2nd Meeting of the CDC Agenda Item 2.2.2

May 2013 MalaysiaDocument 18

Identifying IPPC PCE Facilitators

At the CDC meeting (Dec 2012) there was discussion relating to agenda items 2.2 & 2.3 on the importance of ensuring that the candidates chosen for PCE facilitator training and train -the-trainers training had the types of traits etc best suited to the roles.

With this in mind this paper highlights the competencies and personality types that are most suited for these positions, and suggests the type of testing that can be undertaken to ensure candidates are a good fit. To support the testing there are suggested interview questions (Appendix 1).

Personality

The concept of personality is used to explain the consistency in an individual’s behaviour over time, so a person’s disposition to behave in consistently in a certain way. According to trait theory, human personality is composed of a number of broad traits or dispositions.

Different Models

16 Factor Personality Test

This tests the 16 factors of personality designed by the personality theorist – James Cattell. His test is based on the assumption that each person contains all 16 traits below, to some extent;however they are likely to be high in some traits and low in others. The following personality trait list describes some of the descriptive terms used for each of the 16 personality dimensions.

Abstractedness: Imaginative versus practical

Apprehension: Worried versus confident

Dominance: Forceful versus submissive

Emotional Stability: Calm versus high strung

Liveliness: Spontaneous versus restrained

Openness to Change: Flexible versus attached to the familiar

Perfectionism: Controlled versus undisciplined

Privateness: Discreet versus open

Reasoning: Abstract versus concrete

Rule Consciousness: Conforming versus non-conforming

Self-Reliance: Self-sufficient versus dependent

Sensitivity: Tender-hearted versus tough-minded.

Social Boldness: Uninhibited versus shy

Tension: Impatient versus relaxed

Vigilance: Suspicious versus trusting

Warmth: Outgoing versus reserved

A test was developed based on these 16 personality factors. The test is known as the 16 PF Personality Questionnaire (see Appendix 2 for questionnaire) and is still frequently used today, especially in business for employee testing and selection and career counselling. The test is composed of forced-choice questions in which the respondent must choose one of three different alternatives. Personality traits are then represented by a range and the individuals score falls somewhere on the continuum between highest and lowest extremes.

Results

In terms of the best personality traits using the 16 Factors one would wish to have candidates that scored high on Emotional Stability, Liveliness, Apprehension, Social Boldness and Tension (refer to descriptions above).This model looks across the spectrum of personality traits though it is often found that the traits cluster into the 5 basic personality type groupings which are explained below.

Big Five Personality Test

Over the period of several decades, after much research and analysis, the 16 factors above, were finally encapsulated in what is now commonly referred to as “The Big Five”. The Big Five factors and their constituent traits can be summarised as follows:

Openness – is descriptive of someone who embraces life, values art, shows emotion, seeks adventure, is curious, and seeks a variety of experiences. Openness involves active imagination, aesthetic sensitivity, attentiveness to inner feelings, preference for variety, and intellectual curiosity.

Openness tends to be normally distributed with a small number of individuals scoring extremely high or low on the trait, and most people scoring moderately. People who score low on openness are considered to be closed to experience. They tend to be conventional and traditional in their outlook and behaviour. They prefer familiar routines to new experiences, and generally have a narrower range of interests.

People high in openness tend to have more liberal political views, whereas those who are low in openness tend to be more conservative, and are more likely to endorse authoritarian, ethnocentric and prejudiced views.

Openness has moderate positive relationships with creativity, intelligence and knowledge. Openness is related to the psychological trait of absorption, and like absorption has a modest relationship to individual differences in hypnotic susceptibility.

Conscientiousness - a tendency to be self-discipline, act dutifully, and aim for achievement; they plan rather than behaviour spontaneously. Conscientiousness is the state of being thorough, careful, or vigilant; it implies a desire to do a task well.

Conscientiousness is also one trait of the five-factor model of personality, and is manifested in characteristic behaviors such as being efficient, organized, neat, and systematic. It includes such elements as self-discipline, carefulness, thoroughness, self-organization, deliberation (the tendency to think carefully before acting), and need for achievement. It is an aspect of what has traditionally been called character.

