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"Just to let you know that of all the behavioural diagnostics, Myers Briggs’s, personality inventories, capability checklists, psychology by numbers, etc. etc. which I've been subjected to over the last few years easily the most valuable and useful was the discussions we had and the report you produced for me. Your method has strong foundations and your analysis has depth which really resonated with me. In fact, I was going to entitle this broadcast "The working journey", so you obviously made an impression on me! August 2010
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The unique aspect of the above methods is its solid theoretical basis. The principles were developed by Dr Elliott Jaques from the 1950's onward and are part of the body of knowledge referred to as Requisite Organisation (RO). Predecessors of this process have been in use since the 1960’s and its theory has spun off many derivative instruments. Longitudinal studies have validated the particular method as well as the underlying theory. Elliott Jaques, author of the Requisite Organisation and Human Capability, did pioneering work on information processing. He said that increasing levels of information processing could be differentiated and correspond to a natural hierarchy of work in organisations. Moreover, he found that each person capability (potential) increases in a predictable way throughout life, form childhood to old age at different rates of growth. His research suggests that individuals and organizational well-being can be enhanced by this understanding as they endeavour to use potential to the fullest. Armed with this fundamental knowledge, one can discern how, in broad terms, our Working Journey may unfold and what we might need to do in preperation. All three of these methods are based on his concepts.
1. The Working Journey Interview© - For the Assessment of High Potential and Decision Support As a high potential individual, there are some key things you need to know about your Working Journey, some basic things which can assist you in proactive planning. Andrew Olivier offers an opportunity to discuss and contextualise your Work Journey. 2. MCPA™
Online 24x7x365. Web based with telephonic feedback *** Fundamental Knowledge for the Individual and the Organisation **
This is the web-based version of the Career Path Appreciation, developed by Dr Gillian Stamp at Bioss in the UK in 1978. The MCPA™ was designed and validated at the US Army Research Institute to enable key components of the CPA to be delivered online. MCPA™ draws on Levels of Work and links back to the overall model of Requisite Organisation (RO) as set out be Dr Elliott Jaques. MCPA™ has been further refined by EDAC to include screen based online feedback, enabling it to be applied to candidates wherever they may be located. Contact us for more information or visit www.edacen.com
The Complexity Navigation Test (CNT) is a test that assesses how people navigate the complexities of everyday and work problem solving. In this regard it assesses how the person’s problem solving style interacts with problem solving ability or capacity in the solving of work or other problems, and it gives a very accurate reading of left and right brain hemisphere influences on a person’s problem solving approach. Interesting and detailed individual feedback is generated.
In terms of work problem solving it is based on the well known Stratified Systems Theory (SST) of work – an assessment of a person’s ability to do various levels and types of work problem solving is obtained. In this regard it extends and refines existing SST approaches significantly.
__________________________________________________________________________________________________ 4. Rapid Talent Pool Evualtion (RTPe) - For the Assessment of large groups using their Managers. A three hour workshop for evaluating large groups of people based on Elliott Jaques Human Capability Model and Levels of Work. RTPe is done in-house and is not reliant on external and often expensive assessments. It is based on a method pioneered by Elliott Jaques and is used extensively in the What are its outputs? The process provides informed views on; Current Effectiveness of the Organisation ¨ How does the capability of each person match the level of his or her work? ¨ What specific structural problems are evident? Short term strength of talent pool ¨ Who currently has the capability beyond his or her role? ¨ (people who may be underutilized in current role or may at flight risk) ¨ Who are the people with the highest current potential (for next work level) Long term strength of talent Pool ¨ How will each persons potential increase over time? (future potential of the talent pool) ¨ Who will have the highest potential in the future (what is the pool for the highest level roles?) ¨ Which group of people has the same developmental trajectory; that is, have similar potential and follow similar transition points and maturation paths?
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