Overview of Predictive Success and the Predictive Index

1. Using Human Analytics - Uncovering the Hidden Value in Your Most Valuable Resource Rob Friday Managing Principal, Predictive Success 416-910-7904 rfriday@predictivesuccess.com Copyright 2010 to PSC

2. Agenda Introductions What are your top people challenges? Are your people in the best possible role? Are they being managed for success? What is your Business Impact Data How is it measured? Solution Development & Implementation Q & A Next steps…. 2 5/13/2010

3. Who is Predictive Success? Canadian Licensee for Predictive Index (Wellesley Hills, MA, USA) Canadian Team: David Lahey, President, Toronto, Ontario, Canada David Osborne, Vice President, Halifax, Nova Scotia, Canada Rob Friday, Managing Principal, Toronto, Ontario, Canada Doug McCann, Managing Principal, Vancouver, British Columbia, Canada Helen Rodrique, PI Consultant, Montreal, Quebec, Canada Gary Brown, Managing Principal, Ottawa, Ontario, Canada John Lobraico, Managing Principal, Toronto, Ontario, Canada Bob Woodcock, Managing Principal, Mississauga, Ontario, Canada John Watson, Chairman & PI Consultant, Toronto, Ontario, Canada Roger Banting Managing Principal, Toronto, Ontario Silias Dain, Managing Principal, Saskatoon, SK Dr. Todd Harris, PhD, Director of Research, Boston , MA Successor to the John Watson Group Inc. 100+ of Fortune 500 as clients includes many Canada’s Top Corporations Canadian Head office is in Whitby (Toronto), Ontario, Canada Ernst & Young Top 80 Firm for 2008 Copyright 2010 to PSC

4. PI Worldwide: Who We Are • International management consulting organization, since 1955 Helping companies be more successful by focusing on their human capital assets 52 years of success and growth 2009 (32%) 50+ Licensees in over 180 countries 300 Consultants 7,500 Companies using PI, including some of the very best sales organizations 48,000 Trained analysts currently utilizing PI 4 Copyright 2010

5. Our clients are in good company… Among our clients…………. The world’s largest shipping company Maersk The world’s largest cereal company Kellogg The world’s largest escalator company Schindler The world’s largest inspection company SGS The world’s largest software company Microsoft The world’s largest food company Nestle The world’s largest computer company Dell The world’s largest packaging company Tetra Pak The world’s largest oil company Exxon The world’s largest theme parks company Disney The world’s largest furniture company IKEA The world’s largest earthmoving company Caterpillar 5 Copyright 2010

6. You will be in great company… Many of the World’s Largest Companies put their trust in the Predictive Index… Schindler + More than 100 of the 2009 Fortune 500 List of companies use Predictive Index!

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8. Educational Institutions Use / teach Predictive Index Copyright 2010 to PSC Boston College Rutgers

9. Using Human Capital AnalyticsMoving to Evidence Based Management “The most frequent sources of problems and failure in a job are a result of mismatched personalities…… …… and not through a lack of skill, knowledge or experience” Davenport & Harris

10. New Science of Winning for 2010+ New age of information and technology now leveraged to make better use of people Use data and analytics to position your company for success Organizations at the top use human analytics to foster optimal performance Amazon, Barclay's, RBC, Google, Capital One, Harrah's, Procter & Gamble, Microsoft, and the Boston Red Sox

12. The Right People “ The executives who initiated transformations from good to great did not first figure out where to drive the bus and then get the people to take it there. No, they first got the right people on the bus (and the wrong people off the bus) and then figured out where to drive it.” “The right people will do the right things and deliver the best results they’re capable of, regardless of the incentive system.” Jim Collins Good To Great 12 Copyright 2010

13. War for performance…. 13 Copyright 2010

14. What drives exceptional performance? Copyright 2010 to PSC

15. Personality, behavioral profiling and the environment Behavior = The Function of Personality combined with the Environment,or B= F(PE) Behavior is flexible, changeable and adaptable. Personality is not.