Conscientious individuals are generally hard working and reliable. When taken to an extreme, they may also be "workaholics", perfectionists, and compulsive in their behaviour. People who are low on conscientiousness are not necessarily lazy or immoral, but they tend to be more laid back, less goal-oriented, and less driven by success.

Extraversion – have energy, positive emotions and the tendency to seek stimulation and the company of others. Extraversion is "the act, state, or habit of being predominantly concerned with and obtaining gratification from what is outside the self".Extraverts tend to enjoy human interactions and to be enthusiastic, talkative, assertive, and gregarious. They take pleasure in activities that involve large social gatherings, such as parties, community activities, public demonstrations, and business or political groups. Politics, teaching, sales, managing and brokering are fields that favour extraversion. An extraverted person is likely to enjoy time spent with people and find less reward in time spent alone. They tend to be energized when around other people, and they are more prone to boredom when they are by themselves.

Agreeableness - a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Agreeableness is a personality trait manifesting itself in individual behavioural characteristics that are perceived as kind, sympathetic, cooperative, warm and considerate. In contemporary personality psychology, agreeableness is one of the five major dimensions of personality structure, reflecting individual differences in cooperation and social harmony. People who score high on this dimension tend to believe that most people are honest, decent, and trustworthy.

People scoring low on agreeableness are generally less concerned with others' well-being and report having less empathy. Therefore, these individuals are less likely to go out of their way to help others. Low agreeableness is often characterized by scepticism about other people's motives, resulting in suspicion and unfriendliness.

People very low on agreeableness have a tendency to be manipulative in their social relationships. They are also more likely to compete than to cooperate.

Agreeableness is considered to be a super-ordinate trait, meaning that it is a grouping of personality sub-traits that cluster together statistically. The lower-level traits, or facets, grouped under agreeableness are: trust, straightforwardness, altruism, compliance, modesty, and tender-mindedness.

Neuroticism - a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. Neuroticism is a fundamental personality trait in the study of psychology, manifested by characteristics of anxiety, moodiness, worry, envy and jealousy.

Individuals who score high on neuroticism are more likely than the average to experience such feelings as anxiety, anger, envy, guilt, and depressed mood. They respond more poorly to environmental stress, and are more likely to interpret ordinary situations as threatening, and minor frustrations as hopelessly difficult. They are often self-conscious and shy, and they may have trouble controlling urges and delaying gratification. Neuroticism is a risk factor for the "internalizing" mental disorders such as phobia, depression, panic disorder, and other anxiety disorders (traditionally called neuroses).

One of the most significant advances of the five-factor model was the establishment of a common taxonomy that provided order in a previously disorganised model. What separates the five-factor model of personality from other models is it’s not based on the theory of any one particular psychologist therefore it is not restricted by that theorist. Rather it’s based on the everyday language people use to communicate their understanding of one another.(Appendix 3 –Big Five Personality test).

Results

The above traits cover the whole of the human behavioural spectrum, however for our purposes in identifying the most appropriate PCE facilitators, candidates with high scores in Extraversion and Openness and low scores on Neuroticism are considered to be best suited to the role.

There are many on-line providers of personality testing and analysis. They generally use the above theories. They offer different packages for employers. Some suggestions are:

Another option is to use the attached questionnaires which candidates would complete and return to the Secretariat for compilations and analysis. I could assist with this.

Assessing the Trait Approach to Personality

While most agree that people can be described based upon their personality traits, theorists continue to debate the number of basic traits that make up human personality. Some of the most common criticisms of trait theory centre on the fact that traits are often poor predictors of behaviour. While an individual may score high on assessments of a specific trait, he or she may not always behave that way in every situation. Another problem is that trait theories do not address how or why individual differences in personality develop or emerge. This is why it is important to not totally rely on personality tests when assessing a candidate for a tutor/facilitator role.

