Counselor & Coaches Questions

• Questions about the CVI™

  • Where did the CVI™ come from?
  • Why was the CVI Created?

• Questions about the CVI™

  • Where did the CVI™ come from?

    Lynn Ellsworth Taylor (INSERT PICTURE) developed the CVI™ . Taylor owns Taylor Protocols, Inc., a professional business and human capital management firm in Seattle, Washington. He developed the CVI™  out of his need to hire the right people for the right jobs. He wanted to better understand, manage, train, coach and motivate the people he was serving (Taylor, 1998).

    As most great inventions are, it was a progression; slowly growing with technological knowledge over time. In the early 1980's Taylor worked with Dr. Ed Geiger to develop the first non-invasive cardiac output computer. This work required Taylor to help create algorithms for pattern matching. In 1983, Taylor applied his algorithm knowledge to speech technology, creating the first IBM PC-compatible speech recognition system. Using the knowledge he gained from the previous projects Taylor set off on a 15-year quest to perfect an instrument that could accurately measure the innate, unchanging Core Values Nature™, which resulted in the Core Values Index™ .

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  • Why was the CVI Created?

    After working to design the first non-invasive cardiac output computer and the speech recognition technology he ventured into working in corporate world helping struggling companies become more successful. He knew that it was vitally important to assess each person's core values so that they could be matched with the proper job in the company. As he searched for a tool to assess people at their deepest level, he became frustrated with all the tests on the market. They claimed to improve hiring and give insight into someone's personality. Taylor knew he needed to go deeper than personality. By 1992 Taylor had developed the CVI™  in order go below the adapted personality and into the unchanging stable self. In 1998 he began using the CVI™  in combination with his diagnostic algorithms to administer a system that allowed him to assess the top performers in companies he is hired to help. Using the technology he created he is able to place people in the right seats, raising productivity significantly.

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