PEER TEACHING 1 - REVIEW

A New Term: DOMAIN which is a collection of

related Competencies

Team 1’s Pillars = Competency

Domains which are not
Competencies, all Leaders are
expected to be competent in every
domain although weightages of
different domains can be expected to
be different for job roles and
organisations.
 What Is the Boyden Leadership Model?
The Boyden Leadership Model (BLM) is the result of
Boyden’s innovations in leadership advisory: a
synthesis of academic investment, client
collaboration and business partnership
with Nicholson McBride. It combines meta-analysis
on strategic leadership with expertise in talent
advisory and business psychology.
BLM provides quantitative and qualitative analysis of
nine core leadership competencies grouped into
three areas of intelligence:

•Cognitive – leading the organisation

•Social – leading people
•Emotional – leading yourself

https://www.boyden.com/boyden-leadership-model/index.html
Selection of Talent
Week 4
Difference between JD and Success Profile

What is a Job Description? What is a Success Profile?

1.Job Description Definition: A job description or JD is a document that describes
the general tasks, or other related duties, and responsibilities of a position. It may
specify the functionary to whom the position reports, specifications such as the
qualifications or skills needed by the person in the job, and a salary range.

2.Success Profile Definition: A success profile is a tool to use to encourage

maximum fit between the employee and job required. Developing the profile is a
process which allows you to quickly and accurately identify the competencies and
motivations needed for successful job performance

https://ethoshcs.com/job-description-vs-success-
profile/#:~:text=The%20goal%20is%20to%20shift,business%20needs%20and%20
company%20objectives.&text=By%20completing%20the%20Success%20Profile,a
%20new%20hire%20to%20accomplish.
Selection Process

Example of Job
Description provided in
LumiNUS
Peer Teaching 2
Selection of Talent: Overview of Tools and Pros/Cons
Leadership Competencies Assessment Matrix
Example of Hypothetical Interview Question

What would you do

if you discovered
the cure for
COVID-19?
 Past Behaviour Predicts Future Behaviour

Behavioural Interviews give more insights on likely behaviours

12
 Planning For Behavioral Interviews
• Knowledge Targets—Technical and/or professional information
needed to perform job activities successfully. What people know.
• Experience Targets—Educational and work achievements
needed to perform job activities successfully. What people have
done.
• Competency Targets—A cluster of behaviors performed on a
job. What people can do.
• Personal Attribute/Motivation Targets—Dispositions that relate
to satisfaction, success, or failure in a job. Who people are.
Putting together a Selection Plan
The STAR Guideline

Situation/Task = Why?
Action = What done and how done?
Result = Effect of Action
Planned Behavioral Question

Target: Planning and Organizing

Example #1
Tell me about a time when you needed
to complete several things at the same
time. What did you do to get the work
done?
Incomplete STAR – usually the Result is missing
Every morning before the restaurant opens,
there’s a lot to do to get it ready—restocking,
cleanup, taking markdowns, things like that. Last
weekend, 3 people called off sick on the same
day, so we had even more prep work than usual.
So I prioritized the work based on what would
have the greatest impact on customers—
restocking, cleanup, things like that. Then we did
the lower priority things during the day as we had
time.
STAR #1
Every morning before the restaurant opens,
there’s a lot to do to get it ready—restocking,
cleanup, taking markdowns, things like that. Last
weekend, 3 people called off sick on the same
day, so we had even more prep work than usual.
So I prioritized the work based on what would
have the greatest impact on customers—
restocking, cleanup, things like that. Then we did
the lower priority things during the day as we had
time. The restaurant was fully stocked and
looking good when we opened.
STAR #1—Situation/Task
Every morning before the restaurant opens,
there’s a lot to do to get it ready—restocking,
cleanup, taking markdowns, things like that. Last
weekend, 3 people called off sick on the same
day, so we had even more prep work than usual.
So I prioritized the work based on what would
have the greatest impact on customers—
restocking, cleanup, things like that. Then we did
the lower priority things during the day as we had
time. The restaurant was fully stocked and
looking good when we opened.
STAR #1—Action
Every morning before the restaurant opens,
there’s a lot to do to get it ready—restocking,
cleanup, taking markdowns, things like that. Last
weekend, 3 people called off sick on the same
day, so we had even more prep work than usual.
So I prioritized the work based on what would
have the greatest impact on customers—
restocking, cleanup, things like that. Then we did
the lower priority things during the day as we had
time. The restaurant was fully stocked and
looking good when we opened.
STAR #1—Result
Every morning before the restaurant opens,
there’s a lot to do to get it ready—restocking,
cleanup, taking markdowns, things like that. Last
weekend, 3 people called off sick on the same
day, so we had even more prep work than usual.
So I prioritized the work based on what would
have the greatest impact on customers—
restocking, cleanup, things like that. Then we did
the lower priority things during the day as we had
time. The restaurant was fully stocked and
looking good when we opened.
False STAR
Every morning before the restaurant opens,
there’s always a lot to do to get it ready—
restocking, cleanup, taking markdowns, things
like that. But we must have the right attitude and
I always do my best to plan and somehow, I will
manage.
How to manage your line of questioning
Candidate Provides Interviewer Asks
Partial STAR → One or more follow-up
questions.
False STAR → Follow up to get a true
STAR.
Complete STAR → Ask for another STAR
under the same planned
question or ask another
planned behavioral
question for this target.
Question 1
Behavioral? Theoretical? Leading?

