Take a look at a few of my favorite tools I’ve been successfully using during the course of my career.
Neuro-Linguistic Programming (or NLP), is a multi-dimensional process that involves the development of behavioural competence and flexibility, but also involves strategic thinking and an understanding of the mental and cognitive processes behind behaviour.
NLP provides tools and skills for the development of states of individual excellence, but it also establishes a system of empowering beliefs and presuppositions about what human beings are, what communication is and what the process of change is all about.
Here some NLP Applications:
Myers Briggs Type Indicator
The MBTI instrument is the best known and most trusted personality assessment on the market.
Far more than just personality tests, MBTI provides a constructive, flexible framework that can be applied to all areas of human interaction and personal development.
The MBTI profile reveals how we see and interact with the world, giving insight into our motivation and the motivation of others. This provides a strong foundation for personal growth and development, underpinning enhanced personal effectiveness.
DISC is a personal assessment tool used to improve work productivity, teamwork and communication. DISC is non-judgmental and helps people discuss their behavioural differences.
This can be within a work team, a sales relationship, a leadership position, or other relationships.
The DISC Personality Profile identifies patterns of behaviour, and can be used to implement solutions for maximising an individual’s strengths and minimising weaknesses. The DISC Personality Profile is used in a wide variety of settings, including business, education, sales, coaching, and counselling.
Thomas-Kilmann conflict mode Instrument
Given the stress-inducing state of our economy, it is not surprising that conflict in the workplace between coworkers, team members, and anyone else who might have a difference of opinion is an ongoing challenge.
The TKI assessment has been used for more than 35 years to help people understand their preferred approach to managing interpersonal conflict and learn new approaches.
It identifies five different conflict-handling styles and explains how and when each one may be used most effectively.
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 recognise 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.