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Using Personal Assessment Tools to Chart Your Path [Video]

Jul 20, 2017 in CPP Connect | 0 comments

What do you truly want to be when you grow up, regardless of where you are right now? Or how would you rather be earning a living? To find a career path, and ultimately a job that suits your interests and values, career counselors nationwide offer personality assessment tools such as the Strong Interest Inventory and the SuperStrong. In “Going Strong,” professional development experts (Catherine Rains, Karen Gonzalez, Darrell Mockus and Chris Mackey) explore how and why these assessments work, both for students who may be selecting majors or internships, and for adults who want more fulfillment in their professional as well as personal lives. Watch the video here. The below video is a great way to get a first-hand feel about the Strong Assessment from the people most passionate about it. To learn more about the SuperStrong assessment on the VitaNavis platform (brought to you by CPP Innovation Labs), visit the webpage here. “When you’re starting off in life or even if you’re in the middle of your career, you can learn a lot about yourself just by asking a few questions. Like what kind of hobbies you have, what kind of job titles interest you, what kind of physical tasks do you like to be doing, what kind of people do you like to be around. These questions tell you about your interests, and your vigor and persistence – the drive you have toward reaching those goals.”   This video is published on UCTV, the University of California Television. University of California Television (UCTV) is a public-serving media outlet featuring programming from throughout the University of California, the nation’s premier research university made up of ten campuses, three national labs and affiliated institutions. Launched in January 2000, this academic initiative embraces the core missions of the University of California — teaching, research, and public service — through quality, in-depth television that brings to life the tremendous range of knowledge, culture and dialogue generated on UC’s diverse campuses. Reaching the public through cable, online, YouTube, iTunesU, Roku, and mobile apps, UCTV transports knowledge far beyond the campus borders and into the homes and lives of inquisitive viewers around the globe. UCTV explores a broad spectrum of subjects for a general audience, including science, health and medicine, public affairs, humanities, arts and music, business, education, and agriculture. Program formats include documentaries, faculty lectures, research symposia, artistic performances and...

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MBTI Step II Facets: Can We Be Too Accommodating?

Jul 19, 2017 in MBTI Talk | 0 comments

If you missed it, you can see the first blog post in this series here and the post on the other side of this facet, Questioning, here. I often ask people who report Accommodating on the MBTI® Step II™ Interpretive Report if they are too accommodating. Usually, the reply is a straightforward and accommodating “yes!” Accommodating people tend to pick their battles when faced with differences of opinion. As a result, they are sometimes seen as “wishy-washy” and as pushovers. When we accommodate too much, it might even look like we don’t care—not good if we want to be part of the decision-making process in the future. For those of us who are Accommodating, it can be very difficult to suddenly switch gears. I know when I try not to accommodate and my point of view is questioned, I just can’t help but see the other side (just like you can flex your MBTI preferences, you or your client can also practice flexing your MBTI Step II facets). This makes it difficult for me to continue to question. It might look like I’m just giving in, but I’m not. My coaching takeaway is that I need to clarify why I agree in a clear and logical way to better get my point across while also keeping in the forefront what I might have disagreed with in the first place. Want to learn more about flexing Step II Facets? Take a look at the eBook we created to explain that here. Specifically, see page 17 onward to read about flexing the Questioning and Accommodating facets. Question: In the MBTI® Certification Program, I teach three reasons why the Questioning–Accommodating facet is often out-of-preference. Do you know what those three reasons...

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CPP CEO Jeff Hayes Joins ISA Board

