish this type of assessment and associated selection profile. The next step: Identify a group of successful M&R leaders to assist in validating this assessment instrument as a valid predictor of job performance and retention. This M&R Leaders Norm Group should include representatives from various industrial sectors who are: ■ Currently employed, successful maintenance or reliability directors, managers or engineers; or ■ Recently retired maintenance or reliability directors, managers or engineers; and are ■ Certified Maintenance & Reliability Professionals (CMRPs) by the Society MAINTENANCETECHNOLOGY.COM | 9 http://www.selfmgmt.com http://www.MAINTENANCETECHNOLOGY.COM

Table of Contents for the Digital Edition of Maintenance Technology July 2014

Maintenance Technology July 2014