1. Reseller Training Session

2. Tool Design

3. How was Reflect Developed? Competencies Collaborated with industry experts 900 corporate recruiters around the world Content Deep collaboration with Hogan in a comprehensive process to ensure content relevancy Product Features/Design Extensive market research with individuals and companies around the globe Results Scales “normed” against a population containing 50%-50% mix of students and working adults 3

4. Reflect Workflow 4 Users complete a set of over 500 online questions at their own pace. Within seconds of submitting the assessment, they can access their results. The Hogan assessment that powers the Reflect tool is translated in 22 different languages. AssessDiscoverImprove Users should take the assessment in their native language as the assessment also culturally appropriate for every user. The Reflect report, however, is only available in English.

5. Reflect Workflow 5 Users receive a personalized report that provides an evaluation of their skills in 10 competencies deemed critical by recruiters and businesses. The personalized report includes specific ways to immediately enhance strengths and address potential areas of challenge. Individuals can access career benchmark data to understand which competencies drive success in 14 job families. AssessDiscoverImprove

6. With the guidance of tips, videos, and articles chosen based on assessment results, users will uncover ways to better handle challenges, solve problems, and interact with peers and future colleagues. Build a library of resources, keep track of progress, and learn from recognized experts in key disciplines. Mark actions as completed or add own actions. Leverage Reflect features and benefits for three years. Reflect Workflow 6 AssessDiscoverImprove

7. Benchmarking 7 Each job family includes information on the competencies that are important for performance for a specific job. The competencies on the left hand side of the screen will reshuffle when you select a job family. These will still be your individual results, simply reordered based upon the job family. If your personal profile does not completely align with the job you have, or would like to have, it does not mean that you cannot be a top performer in that position. It serves as a “gap analysis” and indicates that you should focus your development efforts on the critical competencies listed within your current or ideal job. 1. Select a Job Family 2. See How Competencies Align

8. Reflect Competency 8 Results are displayed on a “personality spectrum” with two ends, left and right Both the left and right side of the spectrum has their own unique strengths and weaknesses

9. What is Measured?

10. Hard Skills vs. Soft Skills Cognitive / Hard-Skills For which n is the remainder largest when the number 817,380 is divided by n? What is the value of (n + 1) 2 ? 1. n 2 - 6n = -9 2. (n-1) 2 = n 2 – 5 If we increase the area of a circle by 32% calculate the approximate increase in the radius of the same circle in terms of a % Psychological / Soft-Skills If it feels good, do it I know why stars twinkle I always practice what I preach I am not afraid to make mistakes I try not to let work interfere with pleasure What can you conclude from each?

11. Why do Soft Skills Matter? 11

12. What Does Reflect Measure? 12 Reflect measures soft skills as your natural personality traits People develop coping mechanisms and behaviors over time Reflect helps accelerate personal development by suggesting new behaviors Your core personality Behaviors you’ve developed to counter core personality traits Additional behaviors developed by using Reflect

13. Personality & Behavior 13 Personality is who you are— a combination of emotional, attitudinal, and behavioral response patterns What is personality? Behavior is the range of actions or mannerisms made by an individual What is behavior? Personality is a strong driver of Behavior PersonalityBehaviorReputation

14. Your Responses Represent: (Prudence items): 1.I frequently do things on impulse. 2.People think I’m a non- conformist. 3.I like to do things on the spur of the moment. 4.I never know what I will do tomorrow. 5.Sometimes I enjoy going against the rules. TrueFalse           “I am a fun, spontaneous individual that looks forward to starting each day with a clean slate, ready to meet whatever challenges life has to offer.” identity

15. Our Interpretations Represent: (Prudence items): 1.I frequently do things on impulse. 2.People think I’m a non- conformist. 3.I like to do things on the spur of the moment. 4.I never know what I will do tomorrow. 5.Sometimes I enjoy going against the rules. TrueFalse           Individuals responding this way tend to be inattentive to details, resist supervision, ignore small process steps, not plan ahead, and rarely think through the consequences of their actions. identity reputation

16. The Science of Personality Background Over 450 validation studies, 30 years in 40 countries to predict performance in a range of jobs and industries Three million working adults assessed to predict performance in more than 200 occupational categories covering all major industries Hogan implemented in over half of Fortune 500 companies Support for 22 languages Third Party Reviews Buros Institute of Mental Measurements British Psychological Society (BPS) 16

