Interview with CDP User Cinnie Noble

Both as a former social worker and as a lawyer-mediator, Cinnie Noble, C.M., B.S.W., LL.B., LL.M. (ADR) the President of Noble Solutions & CINERGY™ Coaching has practiced and studied conflict management for over 20 years. Through Noble Solutions, Cinnie and her associates provide a wide range of services related to helping organizations and individuals manage conflict.

Question:  When were you certified? 
Answer:  October, 2002

Question: Do you use the CDP-360, CDP-I, or both? 
Answer:  Both

Question:  Do you use the CDP by itself or in combination with other instruments? 
 Answer: If so, which ones?  On its own

Question:  What do you consider to be the three primary benefits of the CDP?
Answer:   It is ideal to use the CDP when conflict coaching.  This tool, both in its 360 (preferably) or Individual format, helps “coachees” identify specific behaviors to focus on.  Other benefits are that the report is comprehensive and straightforward and the instrument itself is user-friendly.

Question:  Describe a program/scenario in which you’ve used the CDP.
Answer:   Participants who attend CINERGY® Coaching’s Advanced conflict coaching training program are required to do the CDP-360 and coaches, mediators and others who attend the ConflictMastery™ workshops or teleclasses for practitioners  (coaches, mediators and others) aiming to strengthen their own conflict management skills, are required to do the CDP-I.

Question:  Can you share an exercise or activity which has been particularly well received (especially one dealing with any of the four Active/Constructive scales)?
Answer:   Not an exercise per se, but a way of getting people to think in more detail about Active Constructive Responses that are rated low, is to have them consider a series of questions after the feedback session and before we meet again for coaching. Questions may be:

  • What are the possible reasons you are perceived as not being as effective as you would like to be, with respect to that response?
  • How does this perception work against you, in your workplace relationships  (or personal relationships)?
  • To start changing your current response and be more effective with respect to it, describe your goal; that is, how do you want to be and be perceived in relation to this particular response?
  • How will you know when you have reached your goal regarding this response (i.e. what measurement will you use, who will observe and let you know, etc.)?
  • What are some steps you may begin to take, to shift your current response, to be more like the one you want?

These same types of questions may be used on all other responses people want to work on improving.

Question:  Any tips for giving feedback on the instrument?
Answer:   I like to elicit as much information as possible from each person, such that they identify and consider the report and its implications (such as Margaret Cooley does on the video).  I try to make my own feedback concrete, balanced and supportive.

Question:  In marketing the CDP, what do you find to be the biggest obstacles in an organization buying it, and what do you do to overcome those obstacles?
Answer:    For the target audience I am called on to coach (leaders mostly), it is often the case that other 360 instruments are being used on a range of leadership variables.  There is some resistance therefore, about introducing another 360.  Since I promote effective conflict management as a core competency that requires more attention than most other instruments, I attempt to promote CDP on that basis.  I also speak about the high cost of conflict and the importance of building an organizational culture that views conflict more proactively and positively.

Question:  Describe two or three marketing strategies that you’ve found to be effective.
Answer:

Question:  Which of the following formats do you typically use?
- 1-3 hour session
- ½ day session
- Full day
- 2-3 days
- Multiple sessions over a period of time
 Answer:  Multiple sessions over a period of time

Question:  What advice do you have for other certified users?
Answer:    Join the community of practice that the Leadership Development Institute is continually developing, to network, receive and share marketing and other ideas that are suitable for you and your audience – internal or external.  Consider the work you currently provide and how CDP may be an adjunct to it, i.e. coaching, training.

Cinnie Noble, Owner, CINERGY® Coaching
cinnie@cinergycoaching.com, 416-686-4247, 1-866-335-6466 (toll free)

Back to eNewsletter >