The Personal Awareness Profile combines three world class assessments into one complete profile. The assessments are independent of each other and give insights into a person from three different perspectives. For this reason this profile is much more valuable than just using one assessment.
The assessments are independent, so the results of one assessment cannot be used to predict or correlate to results from another assessment. However, we often see relationships between assessment where one factor tends to relate to a factor on a different assessment. When there is a common theme across the different assessments it serves to provide reinforcement for that factor as key to success as an individual.
Behavior and Temperament (The DISC Assessment)
We use the DISC Model as the behavioral component of the Personal Awareness Profile. DISC is a four factor behavioral model based on the theory developed by William Moulton Marston in his 1928 book The Emotions of Normal People. The first DISC assessment tool was developed in the 1950's and it is the most widely used behavioral model in the world today.
The DISC Assessment measures four dimensions of a person's behavioral style:
- Decisiveness or Dominance - a person's preference for problem solving, getting results, and exercising power
- Interactive or Influencing - a person's preference for interacting with others, showing emotion, and influencing others to their point of view
- Stability or Steadiness - a person's preference for pace of activity, persistence, and predictability
- Cautiousness or Compliance - a peron's preference for procedures, standards, and protocols set by others
Motivators and Drivers (The Values Assessment)
The Values Assessment measures a person's drive and motivation for seven factors based on the work of Drs. Eduard Spranger and Gordon Allport. Allport and his associates created the first values assessment in the 1950's. The Values Assessment helps a person to understand their unique values hierarchy which determines what motivates a person, what activities they are drawn to, and what creates passion in them.
The seven motivational factors measured by the Values Assessment are:
- Aesthetic - the drive for balance, harmony, and creativity
- Economic - the drive for economic or practical returns for effort expended
- Individualistic - the drive to be independent and stand out
- Political - the drive for power, control, and influence
- Altruistic - the drive to help others in a humanitarian way
- Regulatory - the drive to establish order, routine, and structure
- Theoretical - the drive for knowledge, learning, and understanding
Thinking and Reasoning (The Discernment Assessment)
The Discernment Assessment is based on the Nobel Prize nominated work for Dr. Robert S. Hartman. Hartman applied mathematical principles to the science of value in the development of the Hartman Value Profile (HVP) which is the basis for this assessment. The first widely available assessment based on the HVP was introduced by Innermetrix in 2004.
The Discernment Assessment measures a person's ability to see and focus on six distinct dimensions of thought:
- Empathy - the ability to perceive and understand the emotions and feelings of others and to be conscious of how one's actions affects others
- Practical Thinking - the ability to make practical, common sense decisions and to see what is happening around them in a practical, common sense way
- Systems Judgment - the ability to see things from a schematic and theoretical standpoint and to get things accomplished within the framework of established norms and practices
- Self Esteem - the ability to appreciate one's own self worth based on internal factors and not external ones
- Role Awareness - the ability to be aware of and engaged in their primary roles in life
- Self Direction - the ability to have an inner drive to excel along a chosen path
Validity and Accuracy
We use questionnaires and scoring that have been developed by Innermetrix, a recognized leader in the assessment marketplace. These assessments have been subjected to rigorous third party validation studies and meet all EEOC guidelines for use in hiring decisions.