Assessments Today

A One Two Punch - Good pairings for the MBTI and DISC

2010-02-03T16:51:07+01:00

Normally I don't recommend giving clients more than one assessment. It is a bit like overload and you end up spending a heck of a lot of time on debriefing the data than getting on with the learning.

That said, there is in my mind an excellent match for each the MBTI® and the DISC. First, let me be VERY clear that I do not recommend using both the MBTI and DISC together. Nine times out of ten it will only confuse the client. They will ask you to correlate their results which is rather tricky since they measure different things. The MBTI is a preference assessment and the DISC is a behavioural (observed) how assessment. Second, I will assume that you are properly trained and certified in the instrument of your choice.

MBTI® and Firo-B®

Clearly, I am not the only one who thinks this is a great combination. For quite sometime the CPP in the US and Psychometrics in Canada have offered a combined MBTI® / Firo-B® Online Report. I have always liked the Firo-B^® and was glad to see it come back into vogue in the late 90's in leadership development programs. It does have a strong "psych"flavour and needs to be used properly. "The Fundamental Interpersonal Relations Orientation-Behavior ™ (FIRO-B^®) assessment has helped people around the world unlock the mysteries of human interaction at work and in their personal life. This instrument quickly gathers critical insights into how an individual's needs for inclusion, control, and affection can shape his or her interactions with others." Here's what they say on the web site:

Leadership Report Using FIRO-B ^® and MBTI^® Instrument 17 pages
The FIRO-B and MBTI instruments tap into key aspects of personality and behavior in areas such as communication, problem solving, decision making, and interpersonal relations. The instruments are also quite distinct, each providing a view through a different window of the client's leadership personality. Together, they complement each other and provide rich information of use in a personal, ongoing leadership development program.

DISC and Values (Spranger and Allport's Motivators)

I knew of two different vendors offering this combination and I am now pleased to report that their is a third one on the market. All of them are based on the research of Dr. Eduard Spranger and Gordon Allport who looked into what drives and motivates an individual. The seven dimensions of value discovered between these two researchers help map the reasons that drive an individual to utilize their talents in the unique way they do. These assessment helps clients understand motivators and drivers and how to maximize performance by achieving better alignment and passion for what they do.

The three that I know of are:

The PIA&V (Personal Interests, Attitudes and Values™ from TTI Performance Systems. TTI along with Inscape is a recognized source for solid DISC instruments in the personal and business coaching communities and is also the distributor of PIAV which is a nice companion tool with the DISC.
The founder of Maximum Potential co-created the PIAV with Bill Bonnstetter of TTI. He has the rights to a similar product. Maximum Potential uses more business language but unlike the PIAV, it does not have normative data.
My new portal Assess Yourself will be offerning the Online Assessments from Tony Alessandra. The Online Values Assessment measures seven dimensions of motivation (and similar to those above) as outlined below:

Aesthetic - a drive for balance, harmony and form.
Economic - a drive for economic or practical returns.
Individualistic - a drive to stand out as independent and unique.
Political - a drive to be in control or have influence.
Altruistic - a drive for humanitarian efforts; help others altruistically.
Regulatory - a drive to establish order, routine and structure.
Theoretical - a drive for knowledge, learning and understanding.

New Survey: How do you define Success?

2010-01-25T10:28:23+01:00

I have begun some research for my contribution to a new book and I could really use your help. Success is one of those interesting concepts. Like beauty it is in the eye of the beholder. It is not so much an end result as a value judgment of who one wants to be. Therefore it is different for every person. There are four overall objectives, two of which make it quite unique:

How do people define success (for themselves personally)?
How does age influence how we see success?
Is there a difference between those that use social networks and those that don't?
Is there any correlation between "personality types" and how they define success?

Question 4 will be addressed in an optional section at the end of the survey for those respondents who are familiar with the five personality systems being used. Since you read this blog, I am hoping that you will provide me with this data.

I am collecting input in three ways:

Through Social Networks directly - if you use Twitter, the definition has to be 140 characters or less. Please @robertahill and add #success (in case the first gets dropped)
Via comments and discussions below - so please join the dialogue.
A more in depth survey which I really hope that if you have read this far then you will take the survey by clicking the link below:

Also, would you will Retweet and pass this link along to others. Your support is greatly appreciated. Results will be posted here on my blog and through Twitter and LinkedIn.

