BEHAVIOURAL ASSESSMENTS

Portrait of Personal Strengths (POPS)

Even though two individuals may share similar Motivational Value Systems (MVS), they may prioritize their strengths differently and use different behaviors to build their self-worth. Building on the SDI foundation the Portrait of Personal Strengths (POPS) looks at 28 defined strengths, setting the stage for learning to borrow behavior to be more effective in relationships and provides insight into the idea of mask behavior. This tool may be useful for clarifying team strengths and in career planning for an individual, as well as individual job searches. As an add-on, the Feedback Portrait of Personal Strengths highlights the similarities and differences that arise as people use their strengths in relationships. This assessment tool includes an easy-to-use gap analysis where specific areas for attention are readily identified. Similar in use to the self-discovery portraits, use of this tool provides an effective vehicle to communicate compliments between two individuals, while it also highlights diversity. As a result, learning occurs for both the feedback provider and the feedback recipient.

Portrait of Overdone Strengths (POS)

The Portrait of Overdone Strengths considers 28 defined overdone strengths to provide insight into the costs of overdone strengths and sources of unwarranted conflict. Individuals can benefit from this portrait as they become more able to make more informed behavior choices by recognizing when they are about to overdo a strength. When the costs of overdone strengths become clear, the individual feels more empowered to borrow other behavior and be more effective. As an add-on, the Feedback Portrait of Overdone Strengths offers an innovative means for giving feedback in a non-confrontational way. This feedback portrait highlights assumptions that people make about one another and helps to resolve misunderstandings that can arise. It effectively explores differences in perceptions about how people may overdo or misapply their strengths, thereby causing unwarranted conflict in relationships. Specific areas that can be highlighted through a gap analysis result include the cause of the conflict and not the conflict itself, non-threatening ways to communicate potential sources of future conflict. Similar to other feedback portraits, this tool highlights diversity, and as a result, learning occurs for both the feedback provider and the feedback recipient.