http://www.EmpoweredRangers.com What is California Psychological Instrument (CPI) 260 and 434 Instruments? How can you use it to help you better understand yourself and the others? How many of you realised that CPI 260 and CPI 434 Instruments can be applied to help you hire the talent you want for your organisation, or develop your employees as a good leader in your organisation. I trust this presentation will help you. If you want further details, please visit our website - http://empoweredrangers.com/our-services/cpi. Watch this video presentation too - http://youtu.be/ZM6hBADhkY4

1. 3/1/14
Overview
of
California
Psychological
Inventory™
(CPI™)
Jack
Wong
www.EmpoweredRangers.com
Copyright
©
2014
WHM
Consul9ng
Pte
Ltd
All
Rights
Reserved
“The
employer
generally
gets
the
employees
he
deserves.”
J.
Paul
GeEy
1

2. 3/1/14
About
CPI™
Instrument
• The
CPI™
Instrument
was
developed
by
Harrison
Gough
in
the
early
1950s.
• Harrison’s
ini9al
inten9ons
were:
– Characterise
normal
popula9ons
and
normal
behaviour
– Provide
insights
on
why
some
people
would
behave
in
general
construc9ve
ways
and
others
don’t.
• His
work
had
been
adapted
and
reapplied
to
include
organisa9onal
life
on
the
characteris9cs
of
employees,
execu9ves
and
so
on
– CPI™
480
(1956)
– CPI™
462
(1986)
– CPI™
434
(3rd
eds,
1995)
– CPI
260®
(2002)
Copyright
©
2014
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Consul9ng
Pte
Ltd
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The
CPI
260®
Instrument
• The
CPI
260®
instrument
was
developed
in
order
to
make
the
excep9onal
history,
validity,
and
reliability
of
the
CPI
Instrument
available
to
more
people
and
to
a
greater
range
of
applica9on.
CPI
260®
Folk
Concepts
Everyday
use
of
personality
In
layman’s
term
to
understand
other’s
or
own
behaviour
Interac9onal
socially
observable
qualifies
Assessing
internal
values
and
controls
Achievement
seeking
needs
Stylis9c
modes
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©
2014
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2

3. 3/1/14
Purpose
of
CPI
260®
Instrument
• Assess
individuals
by
means
of
variables
and
concepts
that
ordinary
people
use
in
their
daily
lives
to
understand,
classify
and
predict
their
own
and
of
others
through
– Interpersonal
skills
– Self-­‐management
skills
– Mo9va9on
and
thinking
styles
– Personal
characteris9cs
• Helps
one
advance
as
leader
and
apply
real-­‐life
applica9ons
for
training
and
development
by
offering
insights
and
ac9on
steps.
• Iden9fy
talent
by
measuring
results
rela9ng
to
occupa9onal
issues,
crea9vity,
leadership,
amicability
and
tough-­‐mindedness
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©
2014
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Consul9ng
Pte
Ltd
All
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Benefits
of
CPI
260®
Instrument
• Operate
almost
like
a
360
or
mul9-­‐rater
instrument
• Help
one
understand
prior
ac9ons
and
provide
useful
accurate
picture
of
the
person
that
is
iden9fiable
as
per
descrip9ons
by
friends.
Offer
a
good
start
to
predic9ng
future
behaviour
• AEempt
in
capturing
uniqueness
of
the
individual
assessed
• Provide
informa9on
regarding
expected
work
and
managerial
behaviours
• Cost-­‐effec9ve
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©
2014
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Consul9ng
Pte
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3

4. 3/1/14
Overview
of
CPI
260®
Instrument
IndicaMon
of
Profiles
26
Scales
Normal,
Fake
Good,
Fake
Bad,
20
Core
Scales
and
6
work-­‐related
Answering
at
random
measures
Lifestyle
Scales
Implementer,
Supporter,
Innovator,
Visualiser
Coaching
Report
Strengths,
Development
Points
and
challenges
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2014
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CPI
260®
Instrument:
Lifestyle
Scales
Implementer
• Interpersonally
ac9ve
and
comfortable
with
social
rules
• Tend
to
see
self
as
ambi9ous,
efficient,
industrious
and
organised
• Can
be
charisma9c
leaders
and
ini9ators
of
construc9ve
endeavours.
Supporter
• Reserved
in
their
behaviour
and
suppor9ve
of
social
norms.
• Tend
to
see
self
as
conscien9ous,
modest,
pa9ent,
reserved
• Can
be
inspira9onal
models
of
goodness,
virtue
and
tolerance.
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2014
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Reserved
4

