The PAIRIN Process: Measure, Map, Develop

The PAIRIN process is made up of three phases: Measure, Map and Develop.

Measure

The first phase, Measure, is taking the PAIRIN survey. The survey can be taken in a variety of languages, and has audio and definition assists for each of the 300 adjectives. During the first half of the survey, the individual will check the adjectives that describe how they currently are. The second half of the survey is optional, but highly recommended. The same list of adjectives will be presented, but this time the survey taker will select adjectives that describe how they would like to be. Once they click submit, they survey is automatically scored.

The survey can be taken on any device and in any location with internet access. It measures over 100 attributes related to personal and professional soft skills, including attributes such as initiative, problem solving, critical thinking, creativity, productivity, grit and interpersonal skills.

Map

Viewing the data makes up the second phase, Map. PAIRIN survey data can be viewed in a variety of ways.

If an individual takes the second half of the PAIRIN Survey, the system will show both their Real and Ideal scores for each attribute. Real scores will show as the solid circle for each attribute, while the Ideal score will show as the dotted circle.

Ideal scores are a great way to see where and how much an individual would like to grow in each attribute. Ideal scores can be toggled on and off within PAIRIN Pro.

Each attribute is mapped on an intensity scale, scoring in a low, moderate or high range. High intensity is not good and low intensity is not bad, desired intensity ranges are context specific.

Just as a low intensity in Collaboration & Teamwork would be desirable for an independent research position, a high intensity in that same attribute would be desirable for a school teacher. Real scores will show as the solid circle for each attribute, while the Ideal score will show as the dotted circle.

Data can also be mapped to targets. Targets are like a recipe for success, and contain the attributes and quantities needed for success.

The target range for each attribute will show as a gold bar in the system, while the individual score will be plotted as a dot. Comparing an individual’s scores against a target allows you to see any gaps and areas for development at a glance. This is helpful for both hiring and employee development.

Finally, data is mapped to PAIRIN’s 11 behavioral charts. These plot each individual in relation to different axes on a four quadrant grid.

Some of these charts include view of people (how individuals perceive the abilities and behaviors of most others), work approach (how individuals aspire and endeavor), mentoring style (how individuals guide and encourage others), response to coaching (how people perceive and make use of coaching), among others.

The greater the distance the plotted point(s) are from the midpoint, the more intense a behavior becomes. Highly intense behaviors appear at the quadrant corners (diagonally farthest from center). Charts are divided into 9 scoring areas in relation to the two attributes being compared. If both behaviors are intense, the individual will be plotted in area 1, 3, 7 or 9. If both behaviors are moderate, the individual will be plotted in the larger middle section (area 5). If the behaviors are a combination of intense and moderate, the individual will be plotted in area 2, 4, 6 or 8.

These charts are a valuable resource to gain additional insight into an individual or team. When you click on a dot or an individual’s name, the system will generate additional information about where that individual falls in relation to the axes. By viewing a team or group, clusters of dots will bring trends to light.

Develop

The last phase is Develop. During this part of the process, an individual works on a certain soft skill or set of soft skills. PAIRIN has 54 soft skill curriculum courses, and over 250,000 words of coaching content within the system.

Regardless of what methodology you select to develop your people, PAIRIN survey data will inform you on what to develop and how open a person is to development, all so you can be as effective and efficient as possible.

People often wonder what is the difference between a coach approach and a curriculum approach.

1. PAIRIN’s curriculum is instructor-driven. Its purpose is to pass on systematic, objective knowledge: what is the skill, what are its benefits, and strategies for development. It provides learners opportunities to practice and receive feedback on their progress.
2. Coaching is driven by the learner. It helps the learner take ownership of refining and developing what they have learned. Coachees identify their own goals, areas for development and solutions for moving forward. This is achieved by the coach providing a safe, creative and non-judgmental space, asking thought-provoking questions and listening to help the coachee explore, reflect and make decisions.

Though the process may seem linear, it is actually cyclical. After developing, the individual can re-survey, and the process begins over again.