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What is it?
The Myers-Briggs Type Indicator (MBTI) is a powerful and versatile indicator of personality type. Widely used for individual, group and organisational development. Completely revised in 1998 for even greater accuracy and relevance to European English users.
What it measures
The Myers-Briggs Type Indicator (MBTI) instrument describes an individual's preferences on four dimensions. The person is either:
E - Extraverted – prefers to draw energy from the outer world of activity, people and things or
I - Introverted – prefers to draw energy from the inner world of reflections, feelings and ideas.
S - Sensing – prefers to focus on information gained from the five senses and on practical applications or
N - Intuitive – prefers to focus on patterns, connections and possible meanings.
T - Thinking – prefers to base decisions on logic and objective analysis of cause and effect or
F - Feeling – prefers to base decisions on a valuing process, considering what is important to people.
J - Judging – likes a planned, organised approach to life and prefers to have things decided or
P - Perceiving – likes a flexible, spontaneous approach and prefers to keep options open.
The various combinations of these preferences results in 16 personality 'types', each associated with a unique set of behavioural characteristics and values, which provide a useful starting point for individual feedback, self-exploration and group discussion. In addition, the strengths of each individual's preferences means there are differences within each preference type.
Benefits:
- help people better understand and appreciate individual differences in others – and their preferences.
- help people learn to use their particular type to their own best advantage in dealing with others.
- help people become more effective communicators by understanding personality type better.
- help people improve their interpersonal communication.
- facilitate work group functioning.
- enhance individual performance in the workplace.
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A classic tool for building team compatibility.
A unique, world-leading indicator of interpersonal style. Ideal for team building, development and coaching.
What it measures:
The FIRO-B questionnaire measures how a person typically behaves towards others and how that person would like others to behave towards him or her. It assesses interpersonal style – and its appropriateness in relationships – on three levels:
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| Expressed I make an effort to include others in my activities. I try to belong, to join social groups – to be with people as much as possible. |
Expressed I try to exert control and influence over things. I enjoy organising things and directing others. |
Expressed I make an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others. |
| Wanted I want other people to invite me to belong. I enjoy it when others notice me. |
Wanted I feel most comfortable working in well-defined situations. I try to get clear expectations and instructions. |
Wanted I want others to act warmly towards me. I enjoy it when people share their feelings with me and when they encourage my efforts. |
Applications
The FIRO-B questionnaire is ideally suited to:
- Team building and team development – identifying likely sources of compatibility or tension; identifying leadership style; aiding effective decision making; improving communication, openness and trust; and resolving conflicts.
- Individual development – increasing self - awareness and interpersonal effectiveness as part of the coaching process, career development or personal growth.
- Relationship counselling – identifying and resolving possible sources of incompatibility and dissatisfaction Selection and placement – but only in combination with other assessment techniques.
- It can help to structure interviews and assess likely team roles or interpersonal behaviour.
Benefits:
- It is unique. Most personality instruments examine individual characteristics but not relationship styles
- It is practical. As well as offering insights into interpersonal needs and behaviours, the FIRO-B questionnaire yields practical suggestions for improving relationships or increasing effectiveness
- It is based on a comprehensive and powerful theory of interpersonal behaviour
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The Strength Deployment Inventory(SDI) is a learning resource that has been proved to be effective in building strong relationships worldwide for more than 25 years. It enables everyone to understand the reason why people do things rather than just observe and react to what is done.
More than this, the SDI identifies for individuals their personal strengths and motivations and how these relate to those of their colleagues – whether things are going well or badly. It demonstrates how to use these strengths effectively to improve working or personal relationships with others.
This paper-based questionnaire was developed in the USA during the 1970s by Dr Elias H. Porter Phd. and it has been used extensively throughout Europe since 1982.
The SDI is not a test which may list behavioural types and is not an instrument for selection. It is an inventory, which provides invaluable information on what motivates a person under two conditions; when everything is going well and when you are faced with conflict or opposition.
This is vital information because it means we can understand why certain people have the impact on us they do and how we may be impacting on them! Furthermore, we learn how to recognise the real issues in relationships and how to tailor our language accordingly to communicate in more flexible and effective ways.
Recognising and dealing with inter-personal conflict is a crucial element in all relationships but especially within teams. The SDI provides insights into how to recognise the first signs of conflict in others and shows how to respond appropriately to resolve the dispute before it gets out of hand or unwittingly causes further antagonism
Why is this important?
Well, your behaviour will often be flexible depending on the circumstances, (this gives us the opportunity to learn and develop more effective choices of behaviour for the future) however your underlying motivation remains constant and therefore is a more reliable reference to work with.
