Measuring the Return
on People
March 7
Making the Case for Self Awareness
Brian Lawrence
Principal Consultant
CPP (New Zealand)
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in Pennsylvania was named one of the best places
to work for 3 consecutive years.
Reduced overtime and made an annual savings of $81000.
Revenues exceeded 7.6billion in 2005
marking its 33rd year of profitability and record profits…
not by scrimping on payroll and employee benefits but by
encouraging employees to be innovative, to communicate,
understand and care, to be individuals.
Southport School on the Gold Coast creates self awareness
in teachers and students – reporting an increased ability to
Understand their students, developing insight into the boys’
Preference for thinking, learning, communicating, working
and socializing
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 Based on individual participants’ personality types, we
applied different lenses on different aspects of the
change programme
 We looked at
– Individual Preferences
– Function Pairs
– Quadrants
– Dominant Functions
– Whole Type
Checklist on Attending to the needs of your team
Extraversion
Introversion
Did you remember to give those with
this preference:
Did you remember to give those with
this preference:
☐ A chance to develop ideas
through discussion
☐ Time to reflect and develop ideas
internally before responding
☐ Lots of spontaneous, verbal
information and/or feedback
☐ Careful, written information
and/or feedback
☐ Active participation in the
process
☐ The opportunity to work or reflect
alone in a quiet atmosphere
☐ Opportunities to interact with
people
☐ Opportunities to communicate
their reflections one-on-one or in
small groups
Actions the organisation/team can take during
change
Extraversion
Introversion
☐ Give information face to face in
large groups
☐ Give information in writing well
before meetings
☐ Tell people how they can offer
☐ Offer to hear those both in group
comments, concerns and
sessions and by email or in small
suggestions, with a clear time frame group sessions
for doing so
What motivates you to support change?
 Divide into Dominant Alike groups
 Write down your responses to the following questions:
1. What really motivates you in a work setting – what gets you
revved up, energetic and productive?
10 minutes
2. What parts of an organisational change plan/ process will
really turn you off and demotivate you?
10 minutes
Barger, N.J. & Kirby, L.K. (1997) Type and Change: MBTI® Leader’s Resource Guide, Mountain View, CA: CPP Inc
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The Result?
To Conclude….
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Thank you