5. 3/1/14
CPI
260®
Instrument:
Lifestyle
Scales
Innovator
Visualiser
• Interpersonally
ac9ve,
but
• Value
their
own
privacy
and
who
see
flaws
and
even
who
see
many
of
society’s
absurdi9es
in
the
way
many
conven9ons
as
arbitrary
things
are
done.
and
unduly
restric9ve.
• Tend
to
see
self
as
• Tends
to
see
self
as
complicated,
humorous,
detached,
frank,
reflec9ve
pleasure-­‐seeking
and
and
unconven9onal
spontaneous
• Imagina9ve,
are
• Are
insighcul
creators
of
aesthe9cally
percep9ve
and
new
ideas,
new
products,
and
new
social
forms.
have
a
rich
inner
life.
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©
2014
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Consul9ng
Pte
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CPI
260®
Instrument:
Core
Scales
Sustaining
the
Vision
Self-­‐Confidence,
Managing
Change
Influence,
Comfort
with
Visibility
Problem
Solving
Crea9vity,
Handling
Sensi9ve
Problems,
Ac9on
Orienta9on
Team-­‐building
and
Teamwork
Interpersonal
skill,
understanding
others,
capacity
for
collabora9on,
working
with
and
through
others
Organisa9onal
Capabili9es
Use
of
power
and
authority,
comfort
with
organisa9onal
structures,
responsibility
and
accountability,
decisiveness
Self-­‐management
Self-­‐awareness,
Self-­‐control,
Resilience
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©
2014
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Consul9ng
Pte
Ltd
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Rights
Reserved
5

6. 3/1/14
CPI
260®
Instrument:
Work-­‐Related
Measures
Managerial
PotenMal
Work
OrientaMon
CreaMve
Temperament
Leadership
PotenMal
Amicability
Law
Enforcement
OrientaMon
To
iden9fy
talents
who
have
natural
flair
for
managerial
roles
and
those
who
tend
to
seek
such
posi9ons
Designed
to
assess
work
dedica9on
and
ethics.
Also
the
likelihood
of
doing
well
even
in
rou9ne
work
or
as
subordinates.
Created
to
iden9fy
crea9ve
poten9al
in
individuals
Developed
to
spot
individuals
who
would
be
described
by
others
as
having
the
skills
and
aEributes
associated
with
leadership
Developed
to
recognise
people
who
would
be
co-­‐opera9ve
and
friendly
Was
developed
to
spot
individuals
who
are
oriented
towards
of
law
enforcement
func9ons
and
likely
to
demonstrate
successful
performance
in
law
enforcement
field
as
well
as
success
in
general
industries.
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©
2014
WHM
Consul9ng
Pte
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ApplicaMons
of
CPI
260®
Instrument
•
•
•
•
Job
selec9on
and
promo9on
Leadership
development
Voca9onal
/
career
counselling/
management
Clinical
and
counselling
work
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©
2014
WHM
Consul9ng
Pte
Ltd
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6

7. 3/1/14
EvaluaMng
the
CPI
260®
Instrument
• Intended
Audience
–
business
consultants,
execu9ve/
management
coaching,
HR
Professionals,
trainers,
psychologist,
counsellors
• Reading
level:
from
14
years
onwards
• Format
– CPI
260®
–
Available
online
only
– CPI™
434
–
Available
online
and
hardcopy
Copyright
©
2014
WHM
Consul9ng
Pte
Ltd
All
Rights
Reserved
Development
Process
using
the
CPI
260®
Coaching
Report
for
Leaders
• Overview
–3
sec9ons
in
the
report
– The
5
areas
related
to
management
and
leadership
• Self-­‐management
• Organisa9onal
capabili9es
• Team
building
and
teamwork
• Problem
solving
• Sustaining
the
vision
– Snapshot
page
• Graphic
presenta9on
summarising
strengths,
development
opportuni9es
and
areas
to
explore
– Next
steps
• Ac9on
planning
Copyright
©
2014
WHM
Consul9ng
Pte
Ltd
All
Rights
Reserved
7

8. 3/1/14
What
the
CPI
260®
is
not
• It
is
not
a
clinical
instrument
• CPI™
is
not
a
trait
measure.
It
does
not
measure
how
much
of
a
trait
someone
has.
• It
is
not
based
on
or
formulated
to
indicate
personality
theories.
Copyright
©
2014
WHM
Consul9ng
Pte
Ltd
All
Rights
Reserved
“If
you're
an
employer,
you
want
to
hire
an
employee
who'll
do
their
job,
not
do
your
bidding.”
Jeffrey
Jones
8

9. 3/1/14
For
further
details
of
our
CPI
260®
Workshop
or
Coaching
• Please
visit
our
website
at
www.EmpoweredRangers.com/our-­‐services/cpi
or
send
me
an
e-­‐mail
at
Jack.Wong@EmpoweredRangers.com
Copyright
©
2014
WHM
Consul9ng
Pte
Ltd
All
Rights
Reserved
9