What makes the SDI both easy to complete and remember is that it uses 3 colours, Blue, Red and Green and their blends to represent the following 7 motivational value systems:
| Altruistic-Nurturing (Blue) | The protection, growth and welfare of others. Looking for opportunities to support those who may need help. |
| Assertive-Directing (Red) | Task accomplishment, organisation of people, time and money plus any other resources... to win out against opposition and be seen as an achiever |
| Analytical-Autonomising (Green) | The assurance that things have been properly thought out, self-dependence, taking time to get things 'right', looking for ways to improve quality |
| Flexible-Cohering (Hub) | Flexibility, the welfare of the group and for belonging in the group. Keeping options open, consensus and harmony within groups |
| Assertive-Nurturing (Red-Blue) | The protection, growth and welfare of others through task accomplishment and leadership. Enthusiasm for the development of others |
| Judicious-Competing (Red-Green) | Intelligent assertiveness, justice, order and fairness in competition. Strategic thinking where all resources are used to achieve goals |
| Cautious-Supporting (Blue-Green) | Affirming and developing self-sufficiency in self and others. concern for thoughtful helpfulness with regard to justice |
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Developed by Raymond Cattell, the 16PF® instrument is a robust measure of personality traits which can be used to help select the right people for positions and to design appropriate individual development programmes. It is available in UK English and many other European languages.
What it measures:
The 16PF5 instrument (16 Personality Factor - Fifth Edition) assesses an individual's personality against 16 key scales:
- Warmth
- Vigilance
- Reasoning
- Abstractedness
- Emotional Stability
- Privateness
- Dominance
- Apprehension
- Liveliness
- Openness to change
- Rule-consciousnes
- Self-reliance
- Social boldness
- Perfectionism
- Sensitivity
- Tension
These underlying traits account for behaviour and can provide a valid and accurate predictor of future behaviour. The 16 personality factors can be further grouped into 5 "global factors":
- Extraversion
- Independence
- Tough-mindedness
- Anxiety
- Self-control
The world's leading questionnaire for selection.
Applications
The 16PF5 instrument can be used for:
- Selection
- Management development
- Coaching
- Career guidance
- Team building
- Counselling
- Research
Benefits
- It is quick and easy to complete
- It is easy to explain and score
- The fifth edition is based on over 50 years of research and testing
- It has proven reliability and validity
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The Language and Behaviour Profile (LAB Profile) is a way of thinking about people and groups that allows us to notice and respond with just the right Influencing Language. It is tailored to each situation and structured to allow us to understand:
- how people get motivated,
- how they process information, and
- how they make decisions.
It is a set of questions that anyone can feed into casual conversation or use as a formal survey for groups and it teaches us to pay attention to how people talk when they answer, rather than what they talk about. Even if a person answers the question indirectly, or not at all, he or she will reveal a pattern. As we become familiar with the questions and the kind of responses people give, we discover the patterns people use without having to actually ask the questions.
The LAB profile includes:
- the 6 Motivation Triggers that people need to get excited about something
- the 8 Working Traits that describe how people process information, environments they need to be productive, their response to stress and how they get convinced
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Thomas’s emotional intelligence assessment has been developed by Dr K V Petrides and Professor Adrian Furnham, University College London. Emotional intelligence assessment is an accurate and objective way to measure emotional intelligence and competence in the work place.
What format does the Thomas Emotional Intelligence Questionnaire take?
It is comprised of 153 questions ranked through seven options from ‘completely agree’ to ‘completely disagree’. It takes approximately 20-25 minutes to complete. There are no right or wrong answers, no bad scores, simply facets of emotion.
| Well being | Indicates how happy, positive and fulfilled a person is. |
| Self-control | How able a person is at regulating external pressure and stress as well as controlling impluses. |
| Emotionality | Can they perceive and express emotions and use these abilities to develop and sustain close relationships with others? |
| Sociability | How good are their general social skills - can they listen as well as communicate clearly and confidently? |
Facet |
What it measures |
Adaptability |
Flexibility and adaptability to new conditions |
Assertiveness |
How forthright, frank and willing they are to stand up for their rights |
| Emotion Expression | Can they communicate their feelings to others? |
Emotion Management (of others) |
Are they capable of influencing other people’s feelings |
Emotion Perception (of self and others) |
How clear are they about their own and other people’s feelings |
| Emotion Regulation | Whether they are capable of controlling their own emotions |
| Impulsiveness | Whether they are impulsive, or cautious and less likely to give in to their urges |
| Relationship Skills | Are they capable of having fulfilling personal relationships? |
| Self Esteem | How self confident they are |
| Self Motivation | Their level of drive and persistence |
| Social Competence | Their overall social skills e.g. how good at networking they would be |
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Stress Management |
How capable they are of withstanding pressure and regulating stress |
| Trait Empathy | Can they see things from someone else’s perspective? |
