Why does Measurement matter?

• If you can measure it you have the possibility of managing it
• Measurement forces you to decide what you are really trying to improve
• Measurement keeps you from drifting off focus once you start an initiative
• Measurement allows you to show the benefits to the business of your hard work!

What kind of Measurement do you use?

• Personal assessments are designed to help individuals understand their own work style, their skills and how those things affect other people. They naturally lead to a discussion of strengths and areas for personal development.
• Organizational assessments are designed to measure the work environment. They spot areas of organizational strengths and potential trouble spots. These include:
  
  • Values assessments
  • Employee Opinion Surveys
    
• Business measures are used to prove the effectiveness of our change initiatives on the bottom line of the business. We seek to have a balanced group of measures that reflect employee, management, shareholder and customer concerns. Typical measures would include:
  
  • Attrition rates
  • % of vacant jobs &/or length of time it takes to fill a job
  • Customer satisfaction
  • Growth in market share
  • and any measures specific and relevant to your industry

Instruments used by CPI for both Personal AND Organizational Assessments:

When teams take these assessments, the individuals get their own data back and that is confidential to them. But the collective strengths and needs of the team can be shared with the group.

Spiritual Intelligence Assessment
A proprietary instrument created by CPI, it clarifies what constitutes Spiritual Intelligence. Using a CPI model of SQ and how it develops, we list 24 skills and the levels of proficiency from basic to expert.

Emotional Intelligence (Emotional Competence Inventory)
Based on the research of Daniel Goleman, Richard Boyaztis and The Hay Group, this instrument has years of job performance analysis behind it. Want to be really successful? You better have the "EQ" needed to make it happen!

Myers Briggs (MBTI)
Perhaps the most validated personal preference profile in the world, the Myers Briggs Type Instrument is based on the work of Dr. Carl Jung. It indicates your innate (inborn) personal style preferences on 4 scales (Introversion/Extroversion; Sensing/Intuiting; Thinking/Feeling; Judging/Perceiving). Jungian psychology views mental health as including owning our preferences, developing them, and then as we mature developing some competency in the "less preferred" areas. At CPI we use the new MBTI Form Q. It has 5 subscales below each of the 4 scales - meaning 20 dimensions in all. Gives fabulous depth of insight. Clients report the Form Q is a big improvement on the previous 4 scale-only format.

DiSC - Dimensions of Behavior
A good introduction to personal style - this tool focuses on how we behave at work and divides us into 4 basic types (Dominance, Influence, Steadiness and Conscientiousness). We can have one or two of these traits as our typical behavior in the workplace. Our scores in the 4 areas also tells us our "Classical Profile" - a description such as "Achiever" that outlines our typical goals, what we fear, our value to the organization, and areas for development.

Spiral Dynamics Integral
This is a rich set of tools for assessing individuals and organizations based on developmental level. Based on the work of Dr. Clare Graves, the belief is that individuals, organizations and even nations go through predictable developmental steps. Each step has specific needs which must be honored for those people in that level to feel "safe" and understood. Profound implications for successfully implementing organizational or national change…since people can only move "up" one level at a time.

Values Measurement Tools
These tools were created by Richard Barrett and are licensed through his company, Corporate Transformation Tools. Based on an enhanced version of Abraham Maslow's theory of a hierarchy of human needs, Barrett has defined 7 levels of individual, organizational and societal needs. Each level has certain Values which are linked to it. For example, Compassion is a level 7 value (the highest level - seeking good for all). Profits are a level 1 value. In his model we need to have all 7 levels represented to have a healthy organization. So profits aren't bad - they are necessary. Sound business thinking pervades his work. We use his tools to measure how well a company is actually living its stated Core Values. A simple, affordable, web-enabled tool is used to have employees assess their personal values, the current work environment's values, and their desired work environment values. These are compared to the Core Values stated by the company. Rich discussions emerge from this and issues are uncovered that would never be found through a typical Employee Survey. See www.valuescentre.com for more information on these tools.

Leadership Development Framework
Based on theories of adult development this assessment made available through the Harthill Company shows the level of complexity of thought an individual has attained. Within a senior management team at least one person should be at a fairly high level of complexity if the organization is to survive difficult periods of change. Yet where a leader is markedly ahead of his team there can be difficulties communicating. This tool helps to clarify the levels of thought each person or group is comfortable with, and from this guidance can be taken about how to proceed with making change efforts successful.