A Powerful and Effective Tool
In an increasingly uncertain business environment Organizations are constantly looking for ways to make more accurate predictions when hiring, promoting or developing talents. Making the wrong choice can be a costly business in terms of money, time and squandered resources. Beyond that, the hidden costs of damaging relationships with co-workers, trust between employees and senior leadership, and the culture of the Organization by having the wrong person in the wrong place can be more significant.
The Strength Deployment Inventory ® 2.0 (SDI 2.0) offers a scientifically validated tool to Executives and HR Professionals to support decisions on who will fit best into which position or team, and to understand the necessary development actions required from the outset for them to perform at their full potential within a team and the Organization.
Your Organization will benefit from the SDI® 2.0 Assessment Tool if you:
- Want to ensure that new hires will bring the competencies to complement or close gaps in existing teams
- Want to reinforce your talent management and development planning processes to focus on the strengths of your people
- Want to give your Leaders the right tools so they can have more respectful, trusting and effective relationships with their teams
How does it work?
The Strengths Deployment Inventory ® 2.0 (SDI 2.0)
The SDI 2.0 is an online assessment tool used by more than 2 million people in 31 countries, making it one of the most valid and reliable assessments available today. Whereas other assessment tools measure behaviour, the SDI 2.0 goes beyond behaviour into the motives and values that drive those behaviours.
The SDI 2.0 maps three essential motives people have for acting how they do:
- People — a drive to help and develop others
- Performance — a drive to direct action and achieve results
- Process — a drive to establish clear and meaningful order
Everyone expresses these motives differently. The unique way an individual prioritizes People, Performance, and Process places them in one of seven categories in what is called the Motivational Value System (MVS).
From a team perspective, it is important that there is a balance of individuals across the MVS categories. For example, a team made up of too many individuals with a strong drive for Performance, may achieve results fast but at what cost? At the other end of the spectrum, a team with too many individuals with a strong drive for Process can spend endless hours analyzing the details and making little to no progress. Understanding the team’s composition in terms of Motivational Value Systems and targeting new hires who will complement the team by adding diversity in terms of intrinsic drivers, allows teams the opportunity to become more innovative, more effective, and to perform better as a unit.
In the same way, Leaders who understands their Motivational Value System hold the key to being able to communicate and lead their teams with more empathy, leading them to be more effective as a team, and ultimately to reach their goals faster. Used as a basis for Executive Coaching, the SDI 2.0 provides an excellent starting point for focused leadership development.
The Strengths Portrait
Our most common behaviours are the strengths we use to navigate situations with other people — whether that’s in a one-on-one conversation with a coworker, a team meeting, or while interacting with an important client. The Strengths Portrait provides an accurate picture of how we prioritize those strengths, and this helps us take initiative in choosing strengths to achieve results. The Strengths Portrait is an ideal tool for defining individual strengths and for defining the strengths of a team or group culture.
The Overdone Strengths Portrait
Strengths can backfire, despite good intentions. This happens when we use a strength too frequently, too intensely or at the wrong time altogether. Overdone strengths have the potential to trigger conflict, damage relationships and derail productivity.
The Overdone Strengths Portrait assessment identifies which strengths we tend to misapply, and how those overdone strengths impact our relationships and work. It describes how our specific overdone strengths can break down collaboration and cause tension — and the ways we can manage our strengths to prevent conflict and maximize performance.
What can you expect?
From a Talent and Leadership Development perspective, we expect you to achieve following results:
- More balanced, fact-based hiring or promotion decisions
- More targeted development actions for Talents and Leaders
- Stronger teams, stronger relationships, and stronger collaboration across the Organization