Competencies

Acompetency is a measurable characteristic of a person that is related to success at work.It may be a behavioral skill, a technical skill, an attribute or an attitude. Competencies are observable and measurable characteristics of a person that include using knowledge and demonstrating skills, behaviors and abilities that contribute to improved performance.

A competency model is a list of behaviors that define a role, business, team or organization. Competencies differentiate average performers from superior performers and assist any organization in identifying and developing talent.

ProposedCompetencies Model

As shown below, each competency is broken into 3 levels of definition: Overuse, Skilled and Unskilled. In turn, each competency is made up of approximately 3-6Aspects.

Candidates are asked to categorise themselves as being either skilled in this competency, unskilled or tend to overuse it. This is the format of the highly regarded Lominger Model. The ideal PCE Facilitator would be an individual who scored consistently (at least 80%) ‘Skilled’ ,in the following Competencies.

Competencies of anideal PCE Facilitator:

Planning

  • Accurately scopes out length and difficulty of tasks and projects
  • Sets objectives and goals
  • Breaks down work into the process steps
  • Anticipates and adjusts for problems and roadblocks
  • Measures performance against goals
  • Evaluates results

Organising

  • Can marshal resources to get things done
  • Can orchestrate multiple activities at once to accomplish a goal
  • Uses resources effectively and efficiently
  • Arranges information and files in a useful manner

Patience

  • Is tolerant with people and processes
  • Listens and checks before acting
  • Tries to understand the people and the data before making judgments and acting
  • Waits for others to catch up before acting
  • Sensitive to due process and proper pacing
  • Follows established process

Compassion

  • Genuinely cares about people
  • Is concerned about their work and non-work problems
  • Is available and ready to help
  • Is sympathetic to the plight of others not as fortunate
  • Demonstrates real empathy with the joys and pains of others

Approachability

Is easy to approach and talk to

Spends the extra effort to put others at ease

Can be warm, pleasant, and gracious

Is sensitive to and patient with the interpersonal anxieties of others

Builds rapport well

Is a good listener

Creativity

  • Comes up with a lot of new and unique ideas
  • Easily makes connections among previously unrelated notions
  • Tends to be seen as original and value-added in brainstorming settings

Humour

  • Has a positive and constructive sense of humour
  • Can laugh at themselves with others
  • Is appropriately funny and can use humour to ease tension

Listening

  • Practices attentive and active listening
  • Has the patience to hear people out
  • Can accurately restate the opinions of others even when they disagree

Motivating others

  • Creates a climate in which people want to do their best
  • Can motivate people
  • Pushes tasks and decisions down
  • Empowers others
  • Invites input and shares ownership and visibility
  • Is someone people like working with

Presentation skills

  • Is effective in a variety of formal presentation settings: one-on-one, small and large groups, with peers etc
  • Commands attention and can manage group process
  • Can change tactics midstream when something isn’t working

Understanding others

  • Understands why groups do what they do
  • Picks up the sense of the group in terms of positions, intentions and needs; what they value and how to motive them
  • Can predict what groups will do across different situations

Final Conclusion

It is also recommended that for the initial PCE Facilitators that the Personality test and interviews are used to assess the candidates. For the crucial role of train -the-trainers, the additional HR tool of the Competencies framework should be used to identify the most appropriate candidates for the next level of Facilitator.

The above concepts are designed to assist in the selection of the most appropriate individuals to be trained as Facilitators for the PCE. It is clear that facilitators need not be highly intelligent or be intellectual achievers, but they must have the personality and competencies that are the best fit for this role to ensure the IPPC meets its objectives of well trained PCE trainers and users.

Appendix 1

Interview questions for Facilitator role

Tutoring experience

  1. What are your thoughts on general workshop training? Is it valuable? In sessions you have been a participant what are the things you liked or think could have been done better?
  2. What is your knowledge of and experience with the PCE?
  3. What experience have you had dealing with people from culturally diverse backgrounds?
  4. When did you think you might enjoy this role of PCE Facilitator and why?

