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CPP Acquires UK-based OPP

Nov 10, 2016 in CPP Connect | 1 comment

We’re excited to share news today that we’ve acquired UK-based OPP, one of Europe’s top business psychology product and services providers. By combining the talents and resources of the two companies, CPP plans to create an internationally recognized brand umbrella for its line of products and services, which includes some of the world’s most widely used psychometric assessments. Through the acquisition, the company aspires to more readily fulfill its aim of helping people be better through a deeper understanding of themselves and others in order to lead more productive and fulfilling lives. OPP specializes in personality assessment, enabling people and organizations around the world to increase their effectiveness through the innovative application of psychological tools and techniques. It’s the exclusive European distributor of several market-leading psychometric tools, including the Myers-Briggs Type Indicator® (MBTI®), FIRO®, TKI™ and CPI 260, providing high-impact results for personal development, such as teambuilding, leadership development, communication and conflict resolution. Building on OPP’s stellar performance record OPP has been CPP’s largest and best performing channel partner for over 25 years, during which time it has developed deep expertise in CPP’s product lines, as well as strong sales channels in the UK and in Europe. CPP has been particularly impressed with OPP’s ability to create innovative new content that addresses local market needs, as well as develop effective consulting and research services, training programs and supporting solutions and products. Through the acquisition, CPP plans to align its business strategies to: Capitalize on the skills and expertise of the OPP team Unify sales and distribution across the US, Europe, Singapore and Australia, as well as throughout CPP’s global distribution network Enable innovation and speed to market The creative forces of CPP and OPP will collaborate in the development of class-leading product suites and solutions, thereby enhancing and expanding CPP’s existing product and service portfolio. “By combining these two great companies, we believe we will create something stronger than the sum of their respective parts,” says Jeff Hayes, President and CEO of CPP, Inc. “Together we will deliver on our mission to inspire everyone on the planet to know, use, and share the power of personality.” Meeting the needs of a diverse global market The acquisition will give CPP additional scale to orchestrate and execute on multiple initiatives.  In addition, CPP will be better positioned to meet the needs of diverse markets–to think globally, yet act locally through a unified business...

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Washington State DOT Gives Green Light for Leadership Training with the CPI 260 Tool

Oct 24, 2016 in CPP Connect | 0 comments

Washington State Department of Transportation is concerned with more than just roads. They’re also responsible for aviation, ferries, bicyclists, railways, public transportation and more. They’re stewards of multimodal transportation systems that are complex, intertwined, and tasks with ensuring safety no matter the method of transportation. In addition, they’re environmentally conscious about all projects and programs, and are supported by more than 6,800 full-time employees, including engineers, vessel captains, maintenance technicians, environmental specialists, planners, and many others. Given the vast number of responsibilities and projects, WSDOT was looking for a way to enhance their leadership training programs to better enhance individual leader’s knowledge, skills, abilities and confidence. They were looking to improve interactions throughout the organization, starting from the top down, while also reducing costs by increasing individual and team efficiency. After considering multiple tools to enhance leadership development initiatives, WSDOT chose the CPI 260® assessment to aid in their development programs and have had incredible results. Paul Ganalon, Leadership Development Administrator at WSDOT, said they used the tool primarily “to help current leaders understand their interpersonal style, way of leading, motivation and personal characteristics having to do with their managerial responsibilities. Also, to identify leadership characteristics to help the individual grown and develop.” Take a look at the full case study below to learn more about how the Washington State Department of Transportation uses the CPI 260...

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Allianz Global Improves Leadership, Teamwork with the FIRO-B Tool

Sep 7, 2016 in CPP Connect | 0 comments

Allianz Global Investors is a leading active investment manager with a strong parent company and a culture of risk management. With 25 offices in the US, Europe and Asia Pacific, they provide global investment and research capabilities with consultative local delivery. Allianz Global has a rich history, started over 125 years ago they now serve over 82 million clients in 70 countries. With over 540 investment professionals in the high-stress position of managing billions in assets, Allianz was looking for a tool to decrease the inevitable conflict between individuals, improve team effectiveness, and increase individual engagement and leadership potential. The firm had already been using the MBTI assessment but was looking to add another layer of insight for their employees to improve and increase their self-awareness. Marissa Palumbo, the Global Learning and Development Associate at Allianz Global Investors recently shared that the company chose to use the FIRO-B tool to improve teamwork and better execute management development initiatives, sharing that the tool was “great for self-awareness”. Take a look at the case study below to learn more about how Allianz Global Investors used the FIRO-B tool:                                                                                                              ...