You say you like working with others.

Does that mean you like working in a team?
Question 2
Behavioral? Theoretical? Leading?

What happened as a result?

Question 3
Behavioral? Theoretical? Leading?

You say their processes are inefficient.

How would you change them?
Question 4
Behavioral? Theoretical? Leading?

Why did you decide to do that?

Skill Practice 1 – 20 mins
• Target Role: Restaurant Manager – make decisions on
operations and service

1. In your breakout groups, one person to be the candidate while the rest of you take
turns to ask suggested questions to gather STAR evidences.

2. Stay on the same question (others can follow-up) until your group gets 2 complete
positive STARs and 1 negative STAR.

3. The candidate will try your best to give incomplete STARs or poor answers but must
be reasonable to allow complete STARs.

4. Those waiting for their turn should take notes

 Key Actions
Identifies problems and
DECISION MAKING opportunities
Identifying and understanding problems and opportunities by Gathers information
gathering, analyzing, and interpreting quantitative and qualitative Interprets information
Generates alternatives
information; choosing the best course of action by establishing Evaluates alternatives and risks
clear decision criteria, generating and evaluating alternatives, Chooses an effective option
and making timely decision; taking action that is consistent with Commits to action
available facts and constraints and optimizes probable Considers others’ perspectives
consequences.
1. Usually we try to identify a small problem and correct it before it becomes a major problem. Give me an
example of a time when you identified a small problem before it became a big one.

2. It is commonplace to make decisions very quickly, especially when under pressure. Tell me about a time
when you made a decision too quickly.

3. Describe a situation in which you found it hard to accept or reject a recommendation. What did you decide,
and why?

Collect complete STARs for these questions to decide on the Rating for Decision Making
How would you rate Decision Making competency
• Consolidate the STARs your group has

• Discuss evidence (behaviours observed)

based on this rating scale: 3 = Acceptable—Meets criteria for successful job
performance
• Decide on your rating individually
4 = More Than Acceptable—Exceeds criteria for
successful job performance.
• Now, input your rating into ZOOM chat in
this format: Group X, Score Y 5 = Much More Than Acceptable—Significantly
exceeds criteria for successful job performance
• Fishbowl Activity:
– Let’s observe a group review their evidences
2 = Less Than Acceptable—Generally does not meet
and come to consensus on Final Rating in 5 criteria for successful job performance
mins
– What are your observations? 1 = Much Less Than Acceptable—Significantly
– What are your suggestions to improve this below criteria for successful job performance
process?
Debriefing – Behavioural Interviews
• What questions do you have ? Group Coursework
You are expected to design a selection plan
for your selected target role and one of the
• What are the challenges / selection method must be behavioural
interviews.
potential pitfalls?

You will record you interview with your 2

• What did you learn from this candidates (only one try each) and share 15
simulation mins worth of excerpts of ‘evidences’ to
support your evaluation and
recommendations for the final submission
and presentation
Welcome to the world of Psychometric Profiling
For you, with compliments from KOSH Consulting
How to claim your gift?

• We will set-up test linked to your NUS email address.

• You will receive an email invitation.
• Set aside 30 mins to complete the survey in ONE sitting
• Do NOT think, just respond spontaneously
• You will receive your profile in Week 6: Feedback
Summary of Key Learnings
• Selection Methods
• Behavioural Interview
• Psychometric Profiling

• Start thinking about the your Selection Plan for your for
your Target Role

• Plan your Behavioural Interview