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PDA Analyst Certification Seminar Welcome

PDA Analyst Certification Seminar Welcome. Introductions:. Name Organization and current position Are you familiar with PDA? Share with us some particular features of your behavioural profile. I see myself as…. Analyst Kit. PDA Manual Complete Guide of the PDA System. Analyst Kit.

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PDA Analyst Certification Seminar Welcome

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  1. PDA Analyst Certification Seminar Welcome

  2. Introductions: Name Organization and current position Are you familiar with PDA? Share with us some particular features of your behavioural profile. I see myself as…

  3. Analyst Kit PDA Manual Complete Guide of the PDA System

  4. Analyst Kit Power Point of the Seminar Slides of the PDA Seminar

  5. Analyst Kit Laminated Sheet– “Juan Gonzalez” Guide to the Interpretation of the PDA Charts

  6. Resource Kit Laminated Sheet– “Analyst’s Guide” Guide to the Interpretation of the PDA Charts

  7. Logistics • Start • Finish • Coffee Breaks • Lunch Time

  8. Agenda • PDA • Theoretical Concepts • Perception, Semantics, Self-concept, Self-consistency • Interpretation of the Axes “independently” • Self-Control axis • Integration of the axes • Lines of interpretation • Intensity of the axes • Motivation

  9. Agenda • Interpretation of Profiles for “Combined Axes” • Interpretation of 2 and 4 axes • Lines of Interpretation • PDA Universe & 26 Reference Profiles • Indicators for a more In-Depth Interpretation • PDA Behavioral Profile Charts: Natural & Role Behaviors • E – Level of Energy • EB – Energy Balance • DMS – Decision-making style • PI – Profile Intensity • PM – Profile Modification • FT – Form Time (completion time of PDA form)

  10. Agenda • Definition of the Position Profiles • Process and skills required for leading workshops • Development of skills to deliver feedback

  11. Personal Developement Analysis What is the PDA System? It is a powerful tool that, through a simple, accurate and scientific methodology, allows you to describe and analyze the behavioral profile of individuals. It also allows users to evaluate the behavioral demands of a position and to generate detailed compatibilities applicable to various HR processes.

  12. What does PDA allow us to do? • Know the strengthsand the areas of opportunity of the person in relation to the business... • Better understand how to effectively leadthe person... • Better understand how to communicate, and how to relate to the person... • Clearly identify what motivatesthem... • Know what their style is for making decisions • Among many other characteristics of their “behavioral profile”…

  13. Based on this we conclude… …PDA allows you to know the people, whether applicant or employee, in order to... • Placethem in positions and assign them appropriate responsibilities ... • Allow them to deploy their “natural style” of behavior • Train them effectively ... • Lead and coach them successfully ... • Integrate them positively with their “work teams”.... ... Thus allowing them to reach and display their highest productive ability ...

  14. PDA does not… Does not measure: • … Pathology: This means that PDA cannot assess the psychological health of the individuals… • … Level of Intelligence: PDA does not have indicators to determine whether or not the person is intelligent… • … Performance: PDA does not describe the performance of the individuals, but describes the Job Profile, with their strengths and possible weaknesses in order to perform in certain positions • Remember that a person’s success is not only determined by their Job Profile, but is also influenced by their experience, motivation, training, guidance and leadership among several other factors…

  15. PDA: Areas of Application • Identification of the key skills of the positions • Definition of tasks and subtasks • Align the positions with the business and marketing strategy • Analysis of successful contacts in each position • Correlation of the candidate’s profile vs. the position • Information for the interview • Identification of training needs • Analysis of strengths and weaknesses vs. the corporate competencies • Detection of potential • Identification of skills • Reassignments • Analysis of strengths/ Areas of improvement • Coaching • Communication • Leadership Style • Decision-making Style • Strengths and weaknesses • Areas of opportunity • Career guidance • Selection • Detection of Potential • Areas of development • Coaching Potential & Development Defining Positions Leadership & Management Recruitment & Selection Outplacement Induction & Training Young Professionals

  16. Your Expectations What do you hope to obtain from this seminar?

  17. Our Expectations • Demonstrate that PDA is very useful and applicable in many processes of Human Resources • Explain the fundamentals and theories on which the PDA system is based • Share the “concepts and indicators” to properly administer and interpret PDA • Do many practical exercises... • Have fun!