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This survey will remain open until at least Feb. 5th.

Update Evening, Jan 25th:

Thanks to early responders, fix a typo AND put in additional theme that somehow was missed while entering the choices.

Update Jan 26th:

The survey has an optional area for you to add your name and email should you want to retain credit for anything you write OR if you would like me to get in contact with you. NO emails will be published or shared. There is no link referral mechanisms - so unless you provide your info, it is completely anonymous.

Respondents are slowly coming in via all sources. Thanks for putting the word out.

Update Jan 29th:

I have not determined how I will use the data. Naturally, all written comments would be quoted directly - with or without attributions depending on what respondents have indicated. My intention was not to offend by using the statement "relinquish of rights. I simply wanted to be sure that I had permission without having to negate confidentiality. Rather, I wanted to ensure that the data - even if anonymous was not used with consent. Hence the opt out section. I hope I have clarified my intentions by making some additions.

Someone pointed out that the survey takes much more than 3 - 5 minutes. I must have under estimated and apologize for those that felt I was misleading. I have adjusted the intro accordingly.

Do you work with a difficult person? Try the Dimensional® Model of Behavior™

2010-01-19T17:07:00+01:00

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Psychological Associates has a created great little online questionnaires that only takes a few minutes to help you size up the behavior of the people you work with — your boss, peers, direct reports, even your customers. Best thing? It is free to try out for yourself.

Quick. Simple. Useful - Give it a go.

Theses questionnaires are based on the Dimensional Model of Behavior, a scientifically-proven means of simplifying and categorizing human behavior. It was developed by Victor R. Buzzotta, Ph.D., and Robert E. Lefton, Ph.D., and is based upon research at the University of California and at Harvard. It is a four quadrant model that measure two similar but slightly different continuum from the Platinum Rule.

What makes it a little different from the other behavioral style assessments is that you get to assess how you think your customers are perceiving you by looking at how they interact with you. Suggestions on how you should adapt are provided. Adapting your behaviour in an emotional intelligent manner is really what it is all about. The Corporate Platinum Rule Assessment through AssessmentsNow does this and more. Platinum Rule actually seeks feedback for the groups of people that YOU are most interested in finding out about. That said, I like the aspect of this tool to look at customers as well as the traditional work relationships..

Just For Fun - Celebrity Voice Overs

2010-01-11T16:20:00+01:00

If you score well - you listen well. I don't think so. If you can figure out who is who, you are knowledgeable. No again. OK maybe this isn't related to the use of assessments by coaches or trainers but have fun anyway. Go ahead, test yourself with this fun celebrity voice-over quiz. In this Slate video, ten famous actors anonymously lend their voice talent—guess their identities. If it means anything - which I doubt, I only got the last one.

Cross Cultural Intelligence - Critical Skill (time sensitive)

2010-01-11T16:03:18+01:00

I came across a new culture assessment to day which has promoted me to write about some of the other ones that I do know about. Some may be a good fit for coaches while others are a better strategic fit for HR.

In a recent article for Forbes, CQ: The Test Of Your Potential For Cross-Cultural Success David Livermore writes:

People have long understood that success in today's globalized economy requires cultural awareness and an ability to adapt to different cultures. Now research indicates that those kinds of awareness and abilities can be measured and evaluated.

This is an excellent article that explains the theory and validity behind the CQ assessment. A few other assessments that address the issue of cross cultural skills can be found as follows:

Right now a special web site is will be available for a limited time and you can try the CQ assessment yourself. Visit their web site The Cutural Intelligence Center.
A colleague of mine and author of the book "Coaching Across Cultures, Philippe Rosinski has his own COF Cultural Orientations Framework, that he is developing. It can be tried out at www.PhilRosinski.com/cof/ and it is available for projects.
I actually refer to one in one of my own previous postings: The Kozai Group and developed their own Global Competencies Inventory (GCI). The Global Competencies Inventory Feedback Report
Hogan personality inventories is a rather interesting one because it's based originally on pathology. On the other hand, it appears to be a more accurate predictor of whether someone would do well working inter-culturally than some other assessments.
iPaSS is a selection tool developed by Dan Kealey at the Canadian Foreign Service Institute. I am familiar with this tool slightly as my partner works for Foreign Affairs Canada. The value of Dan's work is that he actually developed behavioral descriptors for behavior that is effective in cross cultural management based on research done by CFS. iPaSS seems to be as a tool that can be used for selection, but far as I know, it's only available online to companies at a fairly hefty price.
While I do not know first hand the Intercultural Profiler by Worldwork LTD, it has been recommended to me by a colleague. It is also research based and rather than claiming to assess ability, simply allows through a forced-choice response to see where among a selected (based on research) list of behaviors and attitudes you have been focussing and think about where you might want to refocus. The licensing is a one time thing, takes place in London, costs around £1600 (which translates into over $3000). So might be good for Europeans but more expensive for Americans.
Another "leader" appears to be Kenexa. They have two assessments: Cultural Fit and Kenexa Job Fit. Again, I do not know more about the organization.

If you have a favourite cross cultural assessment - please let all of us know via a comment.

Kathy Kolbe - "Dos and Don'ts to Reduce Holiday Stress" (Guest Article)

2009-12-22T15:32:30+01:00

This showed up in my in-box his month and I enjoyed it so much that I thought I would ask Kathy Kolbe if I could reprint it here. She graciously told me I could and so I wanted to share this with you just before the holidays.. While I don't use the Kolbe A Index much with clients, I have always appreciated the instrument. It has such a positive style about it and many people resonate with the tool. There are also some great "versions" for children as well.

Right now there is a 15% holiday season discount on your orders. Check out the Kolbe site.

"Dos and Don'ts to Reduce Holiday Stress"

All the positive feelings about the holidays won't prevent cognitively caused stress between family and friends. Here are a few tips to surviving those festive gatherings:  

Do put initiating Fact Finders in charge of explaining traditions. Let others know there is time set aside to listen – and that there's an enforceable stopping point.  

Do put the camera away when a preventative Implementor is putting up a tree or large decorations. It's a not a pretty picture.

  Don't interrupt or even go near initiating Follow Thrus when they're focused on making a pattern, whether it's in lights on a tree or decorations on a cake.  

Don't ask a preventative Follow Thru for a list of gifts they want. What they really want is to never make another list – for any purpose.  

Do have a preventative Quick Start pick the background music – if you truly want to keep it in the background.  

Do include a Facilitator who is empowered to be the peacemaker – even if you have to bring in a long-lost cousin or neighbor. Remember...we told you so!  

Don't rip apart the elegant packaging of either initiating Fact Finders or initiating Implementors. It's part of their gift to you.

  Don't give an initiating Quick Start a challenging game/puzzle if you don't want them to immediately get caught up in the challenge of solving it.  

Don't be surprised if an initiating Fact Finder who gets a book sits there and reads it while others are moving ahead.  

Don't be offended if an initiating Quick Start bought you a gift at the last minute. That's means you're special to him or her.

  Don't mess with where things go on the buffet of initiating Follow Thru hosts.

  Don't hesitate to pass the carving knife to the most initiating Implementor at the gathering.   Don't worry about the mess if you let a preventative Follow Thru carve the turkey.

  Do encourage a preventative Implementor to do something else while good glassware is getting washed/dried.  

Do count on insistant Quick Starts to both create and handle last minute crises.

  Do have preventative Fact Finders let everyone know when it's time to go home. They won't waste any time figuring out how to say it.

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Hot off the presses is Martha Beck on the Kolbe Wisdom It Takes all Kinds: How To (Finally!) Keep Your New Year's Resolutions Jan 2010 O, The Oprah Magazine

Assessments have more in common with games than tests.

2009-12-15T23:57:05+01:00

Image via Wikipedia

Over the years I have learned a lot about myself from both the types of games I enjoy playing AND how I behave when I play games. I like strategy games and have always enjoyed chess. I have difficulty playing a game for fun and easily get very competitive. If you are experienced with either the MBTI or DISC - then this should share some insights into my own "personality". Would studying the results from either of these assessments help me more than the questions around these behaviours and interests? I don't think so. However, we generally don't ask these types of questions. Nor do sit usually sit down with a client and play a game with them.