17. Reflect Starts with the Full Hogan Assessment 17

18. 42 Personality “HICS” 18 Hogan Items  Reflect Score SELF-DEVELOPMENT (Hogan) STRATEGIC SELF-AWARENESS (GMAC) Competitive Easy to Live With CultureReadingImaginative Hogan Development Survey Education Skeptical

19. The Reflect Norm Group: Who is Included? 19 50% business school students plus 50% global workforce Hybrid approach provides appropriate “mix” for the target market

20. An Above Average Comparison Group Example Results Distribution – General Population

21. Translation Approach Adaptation Maintain integrity and content of the original assessment while ensuring cultural sensitivity and relevance 1.Does the translated item read correctly (grammar, syntax, etc.)? 2.Does the translated item address the same content as the original item? 3.Does the item possess cultural relevance? Will it make sense or possess the same meaning to users in the target language? 4.Does the translated item maintain the same strength of wording as the original item (e.g., “I love public speaking” versus “I don’t mind public speaking”)?

22.  How can Hogan ensure that scores mean the same thing across cultures?  Short Answer: Equivalence Analyses & Global Norms  Adjective checklists  Are there any cultural differences in scale scores?  Short Answer: Yes, but small in magnitude  Hogan’s research concludes that the effects of culture on personality and culture are hard to define – we are more alike than we are different. Cultural Implications

23. The 10 Competencies Spectrum 23  There is no ideal or perfect range for any competency for Reflect  The round dot indicates where you scored in relation to the center of the spectrum  Each side has their own unique strengths and weaknesses What is the ideal range?

24. Competency Model

25. The 10 Competencies 25 10 Key Competencies 900 Global Companies

26. Reflect Overview: The 10 Competencies Strategic Vision 26  Combines one’s own ideas with those of others to envision the possibilities and map out a road to a better future.  Generates new and unique ideas; makes connections among previously unrelated notions; adds value to situations requiring original thinking Innovation  Takes into account project priorities and available resources to reach goals in the most efficient, timely, and cost effective way possible. Operational Thinking  Recognizes and understands issues, problems, and opportunities; develops potential alternatives or courses of action; selects a course of action based on likelihood of success. Decision Making  Recognizes own strengths and weaknesses and uses that information to guide personal growth and development. Strategic Self-Awareness

27. Reflect Overview: The 10 Competencies Resilience 27  Performs well under pressure or challenges (e.g. time, ambiguity, etc.); rebounds quickly from a setback.  Establishes high performance standards for self and others; assumes personal ownership and accountability for achieving goals. Drive  Communicates persuasively in individual and group situations; adjusts approach, tone, language and non-verbal cues to the characteristics and needs of the audience. Interpersonal Intuition  Builds trust-based relationships with people by treating them with dignity, respect, and fairness, while valuing their diversity in background and views. Valuing Others  Develops positive working relationships that emphasize team accomplishment in conjunction with individual contribution. Collaboration

28. 92% of respondents gave a rating of 50 or higher 80% of respondents gave a rating of 80 or higher Top “additional” competencies cited by corporate recruiters were either knowledge based (project management, technology skills), or cognitive (critical reasoning, analytical skills). The 10 Competencies: Alignment Why only 80%?

29. The 10 Competencies: A Global Model 29 Global breakdown, 900 companies…How well do competencies align?...

30. Reflect Coaching

31. Key messages (pre-assessment) Take assessment in the language where you have the greatest level of proficiency in reading and interpretation. Be prepared! There are over 500 questions which may seem very repetitive in nature. While this may seem tedious, our process ensures the most accurate results. Read carefully to make sure you understand the question - but answer with your gut response i.e. “how you would react 90% of the time”. If you feel tired, bored, need a break – take one (you can resume from anywhere – even your phone) Questions will appear to repeat – this may seem tedious but it helps us generate the most accurate results. Workflow for Reflect is Assess, Discover, Improve Assess – Complete the assessment Discover – read results and flag materials you want to work on, read, watch, or do Improve – personal work plan you create for your own professional self-development

