Assessments @F-L-O-W

Assessments @F-L-O-W

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Assessments @F-L-O-W

Understanding You and How You Best
Relate to Others

Ready for a shortcut to understanding

Assessment is not the TRUTH, but it is an economic shortcut to
saving you a lot of time in figuring out where to start with
knowing yourself.

In my own journey with more than 3,000 clients over a 25 year
span of professional business, executive and developmental
coaching, I have found assessments to be the most important
investment a person can make.

It’s not to replace appropriate self-study, introspection and
exploration, but to augment that work, that inevitably is a part
of every person’s journey of maturation.

Over the years, I’ve gathered together an assessment portfolio
which I believe can create the greatest amount of leverage
quickly with the least amount of effort, to provide the
opportunity to compound any developmental opportunity.

9 different models of reality, giving explanatory power @F-L-O-W

redcheckLearn how you learn.

redcheckIdentify how traits and intensity of behavior.

redcheckGet insights into your dominant worldviews and attitudes.

redcheckUnderstand how you deal with and approach conflict.

redcheckKnow your preferences, given particular situations.

redcheckLearn about how you are intrinsically motivated.

redcheckLearn which meta-programs are most important in your life.

redcheckUnderstand your key strengths and talents.

Below are descriptions of the assessments chosen for your
Portfolio @F-L-O-W:

Learning Styles Inventory [LSI]

The Learning Style Inventory is a statistically reliable and
valid, 12-item assessment tool, developed by David A. Kolb,
Ph.D. Based on Experiential Learning Theory, it identifies
preferred learning styles, and explores the opportunities
different styles present for:

  • Problem Solving
  • Working in Teams
  • Resolving Conflict
  • Communicating at Work
  • Communicating at Home
  • Considering a Career

To learn more click

Thomas-Kilmann Conflict Mode

For the past 25 years, the Thomas-Kilmann Conflict Mode
Instrument (TKI) has been the leader in conflict resolution

The TKI allows you to safely open a discussion about
conflict, to reveal patterns and look at instances when one
conflict behavior is productive and when choosing another
style would be more effective. The five easy-to- understand
styles are:

Competing: High assertiveness and low cooperativeness.

  The goal is "to win."

Avoiding: Low assertiveness and low cooperativeness.

  The goal is "to delay."

Compromising: Moderate assertiveness and low

  The goal is "to find a middle ground."

Collaborating: High assertiveness and high cooperativeness.

  The goal is "to find a win-win solution."

Accommodating: Low assertiveness and high cooperativeness.

  The goal is "to yield."

To learn more click

Myers-Briggs Type Indicator
Step II [MBTI]

This report is an in-depth, personalized account of your
personality preferences, derived from your answers on the
Myers-Briggs Type Indicator Step II (MBTI Step II). The MBTI
reports your individual personality type, and the Step II
analysis of your responses gives you an indication of the
unique way in which you express each main preference.

The Myers-Briggs Type Indicator is designed to help you
become acquainted with the personality gifts you were born
with that make you a unique person. It was developed by
Isabel Myers and Katharine Briggs as an application of Carl
Jung’s theory of psychological types.

Jung believed that much of what we do with our minds is either an act of
gathering or becoming aware of new information, which he called Perceiving, or
an act of deciding or coming to a conclusion using that information, which he
called Judging. He also believed that much of the apparent random difference in
people’s behavior is actually a result of each person having preferences for
particular ways of perceiving and judging. Jung identified Sensing and Intuition
as two opposite ways of perceiving, and Thinking and Feeling as two opposite
ways of forming judgments.

These four different modes of perceiving and judging he called functions.

People with a preference for Sensing take in new information by focusing on
facts and details that can be confirmed by experience, whereas people who prefer
Intuition focus on possibilities and relationships among ideas. People who
prefer Thinking judgment use impersonal, objective, logical analysis to reach
conclusions, whereas people who prefer Feeling judgment use person-centered,
subjective analysis to reach their conclusions.

These personality preferences are similar to the familiar preference each of us
has for right-handedness or left-handedness. A person normally writes with one
hand or the other, but not both. We face the same situation in using our mental
functions: we can, and do, use each of the perceiving functions and each of the
judging functions on occasion, but we normally reach for our preferred one

Another pair of opposites, called Extraversion and Introversion, have to do with
the sources of our energy and the way we use our functions. Jung called these
opposites attitudes
rather than functions. People with a preference for
Extraversion focus on, and draw energy from, the people, events, and things in
the outer world. People with a preference for Introversion, on the other hand,
focus on and derive energy from the thoughts, feelings, and impressions of their
inner world.

A second pair of opposite attitudes identifies whether a
person’s primary means of dealing with the outside world is
one of the Perceiving functions or one of the Judging
functions. People who prefer the Judging attitude like to
plan and organize, make decisions quickly, and come to
closure. People who prefer the Perceiving attitude tend to
be spontaneous and adaptable and want to keep their options
open as long as possible.