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Executive Office of the President Uses FIRO-B for Team Development

Jul 22, 2016 in CPP Connect | 0 comments

To provide the President of the United States with the support that he or she needs to govern effectively, the Executive Office of the President (EOP) was created in 1939 by President Franklin D. Roosevelt. The EOP has responsibility for tasks ranging from communicating the President’s message to the American people to promoting our trade interests abroad. Overseen by the White House Chief of Staff, the EOP has traditionally been home to many of the President’s closest advisors, including the Council of Economic Advisers, the Council on Environmental Quality, the National Security Council, the Office of Management and Budget, the Office of National Drug Control Policy and many more. With all these important advisors working together, you can bet that at some time or another, their priorities will not all align and teamwork would be crucial. But did you know that the Executive Office of the President also has a Chief Learning Officer? The CLO serves as a program analyst primarily responsible for implementing Office of Management and Budget’s comprehensive learning strategy and managing the learning and development program, among other things. Through TechValidate, our third party research platform, we recently learned a little more about how the EOP is using the FIRO-B® assessment in their learning and development program. Take a look at the case study below to learn more:        ...

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Leading culture from your strengths

Jul 8, 2016 in CPP Connect | 1 comment

“Please send me an email outlining what I should do to be a good leader of culture,” requested an introverted C-level executive as we launched a major culture initiative across his organization. What would you write? ...

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American Red Cross Uses CPI 260 Tool to Identify Leadership Potential

Jun 24, 2016 in CPP Connect | 0 comments

Every two seconds someone in the U.S. needs blood, which means approximately 36,000 units of red blood cells are needed every day in the U.S. People need blood for a variety of reasons, from chemotherapy treatment to natural disasters, and many often need more than a few pints. A single car accident victim can require as many of 100 pints of blood. In addition, blood can’t be manufactured – it can only come from generous donors. And since 1940, under the leadership of Dr. Charles Drew, the American Red Cross has taken on that need with astounding success. In fact, nearly 40% of the nation’s blood supply is provided through the Red Cross to 2,600 hospitals and transfusion centers nationwide. It’s organizations that help serve our country such as the Red Cross that make us at CPP proud to be able to provide assessments and training that help their organizations, and their employees, be more successful. Specifically, the American Red Cross used the CPI 260 instrument in order to address the challenge of objectively identifying leadership potential within their organization Read more below about how the Red Cross used the CPI 260 assessment and why they’d recommend it:           Learn more about the American Red Cross, blood types, and find a donation event near you by visiting Learn more about the CPI 260 assessment, view case studies and videos and download sample reports at To get more in-depth information about the CPI 260 assessment and how it’s used in leadership initiatives, download the CPI Leadership Playbook here.             TechValidate is a third party research firm that collects information from verified CPP customers, checks the accuracy and authenticity of the data and publishes statistics, deployment facts, and the unfiltered voice of the end-user, without any editorial/analyst commentary, to a research portal open to the public. Click here to access CPP’s customer research...

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Fortune 500 Chemicals Co. Increases Team Efficiency Up to 20% Using TKI Tool

Jun 16, 2016 in CPP Connect | 0 comments

You’ve probably encountered Celanese Corporation’s products throughout your day and not even been aware of it. From the materials that make up the places you work and live, to the vehicle that helps you get there, and the technology that protects you and enhances your life, Celanese is in all these places. Celanese is comprised of engineers, scientists, operators and product developers who work together to solve problems and spur innovation in chemistry and the modern materials industry. They advance automotive and consumer electronic designs and enable life-improving medical, food and beverage products, all while priding themselves on the innovation that’s key to their customer solutions. With so many incredibly smart employees pushing the limits on materials, chemical knowledge and innovation, conflict is inevitable. Especially in the manufacturing environment where harsh compounds and many different types of equipment are used every day, keeping employees safe is a key concern and mitigating conflict within teams to ensure safety is essential. That’s why Celanese Corporation chose to use the Thomas-Kilmann Conflict Mode Instrument to help resolve team conflict more efficiently, increase employee engagement and ultimately improve organizational productivity, paying back their investment in the TKI in less than four months. Take a look below at how Celanese uses the TKI to help mitigate conflict and ensure ongoing successful innovation in their company: Learn more about the TKI assessment, view case studies and videos and download sample reports at  To get more in-depth information about the TKI assessment and how it’s used in team development initiatives, download the TKI eBook here. TechValidate is a third party research firm that collects information from verified CPP customers, checks the accuracy and authenticity of the data and publishes statistics, deployment facts, and the unfiltered voice of the end-user, without any editorial/analyst commentary, to a research portal open to the public. Click here to access CPP’s customer research portal.                                       ...

