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Step I- THE ERL

back. Step I- THE ERL. THE ERL! Keep in mind that your under-standing must be passed on, for many reads until they ‘get it’ right. Why is the ERL a double vertical line?. Step I- THE ERL. Because it is easier to see in the myriad lines that often confuse our clients in the early stages.

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Step I- THE ERL

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  1. back Step I- THE ERL • THE ERL! Keep in mind that your under-standing must be passed on, for many reads until they ‘get it’ right. • Why is the ERL a double vertical line?

  2. Step I- THE ERL • Because it is easier to see in the myriad lines that often confuse our clients in the early stages. Of course this is but a small portion of the actual graph So, what about that ‘T’ in the center of the ERL, above?

  3. Step I- THE ERL • But the ERL has TWO meanings. Do you know what they are? • And can you explain them? If you have had many reads from a Reader, you should, though many clients dismiss this. • Take a moment and tell me what you know… it will save us time when I touch it up, rather than bore you with what you already understand.

  4. Step I- THE ERL • To provide a bit more efficient definition, let’s review the ERL- the energy reserve level. • First, this line represents the midpoint of the particular profile. The ‘NORM’ line, as all psychological tests provide. • If a dark bar ends to the left of the line, this profile has less than the average person. To the right, more than the average person for each trait. Pretty simple, right? The distance from the ERL is the intensity of that trait, positive or negative.

  5. Step I- THE ERL • Secondly, the ERL represents a quantitative level of something we call the Energy Reserve Level. Only the most expensive psychological testing identifies this as we do. • Explanation to your Client: It is like a hidden battery pack, allowing the individual to make changes, big or small, in their profile on the fly. • Then, to back it up, we want to give them a personal, real life example.

  6. Step I- THE ERL • Remember that definition! Then, add to it by example: • “How long have you been in this business, John?” (Almost always, as a manager, more than a year!) • “I bet you can recall many times where the call was not going the way you expected, and you had to become more persuasive, friendly…” And we do that because of the available energy reserve.

  7. Step I- THE ERL • It is important, in your discussion of the ERL, that you do not get too specific. Let’s look at why… • In our thirty plus years of development, we have found that the ERL has about a three point swing, either way from its CENTER, depending on mood, illness and such. Thus, a ’55’ today could be as low as 49 later, or 61. This depends on if the 55 was a high or low on the testing day. The problem is, we don’t know!

  8. Step I- THE ERL • How did we find this out? In retest situations, where a Manager might find a reason to give the evaluation to an individual a second time, say a year or more down the road, the profile Basic, the dark bars, will most often be very similar, perhaps varying in intensity levels, while the ERL will vary as much as six points, either way… Usually, much less.

  9. Step I- THE ERL • Continuing, the ERL is also not something we can sharply identify for every person. The reason? • Say two people have the same ERL, maybe 50. But one has a strong Type A, the other a Type B. They will NOT have similar energy attributes… But there are some similarities…

  10. Step I- THE ERL • At the edges of the spectrum, say 30-35, and 57-62, there are similarities for any profile. At the low end, there is very little energy reserve to make any change at all, the lower, the less likely it will happen. • At the upper end, almost all profiles will be visibly more energetic, until, at 60 plus, they can hardly sit still… How does this help define the individual? Let’s explore…

  11. Step I- THE ERL • Super high ERL, especially above 59, that is 60-63, are so energetic that they can hardly sit still. Not to listen, not to work, not to function, and this is defined, clinically, as ADHD or previously, ADD. • We are NOT allowed to diagnose, as the evaluation is not designed for that purpose. So, if we see a super high ERL, then what?

  12. Step I- THE ERL • We first ask if the Manager saw this visible energy. Usually the chair waggles, or a foot, or they are overdone in gestures. If they did not, we suggest the possibility of medications, but advise them they cannot ask… They must only observe. • If they saw it, the example comes from hundreds of clients who have hired, struggled and fired, with the same complaint. “Could not get them to listen, to do the job, to stay put!” Sounds like ADHD, doesn’t it? But we did not diagnose!

  13. Step I- THE ERL • But, what if it is low? Like 35, or so. Tell the story: • Several years ago, one of our clients was an Industrial Psychologist, who asked us to help him in his hiring for his personnel firm. On one profile, when we began to explain the low ERL, his comment was,“What you see is what you get, always! No ability to change!” A perfect example.

  14. Step I- THE ERL • But everyone in between the extremes has a degree of similarity, just not as well defined. For example, someone with a medium level ERL might adjust to fit a necessary profile for only a few minutes, while on a call, and subside back to his or her Basic Self when done. Others, with higher ERL, might sustain that change for hours, or even all day.

  15. Step I- THE ERL • But in making a big change, it is similar to taking off a raincoat, like your personality, and hanging it up by the door. Then you might be expected to be someone totally alien for the workday. • This is asking for turnover… People simply can’t sustain it, and the pressure turns into stress, and that turns into turnover… But, again, the higher the ERL, the easier to sustain it…

  16. Step I- THE ERL • It works both ways. Not only do we require a particular set of traits that work well, and we try to build our employees into it, the other way is to take some dynamic, take charge individual and put them in a low power, deep stress position, details and boredom, and that, too, provides for turnover… • Makes sense, as most psychological discussion should… right?

  17. Step I- THE ERL • A good example of that is my own history. Because I aced the science and math portion of the college entrance exams, and had a background as a teen aged radio amateur, I was steered into the Electrical Engineering studies. This would, by its very nature, require great patience, focus to detail and such, none of which I have… Armed with my BSEE, I lasted two years out of college before I bolted… PS: Most closing, and most explanations are best done with stories, either from your own experiences or someone else’s!

  18. Step I- THE ERL • Another helpful hint: Many of the profiles you will be explaining to a Manager will be very much like someone you know, personally. Your ability to phrase your comments to describe that individual and people like him or her will make you more personable, and less clinical… • However, a caveat: Never name the person, nor indicate the relationship…

  19. back Step I- THE ERL • Okay, we have defined the ERL. First we brought the Manager’s focus to it. I like to point out the ‘T’ in the center and have them circle it. Then we explain the two parts of the ERL that it represents… The norm and the quantitative value. • To move on, please define the ERL as you have learned, to this point. If live, do it now, to me.

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