Jul 12, 2017 in CPP Connect | 0 comments

CPP company president & CEO Jeff Hayes will serve on the board of The Association of Learning Providers (ISA), the only industry specific association devoted exclusively to the issues and needs of business leaders in the training and performance industry. Hayes will serve on the ISA board for the next three years, helping to guide the future direction of the association. “The ISA provides a wonderful network of training industry professionals that are always willing to leverage their tremendous expertise and resources to help fellow members,” said Hayes. “I consider it a true honor and privilege to join the board and look forward to working with my associates to make ISA an even more effective association.” Sparking innovation in training by harnessing diverse perspectives Founded in 1978, ISA’s members bring a rich variety of research, experience and expertise, and share a passion for new ideas and better solutions. This serves the organization’s aim of fostering connection and community through a trusted network with a vast wealth of knowledge, and igniting innovate thinking by harnessing diverse perspectives. Its board includes members from such organizations as Systemation, Amplify Growth, ExperiencePoint, Integrity Solutions, Crisis Prevention Institute, West End Consulting, Powerspeaking, Inc., Center Creative Leadership. Hayes, who joined CPP in 1987, has led the company through expansion into Europe, Asia, Latin America and the Middle East, as well as the launch of its Professional Consulting Services practice and Technology Division, among numerous other initiatives. Hayes discussed the events leading up to his current service on the board: “When I was invited to join ISA several years ago I was particularly interested in being part of an association dedicated to helping companies in our space succeed,” said Hayes. “ISA has not only a clear vision, but also a track record of empowering executives in the training, learning and performance consulting industry grow their business.” Hayes has been an ISA member for six years, serving for the past three on the Awards Committee (including as Chair in 2015 and as Co-Chair in...

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MBTI Step II Questioning Facet: In-Preference and Out-of-Preference

Jul 5, 2017 in MBTI Talk | 0 comments

If you missed the first blog in this series, check out the overview here. Or you can watch this video that covers all 20 MBTI Step II facets. As I mentioned previously, we’re going to cover the Thinking-Feeling facets first starting with Questioning and Accommodating. This facet in particular deals with how a person responds to differences in a point of view. Questioning in-preference can come off as a bit harsh at times. I tell a story in my MBTI® Certification Program about a participant who started every question with the phrase “But you said…” while holding up her index finger. When I brought this to her attention, she denied that she asked questions that way but then looked around the room to see others confirming that this was true. With some coaching from other participants, she learned to ask questions another way. She now starts them like this: “Help me understand….” Another participant tapped—and at times pounded her fist—on the table as she asked questions (I learned to stop jumping after the first few times this happened). Again, this person was not even aware of it, but when we brought it up she caught herself as she asked her next question. Just bringing this behavior to her attention helped her see that asking questions this way may not be getting her the answers she wants and needs. Out-of-preference Questioning behavior often looks a bit different. Have you ever noticed how some people ask a question in an apologetic way? They look like they’re sorry they’re asking the question but can’t help but ask it. I sometimes ask these people whether they have been given feedback from others that they ask too many questions and, if so, how that makes them feel. Typically, they say yes, and that they feel like they’re being a burden. So for them, asking questions feels uncomfortable. And yet, they still need to ask their question. I remind them that asking questions is a valuable way for them to make decisions but that this inconsistency in behavior (people with a preference for Feeling tend to report on the Accommodating side of the facet) can lead to confusion and even mistrust from others.  People with midzone results on Questioning–Accommodating tend to ask lots of questions on topics that are of particular interest to them but fewer to none in areas that are not as interesting....

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Helping U.S. Navy Teams Find Synergy

Jul 2, 2017 in CPP Connect | 0 comments

It’s always interesting to us to know the story of where some of our assessments came from, and we wanted to share the FIRO-B assessment backstory because it’s one of the most fascinating histories we’ve heard. In the 1950’s, the United States Navy approached psychologist William Schutz and said, “We’re having a really hard time with teams on submarines. We don’t know how to put people together, and you can imagine being underwater in close quarters for six months can be a trying environment. We want to know how to effectively put teams together so there’s synergy and productivity. This can be a really stressful environment, and we need to make sure these teams won’t implode when things get heated.” So Schutz when to work on the research and what he came up with was a version of the FIRO-B. Essentially he said in any interpersonal relationships we have three needs: the need for control, the need for inclusion, and the need for affection. But we also have one of these needs that we try to fulfill first, because it’s the most important to us. So these three needs are either expressed externally by people, or wanted internally. The way Schutz looks at this was if one person expressed that need, and another person wanted that need, then both people can easily work together because both are having their greatest needs met. In another case if someone is expressing a need and no one wants it (or vice versa) then it would make sense that someone in that team is going to be pretty frustrated. The first need is inclusion. One of the things we’re seeing in the workplace with the increase of virtual employees and global organizations that have people that are connecting from all parts of the world is the question of “how do we know how much to include people, or how much people want to be included?” So the question we should be asking is “how much do you want to be included?” What level of inclusion is welcomed by people and what level starts to feel intrusive? Like what you’ve read? Check out one of our recent webinars: Linking Employee Productivity and Interpersonal...

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