CA method in combination with a good counselor can make the things clear on a short straight way
You use CA method in WEQUA Company for a few years. For what purposes do you use it and what do you see as its advantages?
WEQUA Company is using CA method in detection and validation of soft skills, in terms of confirmation of the still available personal intrinsic method-competencies based on the personality traits of long-term unemployed people.
The results are used by our social pedagogues and job coaches for the further client consultation and the planning of measures and treatments in the next months for them. Usually, a social educator is needing 2-4 sessions to get trustful access to the client based on a good stable relationship. It takes much time to dig out the intrinsic problems which have a major impact on a new future working life. CA method gives the possibility to go faster vertical into the personalities of the clients and their barriers. This way the social workers are getting quite quick crucial clues what is worth asking for deeper. We also see the active competencies and motivators. This can be specifically addressed in the consultations and measures. This speeds up the entire activation and reintegration process.
Why this acceleration is necessary? Usually, the measures are financed by the Labour Ministry or Employment Agency. There is no time for long ways, mostly just some weeks, in best case 6-8 months. The Method is not expensive also; conventional aptitude tests are usually much more expensive. Another advantage is the clients like the Method and does not feel threatened.
The background for this: Long-term unemployed people often have gathered bad experiences with skills assessment procedures. As a result, they have frequently experienced devaluation. By this, they often lose access to their own inner resources at the moment of testing in such kind of stressful situations. So they are failing in lots of tests. CA method isn´t stressful, there is no recognizable danger out of the client`s perspective. This way CA method helps to keep open access to the inner resources in a test situation.
We can say, CA method is friendly. There are hardly any interruptions during the diagnostics by the clients, as in conventional competency assessment procedures for these target groups.
Marco and I use CA method in other contexts and for an another company (our own) as well, for instance to work in HR themes like recruitment, emplacement and general human resource development.
What other methods do you like to use?
WEQUA Company mainly uses qualitative survey methods, such as interviews, observation and semi-standardized questionnaires. Psychometric tests are used very rarely.
Do you remember when you first heard about CA method? What were your first reactions?
It is a few years ago I have heard about this Method. I have never heard about it before. I knew just observation systems in various assessment designs, psychometric tests and questionnaires for self-disclosure. So this was something very new for me.
I was very curious and skeptical about whether and how a largely projective procedure actually captures and depicts competencies, motivators and blockages.
Did you need to verify its predictive ability and accuracy?
Yes. For me, it was very important to explore if there is not an overpowering influence of the Barnum Effect.
I have tried this diagnostics with some of my clients and friends who I knew very well. I knew their psychological profiles. And I prospected how close the results of CA method diagnostics would be.
Then, of course, I have searched and red more about CA method and its scientific context.
Did working with CA method bring you any new possibilities?
Not really, it is just a smarter, oft sharper and quicker way to work with people. CA method in combination with a good counselor can make things clear on a short straight away.
In case you explain how the Method works to other experts, what do you often encounter?
Lay people find it a bit strange, a bit spooky but mostly very interesting and they want to do it first self very soon to figure out. Once they see their real results, they are very surprised and convinced.
Experts ask for validation studies, the link rules of the diagnostics results with empirical databases and the mechanism of the algorithm.
Do you see any pitfalls, difficulties or risks when working with CA method?
CA method gives a lot of leeway in interpreting the results. Often the blockades and not well-marked competences are also very much in the focus of the evaluation talk. People unfortunately are often more interested in the background of their weaknesses than in harnessing their strengths. But to take view to the skills, potential and motivators would be better most and more behaviourally conductive.
When using CA method in companies in issues of employee development, there is a risk of discrimination if blockages, denial of performance and lack of motivation are detected. You need a clear code of ethics.
Because customers don’t understand CA method scientifically, it’s hard for them to build up trust in the Method.
Tino graduated at the TU Dresden / University Potsdam in the field of Psychology. He studied in the period from 1994 to 2003. Since 2007, he has been working for Wequa company, where he has been helping clients as a psychologist and a coach. Here he co-authored many system programs to help the target audience.
In 2019 he was a co-founder of Softskillers Deutschland. Where he provides support to clients across Germany and focuses on long unemployed people returning to the labor market.
He has also been contributing as a volunteer psychologist in many charity projects.