The MBTI is not a measure of your abilities in any area. It is designed to help
you become aware of your particular gifts and, through this process, to
understand and appreciate the ways in which people differ. Remember that no
preference is more desirable than its opposite, and no one of the sixteen
possible basic types is better than any other.

MBTI Step II description contributed by Peter B. Myers

Listen to an excerpt from Mike’s
discussion on TYPES |


To access the full audio, join Movement @F-L-O-W by
purchasing one of our programs or buying the

To learn more click

TTI-Disc Managing For Success

Learning about a behavioral model will
help a person to better understand themselves and others;
therefore, enhancing personal and professional
relationships. An understanding of behavior will lead to the
accomplishment of the following:

  • Increased Understanding of Self
  • Increased Understanding of Others
  • Increased Communication
  • Increased Productivity
  • Decreased Tension

Based on the individual’s responses to the
Style Analysis TM Instrument, a Managing For Success™
personalized report will be computer-generated with the
following details:

  • General Characteristics
  • Value to the Organization

  • Checklist for Communicating
  • Don’ts on Communicating

  • Ideal Environment
  • Perceptions

  • Motivated Style
  • Keys to Motivating
  • Keys to Managing
  • Action Plan

To learn more click

 TTI- Personal Interests, Attitudes & Values (PIAV)

Consciously or unconsciously, every decision or course of
action we take is based on our experiences, beliefs,
attitudes and values. Values direct our actions and offer
stimuli for behavior. The Personal Interests, Attitudes and
Values Manual provides the foundation for understanding and
applying Edward Spranger’s values model. Spranger’s model is
particularly useful in understanding conflict and
performance issues.

To learn more click

Reiss Profile of Core Desires

The Reiss Profile of Fundamental Goals and Motivational

is a comprehensive measure of human motivation. This
scientifically validated instrument is based on a theory
that has similarities to the works of Gordon Allport and
Abraham Maslow, and it is published in the tradition of
Myers Briggs. The inclusion of this instrument in a test
battery adds important, new information to assessments aimed
at understanding motivational traits.

To learn more click

Inventory for Work Attitude & Motivation (I-WAM)

The Inventory for Work Attitude &
Motivation (iWAM) is a questionnaire used for job-related
activities, such as recruitment, coaching and training
projects. It is based on meta-programs, a model of cognitive
thinking styles (48 parameters are measured and explained).
The iWAM Management Report identifies a person’s
motivational and attitude preferences in the job context and
predicts how this person will behave in various job types,
such as administrative, customer contact or managerial
tasks. The iWAM Attitude Sorter predicts key motivational
preferences and development areas.

To learn more click


The Clifton StrengthsFinder is a Web-based
assessment of normal personality from the perspective of
Positive Psychology. It is the first instrument of this type
developed expressly for the Internet. Over a secure
connection, the Clifton StrengthsFinder presents 177 items
to you.

Each item consists of a pair of potential
self-descriptors, such as "I read instructions carefully"
versus "I like to jump right into things." The descriptors
are placed as if anchoring polar ends of a continuum.

You are then asked to choose the descriptor that best
describes you, and to identify the extent to which that
chosen option is descriptive of you. You are given 20
seconds to respond to a given pair of descriptors before the
assessment automatically presents the next pair.

To learn more click


Enneagram: The RHETI Sampler

The Riso-Hudson Enneagram Type Indicator (RHETI) Sampler is
a free Enneagram test that serves as an introduction to the

Riso-Hudson Enneagram Type Indicator (RHETI Version 2.5)

which you can take online for $12 US.

The 36 questions in this free Enneagram test are only a
small portion of the full,
independently scientifically validated 144-question

RHETI personality inventory, which Time
magazine selected as one of the

top online personality tests
. For a more in-depth description of the test visit


Short personality
quizzes such as this cannot guarantee that your basic
personality type will be indicated, although your type will
most likely be in the top three scores in this personality

We recommend that you read the summary descriptions of

Enneagram types
to further narrow down which is your
basic personality type. Much more thorough descriptions of
the types are provided with the full

RHETI Enneagram test

To learn more and take the assessment click


LDMA (optional, priced separately at $499):
The Leadership Decision-Making Assessment
which examines skills like decision-making process,
contextual reasoning, and perspective taking and seeking.

To learn more and take the assessment click

To register for the complete
Assessment package for $597 click below.

Register Here

Bonus assessment 1: The Big 5

Personality psychologists are interested in what
differentiates one person from another and why we behave the way that we
do. Personality research, like any science, relies on quantifiable
concrete data which can be used to examine what people are like. This is
where the Big Five plays an important role.

To learn more and take the assessment click

Bonus assessment 2: Dynamic
Density Survey Form

To take the assessment click


Bonus assessment 3:
LeadSTYLE™ Assessment

To take the assessment click



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