Predictive Index-Tern Criteria

CRITICAL FOR TERN

• A > C and the C needs to be below the mid-point (exept for cognitive and high mental energy)
• A > D even if they are both on the higher side.

…. B > A as long as they are not bull-shitting. A is above mid-point

• What are the show-stopper profiles for the Tern role? I've done the assessment again and I still get the same Highish A, low C, corporate hook D
• Low A, High D. Fear of failure is greater than doing the own thing.
• High C
• General notes
• Low A are collaborative because they lack self-confidence.
• Look at the gap between what you want and the person’s profile
• Download the management guide and you have to be able to tick every box
• If your factors are mid-point (Situational), then it is a lost easier to flex.
• High cognitive people have a better core ability to learn how to do things differently.
• Self Concept is NOT a profile. Never read this to make decisions. You should look at how it is different from the Self. PI will not tell you:
• Whether I am capable of adapting
• Whether I am skilled to adapt
• Whether I enjoy making these adaptations
• M level = to keep it simple, just double the Self M number
• My highest factors
• A > C = pro-activeness.
• A > B = allows for analytical thinking. Task is more important than the social. Relationships is more important than the tasks. She doesn’t like having difficult conversations with other people. She doesn’t want to assertively do things.
• A > D = independent decision making and risk taking
• Tom
• E factor is far to the right - he needs his facts. Will slow down decision making
• Moderate profile
• Will do it with some consultative

• Rohit
• D factor is not low enough. High Cognitive and the E is within the realm
• Charlotte
• She is super objectively driven; this slow down decision making further
• She will only take decisions where there is no risk
• She will good at coming up with options to make decisions
• She is an implementer, not a strategist.
• She doesn’t like conflict but she can follow rules
• She is a tactical safe pair of hands
• If there is no process, she will come to me
• Employ her but make sure there is no ambiguity
• If someone has very high cognitive skills (say 95% or above), are there certain profiles I can consider taking forward to interview?
• You are not only looking at the Cognitive Score but alos the % correct rate e.g. if someone did 31/33 questions (e.g. Charlotte Baron), she did things very methodology
• If they have attempted too many questions, look at the area and how they did (abstract, numerical, verbal). You will often see one area where it is not their strongest area.
• Anything above 300 is a smart person
• In the training, we are told to look at the two factors with the widest spread and highlight whether the two factors are both Low, Across or both High? And for every profile, you can theoretically look at six factor combinations which becomes very confusing. Do I just look at the top one OR the first two that have the widest spreads to form a view? OR do I only look at the factors that go ACROSS?
• Management strategy section
• A.B
• A.C
• A.D
• How big a deal is someone with low energy?
• e.g. Charlotte Baron is at 31. I took the view that if someone was less than 60 in energy, I wouldn't bother interviewing them given that the Tern role is generally long hours and taxing.
• e.g. Alexandar Jackson - great PI but the energy is super low.
• e.g. Patrick Connolly - great profile but super low energy. Also, PLI looks very low.
• DON’T WORRY TOO MUCH ABOUT THIS. Only focus on < 20 or > 120.
• e.g. Charlotte - she can work long hours. Average is 72.
• Can be successful with low M factors
• Exhaustion can translate into de-motivation
• How often does somebody do poorly on PLI on the first test but does a lot better on the second? e.g. Patrick Connolly. I also don’t want to give people a second chance in which case they practise and do a much better job.
• What is the point of self-concept or synthesis if the only thing that matters is SELF? Apart from understanding if a) they are demoralised and b) how much energy do they have.
• e.g. Dan McSweeney has a good self-concept. Doesn’t that show they can adapt?
• e.g. Satnam Basra - look at the D between Self-Concept (very high) and Self (low)
• What about self is great but self-concept isn’t e.g. Alexandar Jackson’s D?
• What about someone who is low A but demonstrates high A in self-concept (shows you can change). A is low but in self, she is able to demonstrate that her A is great. e.g. Charlotte Baron, Freddie Mills

Candidates to discuss

• Dan McSweeney - very high A. Seems like 8/10 match. Why?
• Alexander Jackson. Great self but the self-concept has a low D-shouldn’t I be worried

General guidelines

• B and C can be learned; A and D is more difficult.
• If you hire high A, give them responsibility. Agree the Outcome. Make sure you have a high cognitive. High A with low Cognitive is dangerous.

Edward Foggin

• B > A
• A is the same as D
• D with a corporate hook
• His Self-Concept shows he can do the job

Low C vs High C

• Low C - you’ve been here for a full 3 months. Why haven’t we gotten done so many things?
• High C - you’ve been here only for 3 months. Appreciate that you need more time to get to know things.

How is it possible for someone to become a senior person without having a high A?

Does high cognitive replace some of the bad traits in a person?

Cliff edge - low A, high D. Why is that?

Super low D - they get exhausted if you ask them to be super precise and pay attention to detail.

Low B people analyse things too much and it slows things down.

Calculated Risk Taker

• If it is big, you'll process it yourself first and speak
• Other people will speak up about it first

Moderate risk taker.

High Cognitive = abs min 250. Ideally > 300.