DISC is a behavioral self-assessment tool that identifies behavioral and communications preferences based on four personality factors: Dominance, Influence, Stability, and Compliance.

DISC is a universal language of behavior that is observable, neutral and nonjudgmental. Each of us displays various traits (how we stand, talk, gesture, organize, etc) that can be observed by people and used to help understand our behavior. Each behavior is unique, and is considered neutral - that is there is no better or worse behavior - just different behaviors. Our behaviors are also nonjudgmental - in that there is no better or worse behavior for a particular role, and no particular behavior makes us a better or worse person. DISC simply explains how we tend to behave naturally and how we adapt our style to our work, based on our perceptions of the environment.

The DISC model was developed by Harvard-educated Dr. William Marston, a psychologist and lawyer, in the 1920's based on his book "Emotions of Normal People" (1928).  Dr. Marston believed that each individual's personality and behavior is based on a unique combination of four characteristics: Dominance, Influence, Steadiness, and Compliance. Dr. Marston is also credited with inventing the polygraph which linked physiological behavioral changes to lying, and also created the comic superhero Wonder Woman!

In the TTI assessment, users select words that are most/least like them from sets of words. The computer analyzes the choices and provides one of 384 unique reports that best describes your behavioral and communications preferences. It provides users with a great overview of their own style - usually seen as being 85-95% accurate on first read by recipients. The report provides useful information about how they deliver value, how to enhance communications and maximize their strengths. 

Each DISC style breaks down into 12 statistically validated behaviors that are related to the four primary characteristics. The behaviors include: Analysis, Competitiveness, Consistency, Customer Orientation, Following Policy, Frequent Change, Interaction, Organized Workplace, People Orientation, Persistence, Urgency and Versatility. For each measure, the reports profile an individual's likely level of the trait, and how they compare to the population norms.

Lastly, the report provides you with a 'categorization' as one of 8 different personality types that helps describe your style succinctly in just one word: Conductor, Persuader, Promoter, Relater, Supporter, Coordinator, Analyzer, or Implementer.

The DISC Assessment can be taken as a standalone, or in combination with other assessments. When taken in combination, the reports are more detailed and provide additional insights that integrate the findings across assessments.

For more information go to the DISC Page

12 Driving Forces is an assessment that measures "why" a person does what they do. It defines and identifies what motivates people to engage with certain types of activities.

This assessment is based on the work of Eduard Spranger, a German philosopher and psychologist, from his book, "Types of Men" (1928). Spranger's work indicates that there are six fundamental human attributes or values that are the core of motivation.  In his book, these are listed as: Theoretical, Economic, Aesthetic, Social, Political and Religious. These have been updated to: Knowledge, Utility, Surroundings, Others, Power, and Methodologies.

Each of these attributes or values represents a spectrum of motivation with two distinct polls. Each of us gravitates toward one of the polls on each continuum. Where our gravitation is polar, we can identify key motivators that drive our actions.

The six attributes therefore each have two components that describe the range of their repective influence on the choices we make:

• Knowledge - Are we instinctive (experience-based) or intellectual learners?

• Utility - Do we check the box and just get things done or are we focused on ensuring resources are used wisely?

• Surroundings - Are we focued on objective functionality, or are we influenced significantly by aesthetics and user experience?

• Others - Do we think about how our engagement can benefit ourselves (intentional) or do we simply want to be helpful to others (altruistic)?

• Power - Are we collaborative by nature and want to be on and help teams or do we want to take command and lead directly?

• Methodologies - Do we prefer structured, traditional approaches or are we driven and receptive to new and different methods?

The TTI SI 12 Driving Forces assessment presents us with a series of choices which we are asked to rank in order of personal preference. Based on our responses, the assessment generates and interesting report that identifies which of these 6 attributes and 12 driving forces influcens our choices.

The highest 4 (of 12) driving forces are primary drivers of our choices are active in virtually all decisions we make.  The middle 4 are situational and affect decision making if the first 4 do not drive the internal dialogue. The lowest scoring 4 items are indifferent in our decison making unless our scores are so low that the characteristic actually disuades us from participating.

The 12 Driving Forces/Motivators Assessment can be taken as a standalone, or in combination with other assessments. When taken in combination, the reports are more detailed and provide additional insights that integrate the findings across assessments.

For more information see the 12 Driving Forces page.

EQ is an emotional intelligence assessment measures an individual's emotional quotient which is the ability to sense, understand and effectively apply emotions to facilitate higher levels of collaboraiton and productivity.