In my previous post, I talked about the dangers of bad design in tests. Some 'tests" don't pretend to be scientific then I don't have any objections Many of these are meant to be fun and entertaining. If they can create some awareness and possibly a change in behaviour - all the better. Normally I don't include them here on any regular basis but I may refer to them on occasion and I haven't considered"games" in this category. Earlier this year, The New York Times posted an interactive game on "Gauging Your Distraction". I liked that they called it a game - it implied fun and not truth. I must admit, figuring out how the interactive elements made me feel rather dunce.

Here is how they described it:

New studies show that drivers overestimate their ability to multitask behind the wheel. This game measures how your reaction time is affected by external distractions. Regardless of your results, experts say, you should not attempt to text when driving.

They go on to say " as with all games, intense levels of concentration or repetition can lead to more successful outcomes." I love this because this is true of the kinds of assessments we use in coaching and training engagements. Tests do have a right and wrong. They are used by different types of professionals for different purposes. As a coach, I believe that assessments should only be used in developmental contexts. Some individuals may have additional education and certifications that they use for different specialties. These types of tests are for the most part beyond the scope and intention of this blog.

Meanwhile, maybe as coaches we could be even more effective if we were more playful with our clients. (And I certainly do not men "played games" with them!)

Bad Questionnarie Design Leads to Bad Feelings as well as Bad Choices

2009-12-11T15:11:33+01:00

People often want to create and design their own mini surveys or questionnaires. Sometimes it is to get input and opinions from customers or employees. Often it is about designing a customized 360 degree assessment. I know because I get lots of questions about it.

I usually try to discourage people with these types of comments:

What you measure is what you get.
Garbage in garbage out.
The cost of validating is prohibitive.
Words are open to various interpretations.
Questions often mix apples and oranges.
You might end up opening a can of worms.

The purpose of any questionnaire is to seek clarification which leads to greater understanding. From this understanding (and hopefully common ground) actions for suitable change can be identified and implemented. Poor design and working can and will have the opposite effect.

Want to see a perfect example of what not to do?

Image via Wikipedia

McLeans Magazine has just managed singularly to do just that in their recent online survey by falling into all of the traps I have outlined above. Perhaps it is to stimulate discussion but clearly it is not particularly helpful. I can see some poor writer dreaming up this survey to improve readership.

Mcleans claims to be Canada's only national weekly current affairs magazine - only showing that we need to be doing a better job tn what McLeans is doing. Judge for yourself.

Is Canada shirking its international obligations when it comes to climate change?

by macleans.ca on Monday, December 7, 2009 1:59pm - 161 Comments

Is Canada shirking its international obligations when it comes to climate change?

Yes—Canada's inaction is a global embarassment
No—Ottawa should develop its own approach regardless of what other countries are doing
Climate change is a myth and Canada should have nothing to do with "fighting" it

TypeLabs presents Let's Split the Difference / Q & A with Susan Nash

2009-12-11T14:08:01+01:00

"Most people confuse the instrument with the theory."

In a follow-up to my previous post, I am so glad to not only tell you that the interview with Susan Nash was recorded but I am able to present it to you here below:

This is a very valuable presentation if you have some solid understanding of the MBTI or Type. I loved Susan's comparison of using three lens.; very helpful understanding some of the nuances of differences. While I haven't purchased the book (to date), I think this is a must have for one's bookshelves.

Webinar from TypeLabs with Susan Nash

2009-12-07T17:19:15+01:00

I have been a little negligent in getting this out sooner but it did only arrive in my own inbox last Thursday.

TypeLabs is presenting a free webinar with Susan Nash this Wednesday, Dec 9, 2009 1:00 PM - 2:00 PM EST. Join psychological type expert Susan Nash for a Q & A session to answer your most pressing questions. Susan will also be reviewing her latest contribution to the field— "Let’s Split the Difference: Your Guide to Clarifying Differences Between Similar Types".

You have to "submit a questions to Susan" in order to register - which I personally found annoying. I am also a little annoyed that it isn't clear whether the event will be made available to view afterward. Being in Europe the timing isn't the best for me. However, I registered just in case it is.

TypeLabs s also offering a special on their Type Practitioner Blueprint on DVD. If you place your order within the next 18 hours you will receive an additional DVD at no charge plus over $190 worth of Bonus Material. Great material but still a big ticket item. Remember to use this link: http://www.typepractitionerblueprint.com