About the CDT Approach

In a recent ManpowerGroup survey of 2,000 employers, over 50% of organisations listed problem-solving, collaboration, customer service, and communication as the most valued skills. Employers today are as likely to select candidates for their adaptability, culture fit, and growth potential as for in-demand technical skills.

Additionally, employers like Google, Amazon, and Microsoft, have highlighted the importance of learnability — being curious and having a hungry mind — as a key indicator of career potential. Hiring people with curiosity is likely to maximise the ROI of these programs. Hiring people with high Dynamic Intelligence! Today, people often take on leadership positions without much formal management training.

Often, the strongest individual contributors are promoted into management, even though they haven’t developed the thinking necessary to lead a team. This requires more complex thinking in a more complex and connected world: a more dynamic approach to development. We use the latest psychology research to be a Vertical Development enabler!

Read About Us

Workshops and More

What makes the difference in an organisation requiring high level, long-lasting decision making? It’s one’s cognitive capacity to make that decision. To see what is not seen and to join the dots others are not joining. Using a range of bespoke tools, we can show your high performing teams how to do this more effectively to ensure vertical development.

Read Testimonials

Get In Touch

Ways to Vertical Development

We have a number of ways we can interact with your teams and individuals to grow their thinking vertically. We have a unique way of determining your high flyers.

Cognitive Intention Awareness

First we must determine which Cognitive Intentions we use the most.

CI Intervention

Once we know which CI’s we use, we can offer an intervention to promote vertical development.

Thinking Quotient

We use the TQ scale to measure our Cognitive Intention awareness before and after our development.

Developmental Dialogue

At the level we are aiming this approach, it is about a developmental dialogue, not simply business coaching.

A Bespoke Team of Constructed Development Psychologists

Look at each picture of me. How do you construct me based on each? How does your construction differ for each? Is any of them true? How are you constructing you right now?

Dr Darren Stevens

Constructed Development Psychologist

My main construction of me. The developer of CDT.

Dr Darren Stevens

Thinking Quotient Psychologist

How many ways can I construct myself as a professional?

Dr Darren Stevens

Adult Development Psychologist

This highlights my approach to personality.

James White

Psychiatrist

Pellentesque eget lacus vel elit maximus lacinia.

Group Development is Key

We can work with six to twelve of your highest performers in a room for a week and actually demonstrate vertical development using a bespoke approach to your particular industry. Prior preparation for your requirements to tailor our programme to your needs, and then we begin the development process!

Ask a Question

What Our Clients Say

A few choice words from those willing to share.

The whole premise of Constructed Development Theory is new, so let’s wait and see how it all pans out before we say just how great it is. It is good though.

Steve Brown

Cardiologist

Doing a Thinking Quotient profile is about half an hour but the results are far superior to any psychometric tests I’ve tried before. I understand what Dr Darren is saying when he says psychometrics aren’t good enough in today’s complex world.

Tabatha Stevens

Bank Executive

How I construct my thinking has never been more important to me since my promotion. Dr Stevens has an approach to growing my complexity that is vital to my organisational progression.

Paul Cripps

Warehouse Manager

Ready to Get Started?

Connect today and take your people and your organisation in the right direction – vertical!

Get In Touch Today!