Personality Assessments and Seminars

Personality Assessment Seminars’ duration depends on the number of participants, client selected options, and several other coordination factors.

• DISC

  The DISC Assessment is an indicator of behavioral tendencies. It is HOW you do what you do. Of all the internal forces going on in someone’s head, DISC measures the one visible factor that is externally demonstrated behaviors. It began ages ago with Hippocrates studying what he called “The Four Humors of the Body.” Galen then identified four temperaments; sanguine, melancholic, choleric, and phlegmatic.

  William Marston identified ranges of behaviors and set them within the four scales of D, I, S, and C. Walter Clarke later created an easily administered assessment, enabling us to easily identify our primary DISC types. Each level of development focused more and more on observable behaviors. Observing behaviors allows you to begin to learn something about everyone you meet immediately. DISC provides a framework for understanding those behaviors to create reference points for that person’s likely DISC style.

  The more you can observe, the more evidence you have that they will continue with those tendencies. Using behaviors enables you to develop strategies for interacting with others without stopping them from asking for their assessment print out results. The simplicity of DISC is also appealing. There are just four styles to learn about – Dominance, Influence, Steadiness, and Conscientious. This simple concept helps participants to pick up the material quickly and begin to put it into action.

  30 Associated Games & Team Building Exercises available

• MBTI

  The Myers-Briggs Type Indicator (MBTI®) is an instrument that distinguishes people according to sixteen (16) basic personality types. These types describe a person’s natural preference regarding four basic human processes (mental habits or “Temperaments”):

  1. How we derive and focus our source of Energy through either
     Extroverting (E) or Introverting (I).
  2. How we assimilate or absorb information and form Perceptions through either
     Sensing (S) or Intuition (N).
  3. How we Judge matters and form conclusions through either
     Thinking (T) or Feeling (F).
  4. How we establish our Orientation & attitudes toward the outer world through
     Judging (J) or Perceiving (P).

  Everyone uses all the mental habits noted above, but not simultaneously, nor, in most cases, with equal confidence.

  For example, we all use thinking and feeling, of course, but we tend to judge matters through logic (thinking) or personal values (feeling) – but normally, not both, particularly in a crisis or when pressed for time. We all tend to prefer certain process types more than others.

  Thus the 16 basic personality types are designated by the corresponding four preferences linked together, giving us a four-letter code designator for each type [For example, ISTP, ENTJ, ESFP, etc. – see the 16 Types box handout]. Each of the four preferences interacts and tempers the other; indeed, they rely on each other to develop the full function of behavior.

  An individual’s personality type usually remains consistent throughout their lifetime (except when experiencing an emotionally critical or traumatic event).

  However, people’s behaviors are not rigid nor locked in by type. All people can act out of type and do so to varying degrees based on any given situation.

  The MBTI does not attempt to reveal any deep dark secrets, neurosis, nor antisocial pathologies. This instrument is not best used as a predictor of specific behavior, although it does correlate to patterns and tendencies. By theory, people are regularly forced out of their natural type, causing stress and less optimal function. What the MBTI does offer is an organized method to help us understand our preferences for dealing with our environment and other people. It also shows how each person is distinct in their coping mechanisms, which may be significantly different from our ways of dealing with any given situation.

  There are no bad or wrong types (nor good really); they are just different. The MBTI theory promotes the idea that there is value in diversity. It suggests that heterogeneous groups can be the most functional and accomplished groups if their members can effectively work through the naturally diverse perception and communication needs of the distinct personality types within the group.

  The MBTI gives us a powerful tool to help us understand our tendencies as well as those of others around us. The MBTI is particularly useful for identifying and describing people’s communication styles. With this understanding, we can better form healthy relationships and develop more effective and productive teams.

  Our Structured Experience Training Seminar helps participants realize the reality of the Temperaments and the value of understanding the concepts and their interrelationships through a series of practical exercises

• CPI

  The California Psychological Inventory™ (CPI™) assessments are powerful tools for helping individuals improve their performance and enabling organizations to find and develop high-potential employees and leaders and cultivate a rich pool of talent for building organizational success.

  The CPI instruments help people gain a clearer picture of their personal and work-related characteristics, motivations, and thinking styles, as well as how they manage themselves and deal with others. The CPI also provides a view into their strengths and developmental opportunities.

  The CPI model helps individuals discover their orientations toward people and interpersonal experience, toward rules and values, and their inner feelings. Participants’ results in these areas indicate which of four different ways of living, or lifestyles, best describe them and provide insights about how they see themselves and how others see them.

Why They’re Popular

The CPI instruments are trusted tools because they:

• Provide a portrait of both personal and work-related characteristics
• Develop leadership abilities by helping individuals better understand themselves and how they interact with others
• Help organizations identify talent by measuring results relating to occupational issues, creativity, leadership, amicability, and tough-mindedness
• Offer real-life applications and practical insights for training, development, and coaching by presenting suggested next steps
• Are backed by excellent support and guidance through CPP’s global distributor network
• “The CPI provides an efficient and effective approach to identify very specific areas of development for our managers.”
  – Monty Morton, Director of Training & Development, Human Resources, J.B. Hunt Transport Service, Inc.

How They Help

The CPI assessment is ideal for a wide range of applications, including:

• Leadership development: help individuals and organizations identify leadership strengths and developmental opportunities
• Performance improvement: increase leaders’ self-awareness and help them adjust their behavior
• Succession planning: build leaders at all levels and strengthen the organization
• Selection and retention: help organizations find the right talent and keep them engaged
• Executive coaching: can be used to create developmental plans that empower leaders to reach their full potential

Taylor Johnson Temperament Analysis

The T-JTA is used to measure several important and comparatively independent common personality variables or attitudes and behavioral tendencies which influence personal, social, marital, parental, family, academic, and vocational adjustment. It is designed to aid the counselor in ascertaining and evaluating the significance and role of these traits in the overall problem or circumstance.

The T-JTA is constructed primarily to provide an evaluation in a visual form showing the respondent’s feelings about themselves when they answered the questions. In addition, it may be taken by one person on another in a unique T-JTA “Criss-Cross” fashion, thereby providing a measure of interpersonal perception (how the respondent feels about spouse-to-be, spouse, parent, child). Such T-JTA Criss-Cross testing is especially applicable in premarital, marital, and family counseling, as well as in research in these areas.

The T-JTA also makes possible the early identification of emotionally troubled individuals, so that assistance can be provided before personal adjustment problems become acute or before the severe disruption of relationships occurs. Although not intended to diagnose extreme maladjustments, it does provide indications of serious personality problems which may require immediate remediation. Such symptomatic indications may call for more extensive testing or medical, psychological, or psychiatric opinions. In general, however, the T-JTA is designed for use in the more ordinary counseling situation, such as individual, premarital, marital, and family counseling, and in student and vocational counseling and guidance.

Want to Learn More?

Send us a message on our contact form!

• info@DIADconsulting.com
• 866-452-9996