Assessments
Understanding and exploiting cognitive diversity
Taradin uses the methodology and is accredited by Bioss International.
Career Path Appreciation (CPA) in partnership with BIOSS International
At Taradin, we work with Career Path Appreciation (CPA), an accredited methodology from BIOSS International, a leading institute known worldwide for developing leadership and complexity models. CPA is a powerful tool that helps organisations understand and harness cognitive diversity, crucial for executive positions.
Through a semi-structured interview, we analyse candidates' decision-making ability, both in their current role and in view of future challenges. CPA provides deep insight into how a person deals with complexity and allows us to predict how their skills will develop over time.
BIOSS International's methodologies are globally recognised and applied in executive search and talent management.
Compass for resilience in the workplace
The requirement for resilience in the job is having a job in which one is in a state of flow. Once this condition is met, one can strive for resilience and even take it a step further towards antifragility.
Work at the right level to achieve flow
Once a client has found a suitable candidate, we offer support in objectifying the application through various exercises. Before the assessment takes place, an intake interview is held, followed by the preparation of a personal competence profile of the candidate based on various tests measuring behavioural traits.
These behavioural traits relate to teamwork, conflict management, work styles, learning styles, personal qualities and management style. During the assessment, we use a procedure to understand the frames of reference a person uses in constructing their world.
This is done through a 'guided conversation' that gives the person space to freely express their judgment in their current role, past and future. This technique allows us to observe how a person deals with complexity.
Upon completion of the full process, the client will receive the following results:
- An assessment of the match between current skills and the challenges of the (future) position
- A prediction of the speed at which the candidate's skills will develop
- A deep understanding of the inner resources the candidate uses when making decisions.
We understand the consequences of making the wrong decision at work, such as wasted time, resources, money and reputational damage. We know that decision-making is an integral part of organisational life. Every day, employees, managers and leaders have to make decisions, and the more effective their decision-making process is, the more successful they and the organisation will be.
After the assessment, the client receives advice on how to deploy the candidate in a specific position. Depending on the need, this advice can be extended further.
For more information, please contact us at info@taradin.be
Voorbeeld van Capability in kaart gebracht:
Appreciation of career path
A person's ability to deal with complexity can be obtained through two methods.
Career Path Appreciation (CPA)
A semi-structured, personal interview, conducted face-to-face, exploring career history and preferred approach, as well as the type of work complexity a person is comfortable with.
The outcome of a CPA is a recognition of the current scope of one's decision-making ability and potential long-term development.
A fundamental strength of Career Path Appreciation is its ability to recognise and build cognitive diversity in organisations.
Initial Recruitment Interview Schedule (IRIS)
A tool for examining entry-level personal skills. IRIS is a quick way to assess the level of work complexity that individuals can easily cope with.
IRIS is used in recruitment of new graduates, promotion interviews, career counselling and training.The ability of a person to handle complexity can be obtained through two methods.
Decision-making and work levels.
We study the decision-making process within the context of 7 Levels of Work (FLOW). Each level differs in complexity and requirements for decision-making.
For example, workers in quality roles, such as administrative staff, make decisions within a context with little or no uncertainty. In these situations, sufficient information is available to make informed decisions.
On the other hand, CEOs make decisions within a complex and uncertain context. To make 'good decisions', they rely on their judgement and insight rather than on known data or detailed knowledge.
How to make sure your employee makes good decisions?
We use various capability tools to achieve this. The competence methods CPA and IRIS are interview methodologies that allow us to assess an individual's decision-making ability. At the end of the study, we can identify at which work level the individual will achieve a state of 'flow' and be able to make 'good' decisions, both now and in the future.
With this knowledge, you can use resources to improve the quality of decision-making at all levels of the organisation. Moreover, you can ensure that the right people are placed in the right positions at the right time.
For more information on the tools and how to optimise decision-making in your organisation, please contact us at info@taradin.be.