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Overview of California Psychological Instrument (CPI) 260 and 434 Instruments


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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.

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  • 1. 3/1/14   Overview  of     California  Psychological  Inventory™   (CPI™)     Jack  Wong   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  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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.   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  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.   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  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.   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   ApplicaMons  of  CPI  260®     Instrument   •  •  •  •  Job  selec9on  and  promo9on   Leadership  development   Voca9onal  /  career  counselling/  management   Clinical  and  counselling  work   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   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‐services/cpi            or  send  me  an  e-­‐mail  at   Copyright  ©  2014  WHM  Consul9ng  Pte  Ltd   All  Rights  Reserved   9