Posted by: Kate Woodley
on Mar 06, 2011
I recently had the opportunity to explore the MCPA; based on the work of Elliot Jacques, it is a methodology designed to determine ones 'preferred approach to cognitive complexity', which apparently increases over time. The approach requires answering nine questions, selecting statements that are 'most like me' and 'least like me' from a prescribed range. A text based commentary is then required to supplement the answers chosen. The final plank in the process is a probing interview, drilling down into earlier life and career experiences. The output places the candidate on one of 7 levels, providing both an assessment of current level of capability and a trajectory for cognitive complexity. The point of it all is to ensure that one is in a role/context that provides 'flow'- a healthy tension between skills and challenge that ensures best possible engagement. Too much of one or the other can result in anxiety, dissonance and frustration.
What did I learn? It was a fascinating exercise, one that steps outside the traditional measure of IQ or problem solving ability. My take is the MCPA is most useful in career management, aligning the cognitive complexity trajectory with current or future expectations and context. It seems to provide an explanation for why some people fit readily in particular roles and organisations and others struggle. It also confirmed my decision to work independently and to continue to develop new applications for how we develop ourselves throughout our working lives.
Posted by: Kate Woodley
on Feb 22, 2011
I have been preparing for a Facet 5 accreditation program, the aims of which are to train people to use, interpret and feedback the results of this personality profiling system.
Whilst looking through the training material, I was once again reminded of what an excellent product Facet 5 is - for coaching and development, building teams, selection and understanding culture.
In the seven or so years that I have been using the Facet 5 system, the feedback I get from clients is consistently positive. Even the clients, for whom any sort of 'psych test' is stressful and anxiety-producing, respond positively to the feedback and typically agree that the outputs describe someone 'very much like' them. It is still immensely satisfying for me to bring the information 'to life' for the person I'm engaging with. But why take my word for it?
Posted by: Kate Woodley
on Feb 13, 2011
This approach to generating resilience is designed to enhance flourishing in individuals and teams within organisations. This will provide the tools and interventions for individuals to create the conditions in which they thrive and can be delivered using a short workshop format as well as longer more in-depth sessions, as required.
Read more for an in-depth explanation of this approach - Developing Resilience - a Modular Approach.
