Talent Management - January 2009 - (Page 47)

Measure Progress, Strive for Excellence POE participants take a combination of assessments, including Human Synergistics International’s Life Styles Inventory (LSI 1 and 2) and Stress Processing Report (SPR), the Myers-Briggs Type Indicator (MBTI) and the Spiritual Competencies Proﬁle (SCP). Through these assessments, small group interaction and reﬂective exercises, the POE program provides pastors with a holistic view of themselves. “Most pastors know they are stressed when they get here,” said Mike Catanzarito, manager of POE. “It’s important for them to be able to monitor changes to see how the program helped them with that.” Mentors like Oliver present the assessments as tools to help participants develop a more complete self-image. “I like to think of this process as cross-sectioning an individual,” he said. “By using these assessments, participants get a three-dimensional view — of themselves, of their relationships with others and with God, of how they handle stress, as well as what they ﬁnd motivating and demotivating.” “When combined, the support materials help participants get a clear picture of who they are. The LSI [2] clearly points out blind spots and hidden strengths, while the SPR adds value by measuring one speciﬁc area [stress],” Catanzarito said. Each POE program takes place over a two-year period. Participants meet for threeEmpowering and preparing employees to deal day retreats three times each year. Teaching pastors how with stress and be aware of their strengths to take care of themselves is and opportunities for improvement can help supported by each retreat’s theme. The ﬁrst one is a selfimprove their performance, job effectiveness discovery retreat, which and ultimately add value to the organization. includes a learning session about the LSI 1 and 2, SPR, MBTI and SCP followed by , discussion of participants’ proﬁles. Subsequent retreats focus on solidifying leadership competencies by developing community re- Enhance Effectiveness With lations, their relationships with God, their capacity to Awareness, and Plan for Change lead and character. Participants complete the LSI 1 and For many participants, POE is their ﬁrst exposure to 2 and the SPR two months before the program begins self-assessment inventories. After learning about the and take them again two months before the two-year assessments, participants are debriefed in one-on-one program ends to measure their progress. sessions. Then they discuss their proﬁles with other The LSI 1 measures thinking styles, and the results participants. Mentors provide coaching and lead discussions of the proﬁles participants generate, and are presented on a circular graph called a circumthere is a counseling department on-site for support. plex that shows the relative strength of 12 thinking and behavioral styles, which are grouped into Con- Once participants understand and accept their feedstructive, Passive/Defensive and Aggressive/Defensive back, they develop action plans that are monitored and styles. Constructive styles characterize self-enhancing adjusted at subsequent retreats. thinking and behavior that contribute to one’s level “I have them look at areas where there are differences of satisfaction, the ability to develop healthy relation- in perceptions of self and the views of others,” Oliver ships, work effectively with people and proﬁciency in said. “After discussion, I encourage them to seek deeper accomplishing tasks. The LSI 2 is ﬁlled out by others insight into their blind spots and to claim their unrecand provides information to address blind spots that ognized strengths.” can derail effectiveness. The SPR measures how well individuals deal with stress at work, at home and in The assessments offer POE participants an opporeveryday life. Pastors are educated on the assessments, tunity to ask questions, make connections and gain and they learn to interpret their results, as well as insight. Sharing and analyzing the proﬁles becomes an those of others. opportunity to understand and own their results and January 2009 talent management magazine www.talentmgt.com 47 http://www.talentmgt.com

Table of Contents Feed for the Digital Edition of Talent Management - January 2009

Talent Management - January 2009 Editor’s Letter Contents Human Performance Leading Edge Learning Connections Integrate Web 2.0 Into the On-Boarding Experience Show ’Em the Money: Compensation Trends 2009 Transition at the Top How Hollywood Manages Talent and What You Can Learn Get the Most Bang With Limited Training Bucks Life After Layoffs Attract Specific Talent Groups Performance Management: Its Time Is Now Helping the Helpers Advertisers’ Index Editorial Resources Full Potential

Talent Management - January 2009

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