32. Key messages (post-assessment) The tool is among the most accurate soft skill assessments available today Some of this may not “jive” with how you see yourself – this is normal (and important!!) Tool measures your personality and preferences - “who” you are. Awareness is key point. Personality has an outsized influence on behavior early in your career (20’s to mid 30’s), in new situations, or when under pressure or stress. Competencies selected by 900 global corporations as “what they look at” when evaluating and sourcing talent Comparison group is an ELITE set of individuals – not general population High is not necessarily good, low is not necessarily bad – there is NO IDEAL RANGE Focus is on changing your BEHAVIOR – new tools to enhance your interpersonal skills Start small – pick 1 or 2 things to try for 30 days (don’t “go big”)

33. Results Coaching 33  There is no ideal or perfect range for any competency for Reflect  The round dot indicates where you scored in relation to the center of the spectrum  Each side has their own unique strengths and weaknesses What is the ideal range?

34. Interpreting Your Results: Innovation 34 May find that you struggle with following through or executing tasks May have difficulty focusing when engaging in repetitive processes or detailed tasks “Dark Sides” of High Results Practical approach likely allows you to determine the true feasibility of ideas Likely prefer implementation over brainstorming “Bright Sides” of Low Results

35. Interpreting Your Results: Operational Thinking 35 May struggle with unexpected change May be intolerant of uncertainty or ambiguity “Dark Sides” of High Results May be “at your best” during times of change Likely exhibit a “results focused” attitude “Bright Sides” of Low Results

36. Interpreting Your Results: Decision Making 36 May not involve others in the decision making process May be perceived as overly confident and inflexible by peers “Dark Sides” of High Results May foster a sense of collaboration by involving others in decision making Likely generate simple solutions or follow proven processes without attempting to “reinvent the wheel” “Bright Sides” of Low Results

37. Interpreting Your Results: Strategic Vision 37 May overanalyze situations when a simple solution is best May lose sight of short-term implications of “big picture” ideas “Dark Sides” of High Results Likely are aware of short term implications and current issues Take the initiatives/visions of others and provide evaluations or appropriate actions given short term implications. “Bright Sides” of Low Results

38. Interpreting Your Results: Strategic Self Awareness 38 May be overly concerned with the approval of others May be overly self-critical “Dark Sides” of High Results Likely seen as self-confident in times of stress May not be easily influenced by social pressures or opinions of others “Bright Sides” of Low Results

39. Interpreting Your Results: Resilience 39 May underestimate the gravity or severity of certain issues Others may interpret you as nonchalant or too laid back “Dark Sides” of High Results Others probably appreciate the clear passion you exhibit for your work Probably exhibit urgency to complete tasks in a timely manner “Bright Sides” of Low Results

40. Interpreting Your Results: Drive 40 Competitive nature may inhibit your ability to work in collaborative environment May be seen as overly competitive by colleagues “Dark Sides” of High Results May be seen as the consummate team player Others may see you as unassuming and humble “Bright Sides” of Low Results

41. Interpreting Your Results: Interpersonal Intuition 41 May overanalyze nonverbal behavior of others Others may perceive you as being “inconsistent” as you use social savvy to adjust your message & behavior to different audiences “Dark Sides” of High Results Others likely appreciate your honesty May be respected for ability to be forceful and deliver the tough message “Bright Sides” of Low Results

42. Interpreting Your Results: Valuing Others 42 May worry too much about others feelings when making business decisions Tend to focus on “people issues” and may overlook business issues in lieu of “people issues” “Dark Sides” of High Results May be appreciated for ability to deliver “business results” Likely known for meeting deadlines and getting things done “Bright Sides” of Low Results

43. Interpreting Your Results: Collaboration 43 You may struggle when tasked with an individual project or assignment May unnecessarily seek to involve others “Dark Sides” of High Results You likely excel at creating work products on your own Likely excel in work environments where individual contribution is valued “Bright Sides” of Low Results

44. Wrap Up Notes to Facilitators

45. What’s Unique About Reflect? More than an Assessment: Personalised results with a broad range of learning resources that help students create action plans to further their educational and professional development and drive their future success. Uses the Language of Business: Results presented through the lens of business may help users better understand and promote themselves to employers. A Proven Competency Model: The 10 competencies have been deemed important by over 900 corporate recruiters around the world. 20+ Languages: The assessment is available and has been culturally adapted for use in 20+ languages. 45

46. Notables Bulk purchases includes onsite facilitator training Access to aggregate results for all users Access to the tool and all resources for three years Assessment available in 22 languages

47. Sample of Facilitator Training Activities