Coexploring Individual, Organizational and Social Systems
We offer learning opportunities for personal and organizational developmental conversations. We use a number of different approaches and methods developed by ourselves, researchers from around the world, and organizations and companies that offer selected services.
In partnership with EDACEN.com we offer the LPA for personal, leadership and team development. The LPA® is a fully computerized ‘expert’ linked personal appreciation--a human resources assessment tool--with an online questionnaire called the LPQ®, which takes candidates through six assessments in 45-60 minutes. These cover the 29 dimensions shown in the table below. These are key areas that condition how people function as members of a team.
More than 30 years in development, the LPA offers a uniquely relevant approach to the application of psychometrics in a working environment. The LPA program highlights the often-complex interrelationships between Personality and the five other key functional areas shown in the table above. This provides information that is directly relevant to a person's working experience.
The LPA program has a built-in suite of utilities that enables the user to carry out sophisticated analysis within teams and groups, to assess people against user-determined profiles, and to run all common statistical functions, e.g. T Test, Correlations and Factor Analysis. The LPA produces a series of clearly written and jargon-free text reports, which are designed to support individual, executive and organizational development. The LPA makes a significant contribution to career development, executive selection, and job profiling.
The LPA program is offered as part of a course on individual and organizational appreciations. Students complete the LPQ questionnaire online and results are delivered to the College of Exploration, which provides the feedback.
The questionnaire and reports are available in multiple languages.
|Team Roles||Practical Type
New Ideas Type
The MCPA program is offered by The College of Exploration as part of a course on individual and organizational appreciation and development. Students complete the MCPQ questionnaire online and results are delivered to TCOE facilitators who provide the feedback.
The MCPA® is a powerful research-based instrument, with an online questionnaire called the MCPQ® that records a candidate's responses to a series of phrase cards in 30-45 minutes. The data collected supports a structured interview, in which a facilitator establishes the candidate's current level of capability and potential for this to grow over time.
The MCPA is based on the theory of Levels of Work developed by Dr. Eliott Jaques and Dr. Gillian Stamp that identifies seven levels of organizational complexity, ranging from the direct through the organizational to the strategic. The MCPA is an exceptionally powerful and useful instrument because it directly addresses two of the most important issues in individual and executive development: current work capability in terms of complexity and also in terms of potential. It is one of the few methodologies to have been the subject of a full independent validation at the national research-institute level.
The MCPA produces a narrative report showing the candidate's responses to the phrase cards, and his or her position plotted on an array of curves--derived from historical data--that link levels of complexity with age. The candidate will be able to compare this output with his or her current position in the company or organization, thereby obtaining important information to support the executive development process. By indicating current capability and potential, the MCPA makes a powerful contribution to talent bank management, executive selection, career development, and succession planning.
MCPA Levels of Complexity
|Complexity Band||Theme||Management Tasks and Responsibilities|
|Strategic Management||Corporate Prescience||Bringing into being current and nascent contexts for future generations|
|Corporate Citizenship||Creating and sustaining a climate to protect strategic units, embed them in host cultures and alert them to the possibilities of evolution|
|Organizational Management||Strategic Intent||Ensuring the external and internal viability of the enterprise as a financial and social entity|
|Strategic Development||Underpinning the future of the organization by managing or supporting internal and current products and services, systems and practices, and the innovations and changes needed to align them with the strategic intent.|
|Direct Management||Practice||Providing practices and systems to support production or service, to contain costs, realize purpose, and enhance reputation.|
|Service||Responding to the obvious and underlying complexities of particular people or situations.
|Quality||Making or doing something on which the viability of the organization depends and where the output can be specified beforehand.|