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6/23 Webinar: Managing Workplace Conflict Now that Millennials are in the Mix

Jun 9, 2016 in CPP Connect | 2 comments

Date: Thursday, June 23, 2016 Time: 11AM-12:00PM PDT / 2PM-3PM EDT (Check your local time) What happens when you mix millennials into a workforce composed of baby boomers and Gen Xers? More often than not, the answer is conflict. Managers are searching for answers, trying to understand what makes millennials so different from previous generations and how they can help them bridge generational differences and, in the process, improve organizational productivity. In this informative 60-minute webinar, Saundra Stroope, HR and talent management leader, will use a tool called the TKI® (Thomas-Kilmann Conflict Mode Instrument) assessment to demonstrate how you can help millennials communicate more effectively with members of other generations and manage conflict more productively. This session will enable you to: Appreciate generational differences and the impact they have on communication and coaching Understand the five TKI conflict-handling styles and the unique advantages and uses of each style Apply the TKI assessment to help individuals understand their primary conflict style, the kinds of situations in which it is most appropriate, and when to use the other four styles Use the TKI assessment in your coaching sessions to help millennials understand their reactions to conflict and how they can more effectively communicate and manage conflict with others Learn some tips for communicating, coaching, and managing conflict across generations Click here to register. Speaker Bio Saundra Stroope is an HR and talent management leader with over 20 years of experience in talent, employee engagement, leadership, team, and organizational development creating solutions that align with business strategy and achieve results at global and Fortune 500 companies. For the past 10 years, she has focused on coaching leaders through times of rapid growth and culture change.  Stroope is the author of more than a dozen works, including a chapter on engaging and retaining high-potential leaders in Integrated Talent Management...

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High Growth IT Services Company Utilizes CPI 260 to Achieve Talent Management Objectives

May 10, 2016 in CPP Connect | 0 comments

Iris Software has emerged as one of the fastest growing small business IT companies in its industry today, with revenues clocking a compounded annual growth rate of more than 35% in the past three years. Headquartered in Edison, New Jersey, Iris also has offices in New York City and Stamford, Connecticut; and an offshore development center in New Delhi, India, all of which lend to their round-the-clock support abilities and global, diverse employee base. In the areas of high quality solutions to cloud management, application development and support, testing and QA, product engineering and other IT integration services, Iris Software counts among its long-time clientele companies including Ernst & Young, PepsiCo, TD Ameritrade, Barclays, Nomura, Thomson Reuters, Johnson & Johnson, Synthes, KPMG and HSBC, and more, including 25 of Fortune 500 companies. Supporting Fortune 500 customers while growing at such a rapid pace mean high demands placed Iris Software’s HR team, among which selecting the right talent for leadership roles, refining hiring strategies based on data and ensuring adequate succession planning initiatives are key challenges to be addressed. Iris Software recently integrated the CPI 260® assessment into their leadership development plans and found success not only in the objective, data-based results and in-depth reports that the assessment provided, but was also able to increase their employee engagement and the efficiency of their hiring process with the tool. Take a look at the case study below to learn more about how Iris Software utilized the CPI 260 to aid them in achieving their talent management objectives. Learn more about the CPI 260 assessment, view case studies and videos and download sample reports at Learn more about Iris Software at To get more in-depth infomration about the CPI 260 assessment and how it’s used in leadership initiatives, download the CPI Leadership Playbook here. TechValidate is a third party research firm that collects information from verified CPP customers, checks the accuracy and authenticity of the data and publishes statistics, deployment facts, and the unfiltered voice of the end-user, without any editorial/analyst commentary, to a research portal open to the public. Click here to access CPP’s customer research...

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UMMS Professionals Give Patients Top Care While UMMS Cares for Professionals with FIRO-B

May 3, 2016 in CPP Connect | 0 comments

“The purpose of a doctor, or any human or general, should not be to simply delay the death of a patient, but to increase the quality of life.” – Patch Adams (1998) The University of Maryland Medical System is a national and regional referral center for trauma, cancer care, neurocare, cardiac care, women’s and children’s health and physical rehabilitation. It has evolved from its beginnings as the nonprofit University Hospital in 1984 into a multi-hospital system with academic, community and specialty service missions reaching every part of the state and beyond. UMMS has one of the world’s largest kidney transplant programs, as well as scores of other programs that improve the physical and mental health of thousands of people daily. In addition to helping millions of people live healthier and better quality lives, UMMS physicians have been named top of their field by Baltimore Magazine and this year alone, 13 nurses from UMMS have been honored for “Excellence in Nursing.” UMMS also works to make their communities better, not only by the services they provide but by expanding their employment options to create up to 1,000 new positions for statewide residents from ZIP codes facing poverty and high unemployment. “This measure means more options for our city. The effort aims to increase the number of entry-level workers we can hire, creating career paths for some while advancing the stability of our community. It is a win-win,” says Ronald R. Peterson, president of The Johns Hopkins Hospital and Health System and executive vice president of Johns Hopkins Medicine. Along the same line of improving the health and happiness of their clients, UMMS also works to constantly improve and develop their employees to increase team effectiveness, engage employees in conflict management training, and increase the self-awareness of each individual within their institution, allowing employees to provide the best care at the most critical moments. Take a look at the case study below to read how Director of Organizational Development & Inclusion Jeffrey Jones uses the FIRO-B assessment at UMMS to address the above challenges and more, and help their employees be better.     Watch a short video introduction to the FIRO-B assessment here. Learn more about the FIRO-B assessment, view case studies and videos and download sample reports at Download the 6 Tips for Effective Team Interactions and learn more about FIRO-B assessment certification at TechValidate is a third party research firm that collects information...

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