Intro to MCPA Feb 11©2011 EDAC/Bioss All Rights ReservedSlide 1 Introduction to MCPA February 2011.

Intro to MCPA™ Feb 11 ©2011 EDAC/Bioss All Rights ReservedSlide 1

Introduction to MCPA™

February 2011


MCPA™ Appreciation of Capability A powerful research-based instrument, drawing on Levels of Work

theory (Gillian Stamp, Elliott Jaques, Owen Jacobs), which looks at 7 complexity bands and their associated management themes

Underlying assumption (Jaques) is that for most adults, capability increases over time, therefore Growth Curves are provided to show assessment of present capability and estimated potential for capability growth

An online and computer-based variant of the full Career Path Appreciation (CPA) developed by Gillian Stamp at Bioss in the UK

Jointly developed by EDAC and Bioss


What do we mean by Capability?

Level 7 Bringing into being current and nascent contexts for future generations

Corporate Prescience

20-50 years

Level 6

Strategic Management Creating and sustaining a climate

to protect strategic units, embed them in host cultures and alert

Corporate Citizenship

10-20 years

Level 5 Ensuring the external and internal viability of the enterprise as a financial and social entity

Strategic Intent

5-10 years

Level 4

Organisational Management Managing current products/

services, systems and practices, and the changes required to align them with the strategic intent

Strategic Development

2-5 years

Level 3

Providing practices and systems to support production or service, to contain costs, realise purpose and enhance reputation

Practice

1-2 years

Level 2 Responding to both the obvious

and underlying complexities of particular situations or people

Service 3-12

months

Level 1

Direct

Management

Making or doing something to a specified output, on which the viability of the organisation depends

Quality From 1 day to 3 months

them to possibilities of evolution

© Bioss with overlay from Jim Collins ‘Good to Great’ (with permission)


MCPQ™ - Questionnaire

Takes the CPA Phrase Cards - the element of CPA which research has shown accounts for the largest amount of significant unique variance in the overall CPA rating

Presents these in 9 sets of 6 phrases in the MCPQ™ and requires candidates to select their most and least preferred phrases, and give explanations for their choices

Requires candidates to define their personal time horizons


MCPQ™ Phrase Card Contexts

I General principles

II General process

III Overall approach and attitude to rules

IV Approach to each task

V First action on a problem

VI Reaction to uncertainty

VII Reaction to ‘gaps’ in knowledge

VIII Generating a solution

IX General reaction to conflicting results



The MCPQ™ Questionnaire

Available in English, Dutch, German, Swedish, Spanish, Portuguese (Brazil), Portuguese (Europe), French (Ivory Coast) and Chinese

MCPQ™ is completed online

Takes 45-60 minutes to complete

Results emailed automatically to associates for importing into the MCPA™ program


The MCPA™ ProgramThis is not a psychometric instrument

The phrase selections, responses and selection of time frames form the basis of a guided conversation between the counsellor and the candidate that follows the Bioss conventions of appreciative conversation

In this conversation the counsellor uses his or her knowledge of Levels of Work to come to a considered view about a candidate’s:

Current level of work complexity and Current Level of Capability (CLC)

and by relating CLC to age

Likely growth in capability over time or Development Curve


An Appreciative Conversation

“The hallmark of an ‘appreciative conversation’ is that people listen without judgement, do not seek consensus or compromise but share the sole purpose of continuing the conversation in order to sustain relationships of mutual respect.”

Gillian Stamp, 2008


On-screen Validation Interview


MCPA™

The counsellor is required to confirm or change the initial computer-generated result according to the outcome of the validation interview, and to record the reasons for doing so

The counsellor may also record the degree to which the candidate is ‘in Flow’


Counsellor Validation & Notes


MCPA™ The program then computes the candidate's position on a series of

age-related development curves

These curves link Current Capability and age to show predicted growth in capability, showing:

Complexity bandThemeDevelopment CurveManagement tasks and responsibilitiesDecision-making Time HorizonTime line - available with a ‘right-click’

Current Capability, Development Curve and Assessed Potential are highlighted


Development Curves


Candidate Time Line

Shows growth in capability over time for the individual being assessed


Flow Chart

If the counsellor has been able to come to an opinion about the candidate’s Level of Work, or if the Candidate has given their perception of Flow, and the relevant details have been entered on the Counsellor Review Screen, these will be presented on the Flow Chart

In the following example the candidate’s Current Level of Capability greatly exceeds the Level of Work of his present role, and he is therefore feeling very much out of ‘Flow’


Candidate Flow Chart


MCPA™

The program offers a comprehensive report facility, which includes a formal record of the candidate’s responses and the counsellor-determined Development Curve result

It also includes a simple team analysis for summarising group results

Team results can be displayed on Development Curves and projected into the future to show how they will develop over time


Eight Report Tabs


Summary of Final Results


Team Results Projected over Time


MCPA™ Outcomes

Helps candidates understand

Whether or not their capabilities match their current role - if they are in Flow or not

How they should be looking to develop their career paths

The nature of work that is likely to give them the highest level of satisfaction


MCPA™ Outcomes

Helps organisations understand

Where their talent lies

Where they are ‘fat’ and where they are ‘thin’ in terms of staffing levels/capabilities/work challenges

With the broader application of Levels of Work, how to develop lean and efficient management structures

Why morale may be poor or performance lagging


End of Intro to MCPA™

Intro to MCPA Feb 11©2011 EDAC/Bioss All Rights ReservedSlide 1 Introduction to MCPA February 2011.

Documents

rights reservedslide

mcpa program slide

bioss slide

current capability

years level

permission slide

flow slide

capability growth