The EQ assessment evaluates five key factors: self-awareness, self-management, social-awareness, relationship management, and motivation. EQ is a foundation skill that can be developed over time and is critical to personal and professional success.

The TTI SI Emotional Intelligence assessment is based on the work of Daniel Goleman's book "Emotional Intelligence: Why it can mater more than IQ" (1995). Dr. Goleman has conducted research and written several books on EQ and its importance in leadership, education and personal development. Our research indicates that successful leaders and superior performers generally have well-developed EQ skills that enable them to work well with a wide variety of people and respond effectively to the rapidly changing conditions in the business world.

EQ examines five key areas pertaining to intrapersonal and interpersonal relations:

• Self Awareness - the ability to recognize one's own emotional state and its drivers

• Self Regulation - the ability to regulate one's own emotional state 

• Social Awareness - the ability to "read a room" particularly with focus to the emotional dynamics 

• Social Regulation - the ability to manage emotionally charged situations

• Motivation - the ability to pursue projects and activities beyond one's behavioral and motivational drivers

The Emotional Intelligence (EQ) Assessment can be taken as a standalone, or in combination with other assessments. When taken in combination, the reports are more detailed and provide additional insights that integrate the findings across assessments.

For more information go to the Emotional Intelligence page.

The TTI SI DNA 25 Soft Skills assessment measures an individual's proficiency in 25 key soft skills that are cruicial for success in any job. 

The assessment helps individuals identify their strengths and areas for improvement providing a clear path for personal and professional development. By understanding and developing one's soft skills, individuals can enhance their performance, improve workplace relationships and achieve their career goals more effectively.

From an employer perspective, one can break down a job description to identify key required soft skills and use these data as part of the interview and qualification process. In a teamwork situation, understanding the strengths and development opportunities of individual team members can help optimize value delivery by ensuring that work is properly aligned to skills, and that people understand where they can improve skills for future opportunities.

The assessment measuring 25 research-based personal skills directly related to the business environment. Applied in conjunction with a job benchmark, competencies ensure the skills of each individual match the soft skills required by the job. Research at TTI SI has shown that, for many jobs, personal skills (or soft skills) are just as important as technical skills in producing superior performance. Personal skills are often transferable to different jobs, whereas technical skills are usually more specific. 

Our assessments measuring competencies examine the level of development of 25 unique personal skills, ranking them from the most well developed skill to the one requiring the greatest level of further development. While not every job requires the development of all 25 Competencies, TTI SI examines the following personal skills:

• Appreciating Others

• Conflict Management

• Continuous Learning

• Creativity and Innovation

• Conceptual Thinking

• Customer Focus

• Decision Making

• Diplomacy

• Employee Development/Coaching

• Flexibility

• Futuristic Thinking

• Goal Orientation

• Influencing Others

• Interpersonal Skills

• Leadership

• Negotiation

• Personal Accountability

• Planning and Organizing

• Problem Solving

• Project Management

• Resiliency

• Self Starting

• Teamwork

• Time and Priority Management

• Understanding Others

The DNA 25 Soft Skills Assessment can be taken as a standalone, or in combination with other assessments. When taken in combination, the reports are more detailed and provide additional insights that integrate the findings across assessments.

For more information go to the DNA 25 Soft Skills page.

The TTI SI Acumen Capacity Index (ACI), also known as the Hartman Value Profile (HVP), is a unique assessment that measures how individuals process information and make decisions.

Based on the science of axiology (the scientific study of good), developed by Dr. Robert S. Hartman, the ACI evaluates thinking styles around three different dimentions: People (Intrinsic), Things/Tasks (Extrinsic) and Roles/Ideas (Systemic). The assessment helps people to understand how clearly they view the world internally (self) and externally (world). This helps individuals and employers understand natural thinking patterns and identify potential emotional blind spots in support of improving decision-making skills.

Acumen is assessed using three dimensions of thought, analyzing both world and self-views:

• Intrinsic (feeling/people/self)

• Extrinsic (doing/task/things)

• Systemic (thinking/conceptualization/ideas)

Acumen, or a person’s keenness and depth of perception, will identify how a person thinks.TTI SI’s Acumen indicators can be consider a lens that people use to filter information: do they process events from a people standpoint, a task standpoint or a system standpoint?

A person’s Acumen, or their clarity or understanding of a situation, could be directly related to their performance. 

