Assessments

Strengths & Strategies to Spur Your Success

Greater self-understanding and appreciation is the bedrock for successful personal development and career growth and success. I offer a selection of personal assessments to build greater appreciation of oneself and others, in the workplace context and beyond.

At their best, assessments can inject positive inspiration and a fresh perspective into a current situation and build confidence and hope for planning a new future.

Assessments are often included as part of my individual or team coaching programs. All results and reports are confidential and the property of the individual taking the assessment.

Here are a few of my favorites.

Myers-Briggs Type Indicator®  (MBTI®)

Great for appreciating individual differences and working with them.

The Myers-Briggs Type Indicator® (MBTI®) assessment is the most widely used personality assessment in the world. With a proven record of reliability spanning more than 50 years, it offers a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, and interact. Versatile and dependable, the MBTI tool sets the stage for lifelong learning and development.

The MBTI assessment is used to develop individuals, teams, and organizations to meet today’s challenges in such areas as communication, team building, leadership, and career management. Individuals and organizations, including many Fortune 500 companies, use more than 2 million assessments worldwide each year.

The MBTI® instrument determines preferences on four dichotomies:

  • Extraversion—Introversion: describes where people prefer to focus their attention and get their energy—from the outer world of people and activity or their inner world of ideas and experiences
  • Sensing—Intuition: describes how people prefer to take in information—focused on what is real and actual or on patterns and meanings in data
  • Thinking—Feeling: describes how people prefer to make decisions—based on logical analysis or guided by concern for their impact on others
  • Judging—Perceiving: describes how people prefer to deal with the outer world—in a planned orderly way, or in a flexible spontaneous way

Combinations of these preferences result in 16 distinct personality types. Understanding characteristics unique to each personality type provides insight on how they influence an individual’s way of communicating and interacting with others.

Thomas-Kilmann Conflict Mode Instrument™ (TKI)

Great for identifying your preferred conflict handling style and for learning alternative techniques.

We all want what we want in the world!  So it’s perfectly natural that at times we find our priorities are different from – or “conflict with —  those of others we know and work with.  “Personality clashes” and “warring egos” are most often cited as the primary causes of workplace conflict, followed by “stress” and “workload pressures.”

The “Thomas Killman Inventory” identifies a person’s preferred conflict-handling mode, or style, and provides detailed information about how he or she can effectively use all five modes—competing, collaborating, compromising, avoiding, and accommodating. Using the TKI, individuals can learn to move beyond conflict and focus on achieving organizational goals and business objectives. Organizations can apply the TKI to such challenges as change management, team building, leadership development, stress management, negotiation, and communication.

The TKI has been used successfully by businesses, educators, and organizational development professionals for over 30 years. It can be used as a stand-alone tool or as part of a comprehensive training program.

The TKI provides information about an individual’s style of handling conflict, compared to five distinct modes:

  • Competing: High assertiveness and low cooperativeness — the goal is to “win”
  • Avoiding: Low assertiveness and low cooperativeness — the goal is to “delay”
  • Compromising: Moderate assertiveness and moderate cooperativeness — the goal is to “find a middle ground”
  • Collaborating: High assertiveness and high cooperativeness — the goal is to “find a win-win solution”
  • Accommodating: Low assertiveness and high cooperativeness — the goal is to “yield”

Firo-B Instrument®

Great for revealing discrepancies between what people want versus what they ask for.

As an integral part of team-building initiatives, management training programs, and communication workshops, the FIRO-B® instrument is one of the most widely used tools for helping people understand their own behavior—and that of others—in interpersonal situations.

With its short administration time and straightforward approach, the assessment lets you quickly gather insights about your clients’ interpersonal needs and how those needs affect their interactions. This information helps illuminate why some relationships click and others miss.

The FIRO-B® (Fundamental Interpersonal Relations Orientation–BTM) instrument is based on three basic interpersonal needs:

  • Inclusion: participation in forming relationships and associating with people
  • Control: decision making, control, and influence
  • Affection: closeness and loyalty between individuals

Using just 54 items, the FIRO-B® assessment measures these basic needs along two dimensions

  • Expressed: the extent to which a person initiates a particular behavior
  • Wanted: the extent to which a person wants others to initiate the behavior

The FIRO-B® assessment can make a powerful difference in one-on-one, small group, and team relationships. An ideal complement to other inventories, it can expand your view by shedding light on some additional nuances of variable interpersonal style.