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Patricia Carl is an executive coach and consultant, and former chief human resources officer for both public and private equity backed companies. She partners with leaders, teams and organizations to drive business outcomes, and has worked with clients across industries, from companies such as Microsoft, Target Corporation, Deloitte, Citadel, and Silicon Valley start-ups. She has guest lectured at academic institutions including the University of Pennsylvania, and her insights have been regularly featured in Forbes, Real Leaders, and other publications. She holds leadership roles with not-for-profit boards and organizations and is an angel investor in multiple technology companies.

Patricia Carl 

February 2021 - TD Magazine

Companies are fine-tuning the traditional talent strategy in the new skill economy.

The Blurred Lines Between Build, Buy, Borrow

While EQ may seem to come more naturally to some, it can be developed with practice and feedback.

4 Ways Leaders Can Develop More EQ to Lead Under Pressure

As businesses adapt their strategies and workforce to the changing needs, leaders must tailor their talent management practices to maximize opportunities presented by the new virtual landscape.

4 Ways to Make Talent Management Work in a Virtual World

Talent managers who understand the various types of ignition and the associated levers will have a more nuanced view of their team members.

Ignition: The Light and Dark Sides of What Drives Us

Infoline Digital Series: Managing Change

Implementing Culture Change

February 2014 - TD Magazine

College in the Call Center

Patrick Connell is an industrial/organizational psychologist who leads a team of consulting professionals in the areas of executive assessment and feedback, job analysis/competency modeling, personnel selection, and leadership development. Dr. Connell works with clients in a variety of industries including financial services, health care, pharmaceuticals, aerospace, manufacturing, and retail. He also worked as a strategic advisor and coach in both short-term and long-term coaching engagements. 

Patrick Connell

I was meeting a new client and introduced myself as a Certified Professional in Learning and Performance (CPLP). Her immediate response was, “Did you pass it on the first try?” This question didn’t faze me. I smiled and thought to myself, “She knows…Obtaining that certification was no joke.”Unlike some other certification tests, the CPLP Knowledge Exam is not a memorization test. The questions are carefully and deliberately crafted to cover each level of Bloom’s Taxonomy. Will there be some questions with one obviously correct answer? Yes. But there will also be questions for which several answers are possible and appropriate, but only one yields the best results. Yes. This type of question requires you to imagine each answer in practice, envision how they all play out, and compare the results with one another. It will take some time, so the more thoroughly you know your material, the better you’ll be at answering it.I’m not telling you this to scare you. This insight is meant to prepare you. The Knowledge Exam is difficult, yet achievable. Passing it will instill in you a lasting sense of pride, and you will share a silent understanding with other CPLPs. You quite literally join the club.Focus When StudyingSo how should you best prepare in order to pass this exam? In my previous post, I stressed the importance of changing your daily routine. This is critical to your success. I set aside 45 minutes each morning before work and additional time on Saturdays. Some days I found myself easily distracted by external factors or even my own thoughts. In both cases I simply put in ear plugs. The absolute silence helped me to concentrate.Apply What You LearnI don’t study well in groups, so I had to look for other ways to bring to life the knowledge I was acquiring. Many mornings, I found myself inspired by what I read. I would jot down ideas and use them at work. One of my favorite ideas was a job aid for newly promoted directors. Two of my clients had been recently promoted while I was studying Managing the Learning Function. The new directors appreciated the job aid, and I scored well in that exam area because I had really thought through the material.Practice Taking the ExamIt is not enough to get through the materials. You will need to take the practice exams in order to kinesthetically prepare for the Knowledge Exam. Football players study the plays and then practice on the field. So should you. This will help you get used to the different types of questions and get a feel for taking the test at the exam center. I gave myself a one-month cushion after studying the materials. During that month, I ran through the practice questions over and over, carefully reviewing my notes for the lowest-scoring sections.Reach a State of Quiet AcceptanceI chose St. Patrick’s Day to bring a little luck o’ the Irish with me to the exam. Unfortunately, a late-season snowstorm blew in the night before. I was pretty worried about not being able to get to the exam center. By 5:30 the morning of the exam, I had a call and an email notifying me that the exam center was closed. Rescheduling was quick and easy, and I took the exam a couple of days later.I suppose plenty of people would interpret my luck o’ the Irish as the bonus 48 hours of study time. Not me. I didn’t study on those days. I didn’t need to. I knew I was ready. Most of the material was in my long-term memory and I was at peace.Remember the Bigger PictureMy goal wasn’t to prepare for or even to pass the exam. My mission was to improve my overall level of expertise. This prompted me to take more time to learn the material at a higher level of Bloom’s taxonomy than needed to pass the exam. I know it sounds lofty. However, I invite you to consider striving for the same purpose. Don’t just pass the Knowledge Exam. Incorporate it. Together, this is how we strengthen our profession.Learn more about the CPLP Certification.

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