CDAA Who Am I Meant to Be and Who have I Become__MBoult_10April2015
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Transcript of CDAA Who Am I Meant to Be and Who have I Become__MBoult_10April2015
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Presented by Dr Martin BoultDivisional Director Professional Services & International
TrainingCPP Asia Pacific
10 April 2015
Who am I meant to be and who have I become?
Integrating Psychological Assessments to Inform Career Planning
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Dr Martin Boult BBSc (Hons), D.Psych, MAPS
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Assessments | Certification Training | Consulting Services© CPP, Inc. All rights reserved 3
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Today
Today’s Workplace
Why consider assessments?
Integrating assessments in career planning
Case study examples
Your questions
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5© CPP, Inc. All rights reserved
Today’s Workplace:Critical factors and trends
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Millennials (“Gen Y”)
Bersin by Deloitte (2015) “Predictions for 2015: Redesigning the organization for a rapidly changing world”. Deloitte Development LLC.
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Increased access and transparency of job market
Transparency with Technology
Applicants and employers can size each other up
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Increased expectation to interact and collaborate:virtually &internationally
Mobile Workforce
Increased contingent work
Decreased expectation for “lifetime contract” with employer
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What does this mean for career planning?
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Multiple factors influencing career planning
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80% believe a career should bring enjoyment & fulfilment
Millennial High School & University Students
31% clear about career direction43% somewhat clear
45% study “much harder” when course connects to planned career
72% Much more enthusiastic about career after taking career assessment
Next Generation’s View Career and Personal Fulfilment: A Report by CPP Inc. (2011)
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Assessments in Career Counselling
Who am I?Why do I want to work?What do I want to do?
Where do I want to do it?
Intake & Contracting Assessment Explore Action Plan
Source: Judith Grutter
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Self-AwarenessThe Entry Point for Career
Planning
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Self-Awareness
“Know thy self” Socrates 469-399 BC
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Intrinsic & Extrinsic Factors
Intrinsic Extrinsic
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Identifying Intrinsic Factors
Cognitive
Vocational InterestsPersonality
Who I am meant to be
Who I have become
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Psychometric Assessments can help: fast-track career exploration
through psychological insight
broaden scope and provide new opportunities
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Benefits of using psychometric assessments
Objective and quick Identifies motivations Intangible - tangible Increased self
understanding Target blind spots Insights for future
development
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This only holds true if …
Assessment is reliable and valid – Consistent and accurate– Relevant norms– Researched applications– Fit for purpose
Practitioner has been trained– Ethical use– Understands the results– Assessments are NOT used in
isolation– Used for exploration not
prescription © 2013, CPP, Inc. All rights reserved 19
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Professional Responsibilities
Questions practitioners need to ask about any assessment—and be able to answer for their clients:
1. How was this assessment developed?
2. What samples were used to develop and score it?
3. Is it reliable? Where are the data?
4. Is it valid? Where are the data?
5. Is it useful for my purposes?
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Assessing Intrinsic Factors
Cognitive
Vocational interestsPersonality
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Cognitive Abilities
What is assessed Learning and problem solving potential Working memory, language and numeracy abilities Overall indication of General Mental Ability
Helps the client evaluate: Comfort with level of complexity in study or work Support needed when learning new skills and knowledge Check aspirations with ability
Who am I?What do I want to do?
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Personality
What is assessed Innate personality preferences Preferred ways of receiving information, making decisions and
interaction styles
Helps the client evaluate: What a person typically finds motivating or enjoyable What can be demotivating at work or in study Indicate alignment between personality type and work Behaviours in the workplace that are natural strengths and
potential blind spots
Who am I?Why do I want to work?
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Career exploration
Job families
Most popular Occupations
Least popular Occupations
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Vocational Interests
What is assessed Vocational, educational and leisure interests General Occupational Themes, Basic Interests, Occupational
Similarities and Personal Styles
Helps the client evaluate: Work activities, occupations and environments that align with
interests Degree of interest in comparison to working population Individual style and personal needs in work Specific occupations, work tasks and environments
What do I want to do?Where to I want to work?
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General Occupational Themes (RIASEC)
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Basic Interest Scales
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Occupational Scales
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Personal Style Scales
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Case Studies
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Learning from experience
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Lessons Learned
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For assessments, research & case studies…
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www.cppasiapacific.com
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Questions?
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Thank youMartin Boult: [email protected]: +61 3 9342 1300 (Australia)e: [email protected]
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