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How Association Leaders Can Use Assertiveness Gracefully

Aug 17, 2018 in CPP Connect | 0 comments

By Sherrie Haynie This article originally appeared on the Center for Association Leadership website. Assertiveness is both valued and lamented in contemporary business culture. Whether assertiveness is a vice or virtue, it can be used as a highly calculated tool for specific situations. For association executives, assertiveness can play a two-faced role. As an organizational attitude, it can be alienating to members, but the skill can also be invaluable for advocating on behalf of members and one’s industry. Immediately we can see that assertiveness’s value is highly situational. On an individual level, association executives must understand when assertiveness can help to problem solve and work through conflicts rather than simply makes things worse. Psychological models provide frameworks for understanding what is going on underneath the surface when interpersonal issues arise for an association leader. For example, the Thomas-Kilmann Conflict Mode Instrument, which was created by behavioral scientists Kenneth W. Thomas and Ralph H. Kilmann in 1974, provides a framework to learn how assertiveness rears its ugly head in organizational settings. TKI defines conflict modes, or ways of handling conflict, along two scales: cooperativeness (working to meet the needs of others) and assertiveness (working to meet one’s own needs). This model shows us that assertiveness versus cooperativeness is not a zero-sum game. In fact, some of the most effective approaches to conflict are found where the two forces meet—compromise and collaboration. The key to this model is the reality that each conflict-driven situation or problem deserves a unique blend of assertiveness and cooperativeness to be handled effectively. However, conflicts don’t always play out nicely. To truly understand and use assertiveness in practice, it first helps to know how you’re wired for conflict and how you can step outside your comfort zone. Ask: How Am I Wired for Conflict? Ken Thomas and Ralph Kilmann, the creators of TKI, found that individuals and organizations tend to gravitate toward defaults when handling conflict. This single-focused mindset robs them of the richness of a varied toolbox of responses, and it often leaves the individual with the wrong tool for the job. It’s akin to driving in a screw with a hammer when individuals gravitate toward conflict with a single tool, whether it’s the right one for the job or not. Imagine you’re the leader of a trade association and find yourself caught up in an ethics scandal that you’re convinced is unjustified, or at...

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4/3 Webinar: I know what your students are interested in, do you?

Mar 19, 2018 in CPP Connect, | 0 comments

Interests spur action and decision-making. The importance of students making informed and intentional decisions about their educational and career goals based upon interest and self-awareness is well documented as a key driver of student motivation and engagement. And research has demonstrated that an engaged student is far more likely to persist.

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Navigating the Labyrinth of Stress: Interpersonal Needs and Personality Preferences

Oct 10, 2017 in CPP Connect | 0 comments

This article was originally written for Training Magazine and appeared on their website October 4th, 2017. To read the article on the original website, click here.  In managing stress, the big first step is recognizing how you tend to act under stress. Once you recognize what it looks like for you—and consequently for those you work with—you’re empowered to manage it. Stress isn’t necessarily a bad thing, but when it’s sustained, it can be debilitating. It affects our ability to regulate our emotions, and our metabolism and overall health. Stress can even cause our brains to shrink—a problem I’m confident no one needs. With 2017 seeing tremendous change already—and there’s surely more to come—stress management has to be a top priority for individuals and organizations alike. One effective way to deal with stress combines looking at our behavior through two models. First, our interpersonal needs (as described by the Fundamental Interpersonal Relations Orientation or FIRO model) often lie at the root of what tends to get us stressed. Second, our personality type (as described by the Myers-Briggs Type Indicator instrument or MBTI) affects how we react to stress. By understanding what gets us stressed, and how we react to it, we can more readily pull ourselves, as well as teammates and co-workers, out of counter-productive stress. When Our Interpersonal Needs Aren’t Met, We Get Stressed According to the FIRO model, our behavior is driven by individually varying levels of interpersonal needs in three areas: Inclusion Control Affection We experience different degrees of need along these three areas in both “expressed” and “wanted” ways. For example, if you have a high expressed need for inclusion, you may want to make sure everyone and anyone is invited to anything and everything. If you have a low “wanted” need for inclusion, you might not care whether or not you’re invited to that meeting or party. When our needs are met, we engage and contribute. When our needs aren’t met, we withdraw, sometimes we even sabotage (outwardly or passive aggressively), or try to get our needs met in negative ways—through substance abuse or other destructive behaviors. Consider, for example, that you have got two people with high “expressed” and low “wanted” needs for control on the same team—you can imagine how unpleasant things could get as both of these individuals try to get their needs met. Suffice it to say, there are a limitless number of things at work that can stand in the way of getting our...

