What is a target?
A target is a recipe for success in a specific job culture or program. Just as a recipe will only include the necessary ingredients from a grocery store, a target will include the necessary PAIRIN attributes. This is typically between 8 and 20 attributes per target. The target will also show the ideal quantities (gold bar ranges) for each attribute.
Targets can be created in a variety of ways such as employee based, national data, or job description. All accounts come with a Career Launch target. This target encompasses 14 attributes and their ranges to help individuals develop the skills needed to launch into a job or career they love. The Imperatives target is for organizations focused on development, who have had individuals complete PAIRINOLOGY 101.
There are no limits to how many targets you can have on your account; play around and see what works best for you!
What is a custom target?
A custom target is created based on real people who are successful in your organization. Once you have had your top performers for a particular job or context survey, we can use their data to determine what are the most important attributes and corresponding intensity ranges needed to excel in that role.
What do the gaps above and below a target mean?
When looking at an individual against a target, you may see a gap between their scores and the target’s desired intensity range. These gaps fall into one of two categories, both of which benefit from coaching conversations:
Gap below a target (skill to develop)
Skill gaps where the individual’s score falls below the target range is a skill to develop. In regards to hiring, this is an area that may cause tension on the part of the organization. Take a situation where you are interviewing an individual for a management position who scores in the low intensity range for Correcting Others - they have difficulty giving timely and/or constructive feedback to others. But this position requires the individual to give feedback to a team on a regular basis. As the interviewer, this is an area to explore within the interview to see if the candidate is aware of the gap and would like to develop this skill.
Gap above a target (skill to check)
Skill gaps where the individual’s score falls below the target range is a skill to check. In terms of hiring, this is an area that may cause tension on the part of the individual. For example, say a candidate scores in the high intensity range of Collaboration & Teamwork - they love to work with others to a common goal. However, they are applying for a job where they will be working independently the majority of the time. As an interviewer, this is an area you would want to explore during the interview to ensure this would be a good fit for both parties.