  18. Theoretical Basis

  19. William M. Marston (1893-1947) Psychologist and inventor, he developed the “Theory of Personality” which is described in his book “Emotions of Normal People” (1929). It describes the underlying principles of the PDA database: “Behavior is a function of a person in response to their perception of their environment”

  20. William M. Marston In other words...: each one of us will respond to a particular situation according to how we perceive, understand or interpret it For the development of the “Theory of the Structure of Personality”, described and developed in his book “Emotions of Normal People”, Marston bases it on various theories and concepts: • Perception • Theory of Self - Consistency • Theory of Self - Concept • Semantics

  21. Among his inventions... • Theory of DiSC • Wonder Woman • Polygraph (Lie Detector)

  22. PERCEPTION

  23. Perception We know that “Perception” is a deep psychological process, associated and mixed with our history, our experiences, our memories, our present situation, that is… associated with our “Self”.... Definition: ...the way we receive, individualize, and interpret the world around us.

  24. Perception is formed by… Selective attention of stimuli…

  25. Perception is formed by… Howmany “E”s do yousee? • “..The best structure will not guarantee results or performance. But the wrong structure is a guarantee for failure”.. • Peter Druker

  26. Perception is formed by… Howmany “E”s do yousee? • “..The best structure will not guarantee results or performance. But the wrong structure is a guarantee for failure”..Peter Druker

  27. Perception is formed by… Selective attention of stimuli… The organization of our stimuli…

  28. Perception is formed by… Selective attention of stimuli… The organization of our stimuli... Interpreting experiences in order for them to make sense

  29. “Perceptions” are not an objective reality, but people tend to create their own reality... Conclusion

  30. Self-Concept Theory IDEAS ABOUT OURSELVES

  31. Our idea of who we are FRIENDS PARENTS I am I can I should I could etc. SCHOOL CHURCH • COLLEAGUES

  32. Ideas about ourselves.... It is claimed that human beings, from birth to the age of 16-18, develop, as a result of their experiences, a relatively concrete and stable perception of “self”. Paralell to this, they will also develop a certain “expectation” of what the environment requires of them. On this basis, Marston believes that: “Individual Behavior” is determined, in part, by the interaction between the self-concept and the permanent adjustments to the demands of their environment... Self-Concept Theory

  33. So, the purpose of “Human Behavior” is to... PROTECT MAINTAIN PRESERVE The self-concept itself... Self-Concept Theory

  34. Self-Concept Theory ...therefore people will tend to behave consistently with what they believe... At PDA we are saying “...let us know who you are and we will predict “how you will behave”

  35. Theory of Self-Consistency “People will accept and assimilate ideas consistent with what they believe and reject ideas inconsistent with what they believe”

  36. Theory of Self-Consistency • “The mind works as an unit, an organized system of ideas” • All ideas belonging to the system must be consistent with each other

  37. SEMANTICS

  38. Semantics • Study of: • The language • The use of words

  39. Semantic Concepts Key words: Marston studied the properties of approximately 3000 words and proposed an extensive list of words that refer to different “styles and trends of behavior”, called key words

  40. Semantic Concepts Through his studies Marston concludes that the interpretation that each person gives to each of the words is associated with how they perceive them… and as we have already seen: every person perceives according to their “self concept” This means that according to their “self concept”, each person would have positive or negative connotations, different in each case to every perceived word...

  41. Perceptions Semantics “Self” concept The birth of the tool… Self-consistency • So Marston developed the instrument to understand and analyze the “SELF CONCEPT”, and predict the behavioral profile, the “natural behavior profile”

  42. The birth of the tool… According to the words selected by the assessed individual, the amount of words selected and the hundreds of millions of possible combinations, the “Behavioral Profile Chart” is obtained which can identify, describe and predict the Natural Behavior of the person Two identical lists of 86 “key” words, for the person to complete the form independently and spontaneously, selecting or discarding each word according to their own perception of each..

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