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 8 Factors of Engagement program is a science-based model designed to assess and enhance employe engagement and performance in an organization.

The program identifies eight key factors that drive employee engagement: Trust, Shared Purpose, Accountability, Recognition, Growth, Communication, Collaboration and Work-Life Balance. By focusing on these factors, organizations can create a more positive and productive work environment, leading to improved employee satisfaction and retention.

• Trust: Establishing a foundation of trust between employees and leadership is crucial. Trust fosters open communication and a supportive work environment where employees feel valued.

• Shared Purpose: When employees understand and connect with the organization's mission and goals, they are more likely to be engaged and committed to contributing to its success.

• Accountability: Clear expectations and accountability ensure that employees know their roles and responsibilities. This creates a sense of ownership and pride in their work.

• Recognition: Acknowledging and rewarding employees' efforts and achievements boosts morale and motivation. Recognition can be formal or informal but should always be sincere and timely.

• Growth: Providing opportunities for professional development and career advancement helps employees feel invested in their future with the company. Continuous learning and skill development are key to engagement.

• Communication: Effective communication at all levels of the organization ensures that employees are informed, heard, and able to contribute ideas. Transparent and frequent communication builds trust and alignment.

• Collaboration: Encouraging teamwork and collaboration creates a sense of community and belonging. Collaborative environments leverage diverse perspectives and enhance problem-solving.

• Work-Life Balance: Supporting employees in maintaining a healthy work-life balance helps prevent burnout and promotes overall well-being. Flexible work arrangements and understanding personal needs are important.

This assessment program is unique because it provides both individual employees and the organization an assessment of individual and group engagement. It is a great foundation for ongoing coaching for performance and development discussions. When coupled with other assessments (e.g., DISC, 12 Driving Forces, EQ), we can see how behavioral preferences, motivators or emotional intelligence are driving or contributing to engagement levels.

The tool and program can be used individually or with a group to understand overall engagement and the underlying factors driving engagement. It can be used to establish a baseline and monitor progress on areas that are identified for improvement.

The on-line assessment includes 24 questions that require about 3-5 minutes to complete, and generates both individual and team reports. It is often used on an annual basis, or on a quarterly pulse survey basis to provide incremental data.

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

CliftonStrengths is a psychometrica assessment designed to measure an individual's unique combination of talents!

It focuses on identifying what people naturally do best (based on self-assessment), rather than their weaknesses. This approach is based on positive psychology and aims to help individuals leverage their strengths for personal and professional growth.

The assessment consists of 177 paired statements which are analyzed to identify top strengths out of 34 possible themes. The themes are grouped into four domains:

Executing: Themes that help individuals make things happen (e.g., Achiever, Responsibility).

Influencing: Themes that help individuals take charge and influence others (e.g., Communication, Woo).

Relationship Building: Themes that help individuals build strong relationships (e.g., Empathy, Relator).

Strategic Thinking: Themes that help individuals analyze and think about the future (e.g., Analytical, Futuristic).

This assessment helps people to become self-aware, and supports both personal develpment, team building and leadership. You can take a light version of the assessment for free, and then upgrade it for the full report for a  fee.

You can also look at the Clifton Strength Finders site to purchase this assessment directly.

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

Management writer Patrick Lencioni, in his book "The 6 Types of Working Genius" explains that the conduct of work occurs in phases from ideation to delivery. This assessment helps you to understand where your strengths are, and where they are not!

Each of us has preferences for different types/phases of the work cycle which range from Ideation (Wonder and Invention), Activation (Discernment and Galvanizing), Implementation (Enablement and Tenacity). We tend to think we must excel at all of these, but we typically have areas where we excel, and areas where others are better suited. This assessment helps you understand where in the work life-cycle you are most effective, and where you would benefit from the assistance of others.

You can also look at the 6 Types of Working Genius  purchase this assessment directly.

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

The Johnson O'Connor Research Foundation (JCORF) is a nonprofit organization focused on assessing aptitudes. Aptitudes are natural talents or abilities that indicate your potential to perform or learn certain tasks quickly and easily.

Natural ability is founded in genetics, and is not materially changed with learning or practice. A person's natural abilities can be seen as inclinations or tendencies to excel at specific activities. They are typically unaffected by knowledge, culture, education or interest. They are more about your inherent traits. If a person knows their aptitudes they have clarity on things they don't have to work hard on - they are 'naturals.'

Aptitudes are based in inherent abilities that are based in genetics. They are different from interest profiles that change of time based on experience, knowledge and training. Most career profiles are based on intersts. JCORF provides you with objective insight into natural abilities.

Meaningful Metrics recommends that people seeking career direction or transition undergo the JCORF aptitude testing at one of their centers to identify which of 21 different aptitudes are part of your natural abilities. To learn more about the 21 different aptitudes, please read "Choosing Intelligently."

Meaningful Metrics combines this information with other assessment data as part of career coaching.

For more information abot aptitude testing, go to www.jcorf.org. 

Self-Directed Search (SDS) is a career assessment and exploration tools that helps match aspirations, activities and talents to career choices and educational opportunities that fit them best.

The SDS uses the RIASEC model, developed by John Holland, as a framework to help match you with jobs that best match your skills, personality and abilities to help you find a job that brings you satisfaction and career longevity.

RIASEC theory classifies both people and work environments into six types: 

• Realistic (Doers): Prefer working with things, tools, and machinery.

• Investigative (Thinkers): Enjoy working with ideas, theories, and research.

• Artistic (Creators): Like to work with creative ideas and self-expression.

• Social (Helpers): Prefer working with people and helping others.

• Enterprising (Persuaders): Enjoy leading, persuading, and managing others.

• Conventional (Organizers): Prefer structured tasks and working with data and details.

The assessment involves answering questions about aspirations, activities, competencies, interests and self-estimates. Individuals can have interests associated with multiple types, and the their unique combination of interests is used to provide a list of occupations and fields of study that aling with interests.

Because it is based on interests, the values change based on where a person is on their journey at any point in time. This is a different view than many of the other assessments we use at Meaningful Metrics.

This valuable tool is inexpensive (2025) $18.95 and provides a nice foundation for career planning.

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

My Next Move is an interactive tool for job seekers and students to learn more about their career options.

My Next Move has tasks, skills, salary information and more for over 900 different careers. Users can and explore careers based on key word searches.

My Next Move is developed and maintained by the National Center for O*NET Development, under the sponsorship of the US Department of Labor/Employment and Training Administration (USDOL/ETA) through a grant to the North Carolina Department of Commerce.

Use of this tool is free.

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

ONET (Occupational Information Network) is a comprehensive online database that provides detailed descriptions of various occupations. It is a valuable resourse for those seeking information on different careers, for job seekers, students, workforce development professionals and researchers. 

ONET was founded by the US Departmet of Labor/Employment and Training Administration and is maintained by the National Center for ONET Development, which is part of the North Carolina Department of Commerce. It offers information and tools to help people identify and better understand career options.

If you're interested in exploring careers or finding a job that matches your interests, you can used tools like the O*Net Interest Profiler. The O*Net Interest Profiler uses a light-duty version of the RAISEC methodology available in the Self-Directed Search product. Use of these tools is free.

You can also look at the O*Net website for additional complimentary resources

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