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Remember the medical encyclopedia we had at home as children which had transparent fold over pages. The first page had a skeleton depicting the major bones in a human body. The next slide had the human organs, and the next the muscles in the body. As the reader folded pages one over the other he began getting a more complete understanding of how the human body is made. Each page would help you understand how a particular system was constructed, but you could not get a complete picture of how the body functioned as a whole until you folded all the other slides over.
In the same way, when the results of all three tests are examined as a whole they paint a revealing picture or personal profile, much like each progressive transparency in the medical book. The DiSC Classic describes how people view themselves. The Myers-Briggs test describes how people approach the world, and process information, and the Strengthsfinders test evaluates what talents, and strengths a person is gifted with.
There are three tests, which together, provide a shadow or outline of a person's personality, behavioral traits, and personal strengths, and talents. Humans are much to complex to think any testing or evaluation process will uncover all there is to know about a person, surly God has made us "fearfully, and wonderfully". It is part of our humanity, and explains the tremendous variation in people. Each test has its own purpose, and provides unique insights into just how God designed our children, and what he made them for. Once we understand more about how God has made our children we can begin to understand what his will is in their lives, what they will excel at, and even more importantly how they will bring glory to Him.
- The DiSC Classic describes behavior based on how people view themselves in their various environments.
- The Myers-Briggs test describes how people approach the environment intellectually, and attitudinally, and how they process information.
- The Strengths Finders test evaluates what talents, (intellectual ability) and strengths, (an asset of special worth or utility) a person is gifted with. It helps us understand what we are good at instead of how we behave.
Strengths Finder TestStrengths Finder DescriptionThe Internet-based StrengthsFinder Profile is the product of a 25-year, multi-million dollar effort to identify the most prevalent human strengths. The program introduces 34 dominant "themes" with thousands of possible combinations, and reveals how they can best be translated into personal, and career success. In developing this program, Gallup has conducted psychological profiles with more than two million individuals to help you learn how to focus, and perfect these themes. (Taken from www.strengthsfinders.com).Strengths Finders - Now, Discover your Strengths - The BookThis test will assist you in determining what your strengths and talents are. Now, Discover your Strengths has the code inside the book jacket used to take the strengths finders test. Once you purchase this book you can go to www.strengthsfinders.com and take the test. When you take the test make sure you print out your certificate and the profile information.Amazon.com's Best of 2001 Effectively managing personnel--as well as one's own behavior--is an extraordinarily complex task that, not surprisingly, has been the subject of countless books touting what each claims is the true path to success. That said, Marcus Buckingham and Donald O. Clifton's Now, Discover Your Strengths does indeed propose a unique approach: focusing on enhancing people's strengths rather than eliminating their weaknesses. Following up on the coauthors' popular previous book, First, Break All the Rules, it fully describes 34 positive personality themes the two have formulated (such as Achiever, Developer, Learner, and Maximizer) and explains how to build a "strengths-based organization" by capitalizing on the fact that such traits are already present among those within it. Most original and potentially most revealing, however, is a Web-based interactive component that allows readers to complete a questionnaire developed by the Gallup Organization and instantly discover their own top-five inborn talents. This device provides a personalized window into the authors' management philosophy which, coupled with subsequent advice, places their suggestions into the kind of practical context that's missing from most similar tomes. "You can't lead a strengths revolution if you don't know how to find, name and develop your own," write Buckingham and Clifton. Their book encourages such introspection while providing knowledgeable guidance for applying its lessons. --Howard Rothman |
Do not buy these used, the code will not
work. Hardback Version Cassette Version CD Version |
DISC Behavioral Traits TestDISC DescriptionDISC measures characteristic ways of behaving in a particular environment, and does not describe characteristics that are not easily observed. The test is scored by assigned numbers. Higher numbers indicate how intensely people react to a perceived relationship. The DISC test helps you to spot helpful behavioral strategies for dealing with a particular environment (point of view). The test will help you sort out human emotions by relating how you perceive yourself in relation to the world around you, and how you will behave in response.
The 4-Dimensional Manager: - The BookDisc Strategies for Managing Different People in the Best WaysThis book will give you the DiSC overview and great insight as to how the DiSC Profile works. Successful managers work like coaches, assessing each person’s strengths and weaknesses and developing the best strategy to get the job done. The 4-Dimensional Manager shows how managers can become more effective by using the DiSC system. “DiSC” stands for four communication styles: Dominance (direct and decisive); Influence (optimistic and outgoing); Supportive (sympathetic and cooperative); and Conscientious (concerned and correct). In the book’s first part, readers assess their own style, the style of the people they manage, and the style of their organization. The second part shows how to choose the most effective style (or combination of styles) for any situation, focusing on seven key areas: delegating, decision making, problem solving, motivating, complimenting, giving constructive feedback, and developing skills. |
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Myers Briggs Personality Test - Free Online TestMyers Briggs DescriptionThe Myers Briggs "instrument", as it is called, will assist you in planning for growth or change by helping you develop self-awareness. The test is intended to give you the information you need for getting along with others more effectively, and identify the source of relationship problems, (through skilled counseling) by highlighting innate tendencies, preferences, and motivations. There are sixteen types of personality possibilities based on four pairs of letters.Summary of Personality Types Extrovert vrs Introvert (E or I Types). Extroverts look to the world around them to get cues, and find things, which will help them understand how they should respond to it. Introverts will look more for self-directed activities to satisfy themselves when they're unsure of the rewards available from the environment. Sensing/Intuiting (S or N Types). Sensing means a person receives information from facts, and things they can touch, and feel. Intuiting, on the other hand means a person will seek imaginative possibilities, and perceived interrelationships. Thinking/Feeling (T or F Types). Thinking means a person will evaluate information based on impersonal analysis, and logic, as opposed to Feeling people who evaluate information based on personal values, and group goals. Perceiving/Judging (P or J Types). This part of the test measures people's attitude toward the world. Perceiving means a person is usually more open, curious, interested, and ultimately adaptable. Judging people are more organized, purposeful, logical, and decisive about the world. |
Click Here to Take the Myers Briggs Test for FREE |
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