IDM Methodology: Constructive-Developmental Framework (CDF)

The CDF methodology is a psychometric tool for gauging, in a quantifiable way, a person’s developmental potential and “frame of reference” (FoR). These two vital measures of adult work capability are closely linked with each other: “tell me how you position yourself social-emotionally and how you think, and I will tell you what kind of work you can do and what is your potential for further mental growth.”

All assessment, teaching, mentoring, coaching, and consulting practiced at and by IDM is based on one and the same comprehensive methodology, namely CDF. Historically, the CDF synthesizes methods of research and assessment developed at Harvard Graduate School of Education, Cambridge, MA, since 1970, and the Institute of Social Research, Frankfurt am Main, Germany, since 1950.

Any methodology is only as good as the results it delivers. Results, however, are a function of the innovation embodied in a methodology. In the case of CDF, the innovation lies in the fact that methods of assessing developmental potential have, for the first time, be combined in such a way as to be of practical use in formulating and implementing a research-based human capital strategy, whether in for-profit organizations or public institutions.

At the core of the CDF methodology stands the constructivist assumption that adults construct their own reality depending on the degree of ego-centrism their thinking and social-emotional relating is presently limited by. This assumption entails that adults’ ‘workplace’ is an internal frame of reference that determines what work means to a person and how, therefore, s(he) approaches it, carries it out, and how far s(he) can lead. It is this frame of reference that is empirically assessed by CDF, based on two interviews and a questionnaire.

Importantly, the CDF methodology strictly distinguishes between three aspects of adults’ work capability:

• capability that is presently applied (performance)
• current potential capability that COULD be used if known and supported (talent)
• emergent potential capability whose fruits lie in the future (potential for mental growth).

On account of these distinctions, IDM arrives at uniquely informative assessments of individuals, teams, and organizational echelons that can be used in a multitude of HR applications, such as leadership development coaching, coach education and mentoring, talent management, succession planning, recruitment, and formulating human capital strategy.

In its ‘manual’ form, CDF requires high-level interviewing skills and a taste for precision in qualitative research. In its planned internet-based ‘automated’ form, CDF presupposes an understanding of the meaning of developmental findings about a person, team, or echelon.

For selected readings on CDF, go to Publications/Resources.

For learning about the use of CDF in IDM Services, go to Services.

For learning about the use of CDF in the IDM Certification Program, go to Certificate Programs.