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17. Metric provider Predictive Index® Confidential to PSC and QSB 17

18. Extroverted, Sociable Reserved, Introspective B EXTROVERSION Patient, Relaxed Driving, Intense C P A T I E N C E Formal, Conforming Informal, Independent F O R M A L I T Y D Factors Relative to Norm NORM LOW Relative to Factor A - measures the drive to exert one’s influence on people and events. Factor B - measures the drive for social interaction with other people. Factor C - measures the intensity of a person’s tension and pace. Factor D - measures the drive to conform to formal rules and structure. A D O M I N A N C E Copyright 2010 to Predictive Success

19. The Norm…we have over 1 million data points A V DRIVE DRIVE EXTREMELY LOW VERY LOW MODERATELY LOW MODERATELY HIGH VERY HIGH EXTREMELY HIGH The Sigma Scale 20 Copyright 2010 to Predictive Success

20. …Worth 1000 Words Low Level of Patience = Sense of Urgency High Level of Dominance = Take clear direct action where needed Innovative, venturesome, critical of “the book” You Proactive, take charge style, emphasis on initiative, competitive drive to get things done The Job You on the Job 20 Confidential to Predictive Successs

21. For measuring you need objectivity A behavioral instrument that helps us understand how someone responds to their environment and the people in it. Predictive index is a tool that helps answer questions like: What motivates people to action? For what kinds of work are they best suited? What meets their needs, and therefore unleashes their greatest energy and best efforts? How do they reach their judgments around people and things? What is their basis for judgment? Confidential to PSC and QSB 21 4

22. PI Differentiation 22 Copyright 2010

24. Manners

25. Expressiveness

26. Interests

28. Skills

29. Training

30. Experience

31. Education

33. Self motivation

34. Stability & persistence

35. Maturity & judgement

36. Aptitudes/capacity to learn

37. Temperament/behaviour patternsMost managers make their hiring decisions based on Levels I & II… and their decision to fire based on Level III

38. PI measures level III potential Copyright 2010 to PSC Can Do Will Do

39. Gut + Science = better decisions Confidential to PSC and QSB 25

40. Key Connections…who’s in your team? YOU People to people: Individual Relationships Departments, Teams, Groups: Organizational Relationships

41. Authoritative Scientific Specialist Diligence Venturer Creative Analytical Operational ProActive Altruistic Persuasive A over C ReActive Altruistic Social Interest Craftsman C over A Promotional Know what you are looking for before you hire The PRO for your key role… Job Model D A B C D A person being considered for this position will be required to efficiently execute these behaviors constantly in this position. A/C = ProActive, starter, new ways, initiative B/C = Quick with people, reads people, optimistic A/D = Decisive, action oriented, deal with uncertainty & change B/D = Flexible, poised, informal D/C = Follow thru, planner, options organizer, care about the rules High B = Open, positive, outgoing Low C = Quick, sense of urgency, multi tasking, do it now High A = Competitive, growth, resourceful It is also important to consider a candidate’s intellect, maturity, life experience and attitude in addition to the persons natural behavior discovered via the Predictive Index Survey. Individuals with these PI profiles have Natural Behaviors required in the Director position Individuals with these PI profiles must work hard to modify behavior to be successful as a Director Control Copyright 2010 to Predictive Success

42. Business life Cycle - Launch > Build > Maintain Your success as a Leader will need to demonstrate: •organization building while multi-tasking •tension between democratic/ participative vs. autocratic/ entrepreneurial •expert maintenance •process control •task management • entrepreneurial drive •push change •compete Leadership Strategy

43. Organizational/Succession Planning 29 Confidential to PSC and QSB

44. Our Value Proposition

46. For a Complimentary Predictive Index Assessment & Report Contact Rob Friday Managing Principal, Predictive Success Toronto/GTA Ontario 416-910-7904 rfriday@predictivesuccess.com