cdaa who am i meant to be and who have i become__mboult_10april2015

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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Today

Today’s Workplace

Why consider assessments?

Integrating assessments in career planning

Case study examples

Your questions

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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.

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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

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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

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: m.boult@cppasiapacific.comwww.cppasiapacific.comt: +61 3 9342 1300 (Australia)e: enquiries@cppasiapacific.com

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