CPP AssessmentsFor Career and Leadership Development
CPP Assessment Information
CPP, Inc. offers a wide selection of assessments, including the Strong Interest Inventory (SII), Myers-Briggs Type Indicator (MBTI), Fundamental Interpersonal Relations Orientation (FIRO) and California Psychological Instrument (CPI), used in executive coaching, management, team, organizational, career and leadership development.
Why take a leadership assessment? Each assessment provides information that is valuable for personal and professional development. The assessments can be administered by Lynn Dessert.
Strong Interest Inventory and Interpretive Report
Career coaching often involves career exploration, especially when you are trying to change careers or find another way to use your skills and talents in the marketplace. One of the assessment tools I use is the Strong Interest Inventory, an assessment that helps you to pinpoint possible career choices and identifies personal and organizational cultural fit requirements.
What Strong Interest Inventory Measures
Your Strong Interest Inventory Profile has 18 pages packed full of information including:
- General Occupation Themes describes your interests, work activities, potential skill, and personal values in six areas.
- Basic Interest Scales are specific interest areas within the General Occupational Themes and identifies fields that would be motivating or rewarding for you.
- Occupational Scales compares your likes and dislikes as compared to others who are satisfied in the same occupation or job.
- Personal Style Scales describes your preferences on work style, learning, leadership, risk-taking, and team work.
- Profile Summary provides a snapshot of your profile.
- Response Summary is the review within each category of the Strong items.
In the Interpretive Report, you receive data detail and a summary of your general interest patterns and how similar your answers are to the interests of workers in 120 occupations. If you want to see how you rank against the norm, this report will help you.
When to Use the Strong Interest Inventory
The Strong Interest Inventory is useful in:
- Career exploration
- Career development
- Employee engagement
- Reintegration or job on-boarding
- Choosing a college major
Sample Feedback Reports and Resources
Strong Interest Inventory Reports
If you have taken the Strong Interest Inventory and Myers-Briggs Type Indicator, you can receive a combined report on careers.
Other Resources about the Strong Interest Inventory
I have written a number of articles on Elephants at Work:
Signup for the Strong Interest Inventory and Interpretive Report Today!
If you are interested in receiving the Strong Interest Inventory Profile and Interpretative Report to learn more about your career, you can purchase it through our Products and Services page.
The fee includes your report and a one hour feedback in person with me by phone or SKYPE. Once I receive payment, the process takes about three weeks until you receive the full report. If you have any questions, feel free to contact me.
Myers-Briggs Type Indicator (MBTI)
As the most widely used personality inventory in the world, the MBTI instrument provides an accurate picture of an individual’s personality type. It is used for a wide range of applications: executive development, career and leadership development, coaching, organizational development, team development, career management, conflict resolution, retention, culture and diversity, and working relationships.
What MBTI Measures
It operates by determining preferences on four dichotomies:
- Extraversion–Introversion: tells us whether the individual is more likely to focus and gain energy from the outer world of people or from the inner world of ideas and experiences.
- Sensing–Intuition: describes how the individual prefers to take in information—focusing on what is real and actual or on patterns and meanings in data.
- Thinking–Feeling: indicates whether an individual usually makes decisions based on logical analysis or is guided by concern for their impact on others.
- Judging–Perceiving: indicates how people prefer to deal with the outside world—in a planned orderly way, or in a flexible spontaneous way.
The combination of these preferences results in 16 distinct personality types. Understanding the characteristics that are unique to each personality type provides valuable insight into an individual’s way of communicating and interacting with others. The MBTI Step II (Form Q) instrument drills down and details 20 facets of the preferences for more in-depth personality type understanding.
When to use MBTI
The MBTI is useful in team building, leadership development, executive coaching, career development, and employee retention.
Sample Feedback Reports
Signup for the MBTI Report Today!
Fundamental Interpersonal Relations Orientation (FIRO) Assessments
The FIRO assessment focuses on the understanding your personal needs and how your needs affect your communication style and behavior with others. In career and leadership development, communication is a key component for success. When you make changes to your personal orientation, it will have an impact on your personal and professional relationships.
What FIRO-B Measures
When to use FIRO
The types of situations where FIRO-B and FIRO Business assessment would be used include leadership development, executive coaching, team building, conflict management, and other organizational development initiatives.
Sample Feedback Reports
There are a number of different reports available using the FIRO-B and FIRO Business assessments, including:
- FIRO-B Profile – basic summary of FIRO-B results
- FIRO-B Interpretive Report for Organizations – team and organizational effectiveness results
- FIRO Business Profile – basic summary of FIRO Business results
- FIRO Business Leadership Report – communication styles and behavior affecting leadership performance
- Leadership Report Using FIRO-B and MBTI – Interaction of leadership and communication styles
Signup for the FIRO Report Today!
The California Psychological Inventory (CPI) help individuals improve performance and organizations develop high potential employees and leaders for future roles. The CPI instrument focuses on both personal and work-related characteristics, motivations, and thinking styles.
What CPI 260 Measures
The CPI 260 assessment measures 29 distinct psychological constructs grouped into six scale categories:
- Seven Dealing with Others scales, focusing on the manner in which social participation is expressed
- Seven Self-management scales, assessing self-discipline and acceptance of societal rules
- Three Motivations and Thinking Style scales
- Three Personal Characteristics scales
- Six Work-Related Measures scales, assessing disposition at work
- Three High-Order Measures scales, assessing personal orientations
When to use CPI 260
The CPI 260 is best suited for leadership development, executive coaching, succession planning, selection programs and performance improvement initiatives.
Sample Feedback Reports
Signup for the CPI 260 Report Today!
Have worked with Lynn both as an individual coach as well as in a team setting to facilitate personality assessments of a business team. Both experiences improved individual and team effectiveness. Lynn effectively interacts with individuals in a very supportive, yet data-supported interpretative manner.