Decision Dynamics - Career Model™
To participate in the authorisation course, you are required to have participated in and passed the Business Testing course, module 1, at CfL, or that you have the basic course in tests from Dansk Psykologisk Forlag, SHL or Cubiks.
You get access to use Decision Dynamics Career Model™ by participating in a 2+½-day authorisation course.
The certification course provides you with an insight to the concept frame of the Decision Dynamics Career Model™ and the validated instruments attached. You will be taught how to present the model, interpret profiles and perform feedback conversations. You will also learn how you can use the Decision Dynamics Career Model™ in connection with organisations.
Between day 1 and 2, you are required to perform 3 exercise conversations with the profiles. This certification gives you access to use the module on the individual level. You also have the opportunity
to supplement this course with a 1½-day certification in the organisation level of the Decision Dynamics Career Model™, which means access to work with the module on group and/or organisation level.
Decision Dynamics Career Model™ uncovers the person, group or organisation’s perception of career, drive/motivation in work life, as well as the experience of the corporate career culture.
The Career Model distinguishes between four basic career concepts: Expert, Linear, Spiral and Transitory, with a starting point of two factors:
»» The frequency of one’s career changing and the direction in which one’s career is moving, and
»» The motives which provide us with a drive and a satisfaction in our working life.
The career culture works with four elements: Strategy, Structure, Performance Appraisal and Reward System, and each of the career concepts mark these elements, thus giving the organisation certain
One can work with the Career Model at two levels:
Individual level: focuses on an analysis of the person’s career attitude and career motives, as well as his/her experience with the corporate career culture. Organisation level: deals with an analysis of the group, department and/or organisation and its career attitude, career motives, as well as its experience with the corporate career culture.
The Career Model includes two questionnaires:
A individual career profile, which consists of 38 questions about career direction and motives, and
A culture profile, which includes 36 key questions regarding the individual and his/her perception of strategy, structure, performance, and reward in the organisation.
How to use it
At the individual level, the Career Model is used to develop insight regarding one’s attitude, motivation and drive at work, and it is used in recruitment situations, personal development, talent development, employee development conversations, leadership development, career consulting and management of change processes.
At the organisation level, the Career Model provides groups with a mutual language to implement motivation and drive at work. The mutual language also provides an opportunity to implement communication when changes are made and addresses focus in teamwork.
At organisation level, the Career Model is used in connection with corporate change processes, team development, corporate mergers/fusions, strategic HR, focusing on evaluation and reward systems, as well as strategic career and organisation development.
What is in it for me?
Decision Dynamics Career Model™ provides the individual as well as the groups with an insight to their own and each other’s motives, drive and needs, and thus, it creates a foundation for a common dialogue about tasks, collaboration, organisation, reward system, and career goals. The Career Model works as a concept
frame which acknowledges people’s differences, thus making it less dangerous to talk about these and the incompatible interests and motives which people have.
At the individual level, the Career Model is an important step toward revealing the individual person’s motives and contributions to the organisation.
At the organisation level, the Career Model displays the career patterns of the group, department or organisation and their experience of the corporate/departmental career culture through the elements of strategy, structure, performance and reward.