Our assessments measuring Acumen examine the six dimensions:

• Understanding Others

• Practical Thinking

• Systems Judgment

• Sense of Self

• Role Awareness

• Self Direction

The Acumen Capacity Index (ACI) Assessment can be taken as a standalone, or in combination with other assessments. When taken in combination, the reports are more detailed and provide additional insights that integrate the findings across assessments.

For more information go to the Acumen Capacity Index page.

The Stress Assessment, also known as the Stress Quotient, is a diagnostic tool designed to measure and analyze stress levels within individuals, teams and organizations. 

The Stress Quotient assesses seven categories of stress, broken down into 17 sub-segments. These categories include:

• Workplace Demands

• Effort/Reward Balance

• Control

• Organizational Change

• Management/Supervisor Issues

• Social Support

• Job Security

By identifying the sources and levels of stress, the assessment helps individuals and organiations develop strategies to manage and reduce stress effectively in pursuit of a healthy and productive workplace.

The primary goal of the Stress Quotient assessment is to increase awareness of stressors and their impact on performance and well-being. By providing a clear snapshot of stress levels, the tool enables targeted interventions to improve workplace culture and individual coping mechanisms. This proactive approach to stress management can lead to healtier, more productive work environments and better overall mental health for employees.

The assessment can be taken individually, or a group, and data can be collected with or without personal identification. Anonymous assessment can provide a quick high-level view of the organization, but cannot support individual coaching and development. Named-user completion allows for individual identification and coaching of those undergoing stressful events.

For more information, please reach out to info@meaningfulmetrics.com

360 Degree surveys are designed to provide comprehensive feedback on an individual's performance from multiple perspectives within an organization. 

We can offer standardized or customized surveys for individual employees that allow team members, supervisors and staff to anonymously provide feedback on performance and competencies in areas such as leadership, communication, productivity, and technical skills. The employee also self-assesses and the combined feedback is compiled into a detailed report with graphical representations.

The primary goal of these surveys is to foster personal and professional develpoment by offering a well-rounded view of an individual's performance and perception. This feedback can be instrumental in identifying blind spots, enhancing skills and improving overall team dynamics. 

By promoting open and honest communication, 360-degree surveys help create a culture of continuous improvement and accountability within organizations.

At Meaningful Metrics we work with the supervisor to efficiently craft a well-targeted survey, leveraging well-developed templates. We work with the employee for self-assessment, and coordinate the collection of data, analysis and debriefing of the data both with the employee and with the employee/supervisor.

This is a customized service supported by a robust survey platform.

The Prioritized Leader is a leadership assessment and leadership development curriculum for individuals and organizations interested in achieving high performance. The program focuses on the 5P's of leadership - Purpose, People, Pace, Perception and Profit.

The program starts with an assessment that evaluates an individuals (and collectively a team's) scores in these 5 principles and is followed with a discussion/program to align them within a team and across teams to achieve high performance.

Purpose is about knowing and living the 'why' of your organization, being able to articulate a clear and compelling future. The currency is vision and values.

People is about the level of health and productivity we have iwth our colleagues and connections. The urrency is encouragement and accountability.

Pace is about discerning how fast (or slow) the organization needs to move to sustain long-term success, capitalize on opportunities, and preserve capital. The currency is time and energy.

Perception is about choosing a growth mindset, staying open to creative solutions and new ideas. The currency is insight and innovation.

Profit is the result of effective management, investment and use of an organization's resources. The currency is dollars and cents.

Each of us may value individual components of this model differently, and the ability for an organization to optimize its performance is based on alignment of approaches and value within and across teams.

This assessment and program is for leaders who desire to be more effective, healthy and influential. It is for future leaders who may have influence today, but aren't in a formal leadership position yet. It is for leaders who want to be more purposeful, disciplined and impactful.

For more information, please reach out to info@meaningfulmetrics.com

The How to Fascinate assessment was developed by Sally Hogshead. It is a 28-question assessment based on personal branding that provides you with insight into what makes you unique and different from others. 

We believe that if you understand your unique values and approach to life, it provides you with the opportunity to live fully into who you are and realize your full potential. By taking the assessment, you'll discover your top traits that others find fascinating and learn how to use them to your advantage in communication and personal branding.

The assessment provides a unique view of who you are from a branding perspective - not a diagnostic based on a psychology perspective. It reflects an 'outside-in' perspective - how others see you and what makes you unique. This is a great counterpoint to 'inside-out' assessments like DISC, Driving Forces, EQ, Acumen, Soft Skills or other assessments like Strength Finders.

It is a powerful tool for personal and professional develoment, helping you to understand and amplify your unique strengths.

For more information, please reach out to info@meaningfulmetrics.com