Assessments

Put Your Brand on a Personalised Report!

The SDI Personalised Report is the most effective tool in the industry for helping leaders and teams understand and apply the valuable insights that come from their assessments. It’s flexible enough to embrace your branding and other communication needs, and the results are specific to each user, so they can quickly begin working toward solutions that apply directly to their work environment.

The SDI Personalised Report is unique in that it provides:

  • A customisable cover. You can drop in your logo and adjust the title with messaging specific to your client.
  • A 20-page report that’s thorough but not overwhelming.
  • Charts, graphics, and explanations that are specific to each individual’s results.
  • Examples and illustrations that help people of all learning styles understand their results and, most importantly, how to apply them in practical ways to get better results.
  • Data and insights that easily integrate into whatever training programme you design.

Creating Personal Journeys to Effectiveness

The Strength Deployment Inventory (SDI) empowers people to make better choices by helping them better understand themselves and everyone around them. It goes beyond the what that you find in most assessments and gets to the why that other assessments seldom address. The SDI Personalised Report provides detailed and customised information that explains the what and the why of each individual’s assessment results, as well as how to make the most of those results. It supports a journey of effectiveness that leads to:

  • less conflict and quicker resolution to conflict when it occurs.
  • increased collaboration and trust.
  • more productive working relationships.
  • more sustainable results.
  • more effective teams.
  • new skills, insights and perspectives.

Reading the Results

Working through the customisable report is intuitive and easy. The results are specific to each individual. Plus, it’s a handy and easy reference that can be used to refresh their memory on key concepts and applications. Here’s what you’ll find in the report:

The Cover
The cover page includes the name of the person who took the assessment, along with such basics as the date it was taken, the company the person works for, the training initiative it’s connected to, and the name of the person who facilitated the training. It also includes the option to include your logo and contact information as the coach or consultant working with the client. And you can even add your own title to the document.

Welcome to Your SDI
The report begins with an overview of the SDI — why it’s important, how it works, and how it will help the person who took the assessment. It also introduces the Motivational Value System (MVS) and how the blue, red, and green colour-coded scales are used to show a person’s concerns for people, performance, and process.

Your Motivational Value System (MVS)
The next page provides the specific MVS results for the person who took the assessment. It shows the person’s MVS represented on the triangle graphic, along with the detailed scores behind their MVS. It also provides an explanation of their results with detailed examples. For instance, someone with a dot in the Red-Green region is “judicious-competing” and “motivated by intelligent assertiveness and fairness in competition. They have a strong desire to develop strategy and assess risks and opportunities.” The page then offers a deeper description of the typical motives and values for someone with this particular MVS, an explanation of how to understand the results, and what it means when a dot is close to the border of another MVS region.

Your MVS at a Glance
This page includes the definition of the the person’s specific MVS and allows people to mark things that are typically true for them related to what they do, their feelings and ideals, and things that possibly trigger conflict for them.

Condition 1: When Things Are Going Well
The next four pages go into detail about how the person’s MVS applies when things are going well. The first page provides an overview of how different MVS regions work and relate to one another. The next page provides a chart showing a description, characteristics, and the engaging environment for all seven MVS regions, with the person’s results highlighted. The last two pages show how the person’s MVS looks in action and compares that to the other MVS regions.

Your Conflict Sequence
The SDI is unique in that it opens a window into motives during two conditions — when things are going well and when they are in conflict. The next section of the report explains how the person’s unique Conflict Sequence is represented on the triangle graphic with a dot and arrow. This shows how motives change as a person moves through the stages of conflict in an effort to return to a state where they feel good about themselves.

The section begins with an overview of the Conflict Sequence, then provides a page with a detailed description of the Conflict Sequence of the person who took the assessment. It provides a definition of their specific Conflict Sequence, how to understand their results, what the brackets mean, how to interpret their line, and the impact of neighbouring regions.

Bringing it Together
The next page shows each individual’s MVS and Conflict Sequence together in the same graphic with a recap of their motives, values, and experiences when things are going well and when they are experiencing conflict.

Your Conflict Sequence at a Glance
The next page provides descriptions that are typical of the individual’s Conflict Sequence during each of three stages. They can mark boxes to signify the statements that are most accurate to them.

Condition 2
The next three pages provide more detail about how motives change when people are involved in conflict. The first page describes the Conflict Sequence and the 13 regions where it can appear on the triangle graphic. The next page provides a description of all 13 Conflict Sequence regions, highlighting the Conflict Sequence of the person who took the assessment. The third page shows how the person’s motives and behaviours likely change as they move through each of the three stages of conflict.

Applying it to Strengths and Reasons
Strengths are the behaviours people use to get the results they want. Knowing their MVS and Conflict Sequence can help them choose the best behaviours for different situations. This section helps people see the different available strengths, which MVS they are most commonly used by, what the strengths look like in action, and an example of why it might be used.

Overdone Strengths
Some behaviours are intended to help achieve positive results but are perceived negatively by others. These are known as Overdone Strengths, and they negatively affect relationships, trigger conflict, and lead to decreases in efficiency and productivity. The detailed chart shows what strengths look like when they are overdone — for instance, the strength of “ambitious” can become “ruthless” when overdone. It also offers warning signs to alert people to when they might be choosing an ineffective strength.

Arrow Dynamics
This section explains the dynamics of MVS and Conflict Sequence during relationships. It provides illustrations and explanations for a two-person relationship and for a group relationship, and it demonstrates how the common language around three colours under two conditions simplifies discussions of complex relationships.

Deploying Your Strengths
The SDI provides practical insights for the people who take the assessment, and this page provides advice on how to best use the most appropriate strengths under the two conditions. It includes questions to ask to help people focus on their motives, tips on how to adjust filters, ways to use strengths, and questions to ask during each of the three stages of conflict.

SDI Language
The final page of the report offers some background and context on Relationship Awareness Theory, which is the foundational science behind TotalSDI. This page also includes a central location for easy-to-understand definitions of common terms such as motive, MVS, filter, strength, opposition, conflict, and conflict triggers.