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Fortune 10 Senior OD Consultant Talks about CPI 260 Certification Experience

Sep 28, 2017 in CPP Connect | 0 comments

Mike A., a Sr. OD Consultant at a Fortune 10 company, shares his perspective on attending the CPI 260® Certification course and why he wanted to add the CPI 260 instrument to his development toolkit. “In my world, I coach people who are high potentials. Individual contributors who’ve been seen by executives as future leaders – they can be first line managers, directors, etc. One thing about the CPI 260 is you can get the same kind of data [that you’d get from 360 feedback] without having to go out and ask folks who you work with on an everyday basis. It’s amazing how this instrument is set up, and that’s why I wanted to go to this certification program to learn more about it and see how I can use it more. My objective going in was to see how this instrument could be a part of a battery of tools I use in my company. One of the valuable [parts] of being in certification was to be with people that were different, but with the same passion that I have for development and using assessments as a way to develop. Being able to be in a room with a lot of other professionals where we were able to learn from each other, look at data and interpret it differently and be able to understand why we were looking at it differently and what filters we were putting on it – that was a lot of fun. I love assessments. They’re a great way to be able to learn more about yourself and then use that information to be able to grow, and become a more productive and effective individual. The challenge is that you don’t want to use just one assessment, and one of the things I like about the CPI 260 is we can use it to close out a battery of assessments and say, “You know what, we’re on track. We’re growing, we’re improving. We’re doing this differently.” This is great information to be able to put together a plan for them to move forward and grow. Helping people and supporting people who want to grow, who want to make a difference in the world, and knowing that I play a tiny role in that makes it all worthwhile.” To learn more about how the CPI 260 certification course can help you with your development...

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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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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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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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Interview: The Beginnings of the SuperStrong Assessment

Jun 7, 2017 in CPP Connect | 0 comments

While CPP, Inc. has been around for over sixty years and is best known for the Myers-Briggs® and Strong Interest Inventory® assessments, our small but mighty division, CPP Innovation Labs, was created to listen to our customer’s and the market’s current needs to develop products and services to address those. Challenging the status quo is what we’re all about at CPP Innovation Labs. Craig Johnson, Director of Data Science, talks to us about how the SuperStrong assessment was developed.

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Webinar: Build the Workforce of Tomorrow

May 3, 2017 in CPP Connect | 0 comments

“96% of students completed the SuperStrong assessment, whereas most assessments typically achieve a 75–80% completion rate” – Data gathered from a recent First-Year Experience course at a four-year university With that kind of completion rate, it’s no wonder that our newest offering, the SuperStrong™ tool, derived from the gold-standard Strong Interest Inventory® assessment, is gaining a lot of attention within 2-year and 4-year colleges and universities. Join us for a free webinar to learn about how this mobile-enabled, self-interpretable tool, which takes only 5-7 minutes to complete, can help your students choose the right education and career paths for their particular interests.

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Leadership Development Initiatives 75% More Effective with the FIRO-B Instrument

Mar 13, 2017 in CPP Connect | 0 comments

ALD Corporate Development is a full-service corporate development and management consulting firm  that offers three tracks: executive coaching, small business consulting for growth and profit through results-driven actions, and executive leadership training and seminars. And in today’s fast-paced business environment, HR and LD managers are often overwhelmed and stretched too thin but still need to continually assess and tweak how leaders are performing and how that affects the company’s bottom line – which is why they hire consultants like ALD Corporate Development. ALD’s CEO, Guy Denniston, has over 30 years of corporate development experience in both the asset and non-asset supply chain industries and has consistently turned failing companies into thriving, profitable organizations. He’s also an advocate of the FIRO-B tool for leadership development and teamwork workshops. Want to learn more about how ALD Corporate Development uses the FIRO-B assessment? Take a look at the case study below:     Interested in learning more about the FIRO-B assessment and how you can use it in your own organization or consulting practice? Download a sample report here and then visit the FIRO-B Certification page page...

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