Instructional Skills

  1. Describe some tutoring techniques or strategies that you are most likely to use?
  2. What techniques do you use to keep participants actively involved during a session?
  3. Describe different participant learning styles and how you adjust lessons to benefit those differing styles.
  4. How would you deal with an unmotivated participant?

Tutoring style

  1. What is your plan/style? What are your goals?
  2. What would a typical session look and feel like?
  3. Can you share with me an occasion when you were tutoring/mentoring/training someone some new – how did you go about it – from start to finish?
  4. What do you think you can bring to this role?

Appendix 2

16 Factor Personality Test

Answering these questions accurately requires honest reflection on how you really think, feel, and act in general and maybe taking the test on more than one occasion.Note: Some of the questions measure personality traits differently than you might expect so it is important to answer as you truly think, feel or act or it may negatively affect your results, so just focus on being honest for the most accurate results.
PLEASENOTE:SELECTINGTHEMIDDLEANSWER MEANS ASTATEMENTIS AROUND50%ACCURATE
Very inaccurate / Very accurate
1 / 2 / 3 / 4 / 5
How accurate or inaccurate are each of the following phrases in describing you? Tick the box to indicate your answer.
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Questions / 1 / 2 / 3 / 4 / 5
1) I want to be left alone.
2) The more useful I am to others, the happier I am.
3) I like to solve complex problems.
4) I am often in a bad mood.
5) I love to read challenging material.
6) I start conversations.
7) I enjoy the rush of risk taking.
8) I like to stand during the national anthem.
9) I distrust people.
10) I bottle up my feelings.
11) I am very indecisive.
12) I am tender minded.
13) I seek quiet.
14) I am frequently helping others but I forget about myself.
15) I am fragile.
16) I am always afraid that I will do the wrong thing.
17) I can handle a lot of information.
18) I am more dominant than submissive.
19) I am open to using recreational drugs.
20) I tend to vote for conservative political candidates.
21) I am very easy going.
22) I am assertive.
23) I reveal little about myself.
24) I am abstract.
25) I am carefree.
26) I want everything to be "just right."
27) I am usually lost in thought.
28) I am not especially interested in abstract ideas.
29) I keep my thoughts to myself.
30) I try to follow the rules.
31) I talk to a lot of different people at parties.
32) I indulge in my fantasies.
33) I can be unsympathetic.
34) I have a need to maintain high levels of excitement.
35) I think most people are too chaotic.
36) I frequently second guess myself.
37) Disorder unsettles me.
38) I make friends easily.
39) I feel comfortable around people.
40) I am adventurous.
41) I believe laws should be strictly enforced.
42) I am aggressive.
43) I am unusual.
44) I like to be in charge.
45) I enjoy wild flights of fantasy.
46) I prefer to finish things ahead of schedule when possible.
47) I am frequently helping others but I forget about myself.
48) I am a very organized person.
49) My thoughtfulness and charitable nature are my foundation.
50) I believe that people rarely tell the truth.
51) I prefer to do things by myself.
52) I am outgoing.
53) I suspect hidden motives in others.
54) I am not easily frustrated.
55) I take control of things.
56) I am a very private person.
57) I am a planner.
58) I live a fast paced existence.
59) I respect authority.
60) I get irritated easily.
61) I am volatile.
62) I like tasks which involve extensive thinking.
63) I continue until everything is perfect.
64) I am easily hurt.
65) I worry about things all the time.
66) I am a thrill seeker compared to most people.
67) I spend a lot of time thinking about past mistakes.
68) I enjoy spending long periods of time by myself.
69) I am exacting in my work.
70) I maintain my spaces in an orderly way.
71) I don't mind eating alone on a regular basis.
72) I have a great need to figure out how things work.
73) I favor the surreal.
74) I am hard to get to know.
75) I get angry easily.
76) I am very relaxed.
77) I prefer strange films.
78) I have an all consuming imagination.
79) I am patient.
80) I daydream extensively.
81) I am extremely sentimental.
82) I am somewhat paranoid.
83) I am wary of others.
84) I put the needs of others ahead of my own.
85) I take things very personally.
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Appendix 3