CDAA Who Am I Meant to Be and Who have I Become__MBoult_10April2015

Presented by Dr Martin Boult
Divisional Director Professional Services & International
Training
CPP Asia Pacific
10 April 2015
Who am I meant to be
and who have I become?
Integrating Psychological Assessments to Inform
Career Planning
© CPP, Inc. All rights reserved

Dr Martin Boult BBSc (Hons), D.Psych, MAPS

Today
 Today’s Workplace
 Why consider assessments?
 Integrating assessments in career planning
 Case study examples
 Your questions

5© CPP, Inc. All rights reserved
Today’s Workplace:
Critical factors and trends

Millennials (“Gen Y”)
Bersin by Deloitte (2015) “Predictions for 2015: Redesigning the organization for a rapidly changing world”. Deloitte Development LLC.

Increased
access and
transparency of
job market
Transparency with Technology
Applicants and
employers can
size each other
up

Increased expectation
to interact and
collaborate:
virtually &
internationally
Mobile Workforce
Increased contingent
work
Decreased expectation
for “lifetime contract”
with employer

What does this mean for
career planning?
9© CPP, Inc. All rights reserved 9

Multiple factors influencing career planning

80% believe a
career should
bring enjoyment
& fulfilment
Millennial High School & University Students
31% clear about
career direction
43% somewhat
clear
45% study “much
harder” when
course connects
to planned career
72% Much more
enthusiastic
about career after
taking career
assessmentNext Generation’s View Career and Personal Fulfilment: A Report by
CPP Inc. (2011)

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

Self-Awareness
The Entry Point for Career
Planning

Self-Awareness
“Know thy self”
Socrates 469-399 BC

Intrinsic & Extrinsic Factors
Intrinsic Extrinsic

Identifying Intrinsic Factors
Cognitive
Vocational
Interests
Personality
Who I am
meant to
be
Who I have
become

Psychometric Assessments
can help:
 fast-track career exploration
through psychological insight
 broaden scope and provide new
opportunities
© 2013, CPP, Inc. All rights reserved 17

Benefits of using psychometric assessments
 Objective and quick
 Identifies motivations
 Intangible - tangible
 Increased self
understanding
 Target blind spots
 Insights for future
development

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

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?

Assessing Intrinsic Factors
Cognitive
Vocational
interests
Personality

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?

Personality
What is assessed
 Innate personality preferences
 Preferred ways of receiving information, making decisions and
interaction styles
 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?
24© CPP, Inc. All rights reserved

 Career exploration
 Job families
 Most popular
Occupations
 Least popular
Occupations

Vocational Interests
What is assessed
 Vocational, educational and leisure interests
 General Occupational Themes, Basic Interests, Occupational
Similarities and Personal Styles
 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
Where to I want to work?
© CPP, Inc. All rights reserved 26

General Occupational Themes (RIASEC)

Occupational Scales

Personal Style Scales

Case Studies

Learning from experience

Lessons Learned

For assessments, research & case studies…
34
www.cppasiapacific.com

Questions?

Thank you
Martin Boult: m.boult@cppasiapacific.com
www.cppasiapacific.com
t: +61 3 9342 1300 (Australia)
e: enquiries@cppasiapacific.com

CDAA Who Am I Meant to Be and Who have I Become__MBoult_10April2015

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