The Everything DiSC® Model of Behavioral Styles from Wiley Publishing (formerly Inscape) is used to understand natural styles of people. The Everything DiSC® Workplace Report can be used throughout our training programs to better understand people. The DiSC® model stands for Dominance, Influencing, Steadiness, and Conscientiousness. Here is a general look at some of the work behavior characteristics of each style.
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This award-winning change management simulation allows groups of employees to learn the value of redesigning how they work, internalize those insights and bring them back to their jobs. Paper Planes, Inc.® provides insights on how an organization or team can prepare for changes within their organizations. Become certified to conduct this 5-6 hr. simulation and help transform teams.
Participants play the roles of employees in an aircraft manufacturing company – assembler, inspector, tester, etc. Teams sell as many planes as they can make, which meet specific visual and performance quality standards defined by the customer and also have the opportunity to redesign the process.
Outcomes
Your Certification Provides:
2 hour individual coaching session
Downloadable Facilitator Guide
Downloadable PowerPoints
Virtual Class Training
Online Assessment Center Tutorial
Access to Online Assessment Center
Class Format and Time:
Virtual, on-demand and 2 hour live coaching session. Approximately 6 hours total.
Investment:
$1500
Paper Planes requires the purchase of the Starter Kit.
If you are interested in becoming certified in using this instrument with your organization or clients, please view our certification trainings.
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The Myers Briggs Type Indicator (MBTI®) is the most widely used personality-typing instrument presently in use. It is provided in several different languages and has been proven to be statistically valid and reliable. It is used by many corporations, universities, governmental agencies, and the military to enhance team performance, communications, and organizational development. It is also used by individuals to better understand their behavior and ability to interface with members of their family or work environment.
The MBTI® was developed by the mother and daughter combination of Isabel Myers and Katherine Briggs in an effort to operationalize the theories of the renowned psychiatrist Karl Jung. It was used successfully during World War II in placing civilians in jobs required by the war effort. It has since been revised several times and is constantly being tested for validity and reliability.
The instrument itself addresses an individual’s preference for four personality traits . The first acknowledges the individual’s preference for extraversion or introversion . This dichotomy indicates how the individual views the world around him/her and whether they are energized by others and their surroundings or prefer to address the inner world of ideas and concepts.
The second dichotomy considers how the individual takes in data or information. This can be either through the concrete method of sensing or the more abstract method of intuition. Differences between individuals in this area can create significant problems regarding how reality is viewed and consequently how individuals view each other.
The third dichotomy is the only one that is affected by the individual’s gender. It indicates how information is used by the individual in making decisions. The more logical and objective method is referred to as the thinking function and is preferred by 60% of males. The more value related and subjective method is referred to as feeling and is preferred by 60% of women. These differences can create significant communication difficulties at home and at work and understanding this function can greatly enhance the functioning of an organization or family unit.
Finally, the judging/perceiving attitudes indicate how an individual organizes and operates in the outside world. This dichotomy is usually the easiest one to spot if you are type watching. The judging type will be systematic and decisive, while the perceiving type will be random and open-ended. Differences in the way we conduct our outer lives can be quite annoying to those of the opposite attitude and need to be understood.
Four Personality Traits
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Paper Scrapers® is an engaging team-building simulation that explores project development, design and implementation. Teams compete against one another to design, build, and market a tower using supplied materials. After construction, teams present their structures and choose the one that best meets specified criteria. Participants learn the value of creating, planning, implementing and selling their teams’ respective project.
If you are interested in becoming certified in using this instrument with your organization or clients, please view our certification trainings.
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The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.
The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.
The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.
Quick Facts
The PXT Select TM assessment measures how well an individual fits specific jobs in your organization. The “job matching” feature of PXT Select™ is unique, and enables you to evaluate an individual relative to the qualities required to perform successfully in a specific job. It is used throughout the employee life cycle for selection, on-boarding, managing, and strategic workforce planning.
This assessment reveals consistent, in-depth, objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests, and match to specific jobs in your organization. It helps your managers’ interview and select people who have the highest probability of being successful in a role, and provides practical recommendations for coaching them to maximum performance.
It also gives your organization consistent language and metrics to support strategic workforce and succession planning, talent management, and re-organization efforts.
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