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Home » Personality
You can explore your role behaviour across different situations by taking this questionnaire. It identifies the behavioural contribution you make in the situation you choose to explore and this can be compared to your personality preferences as identified by the TDI®. The MTR-i™ is used to enrich team communication and increase the potential for adaptation and change. By providing a common language, teams can discuss what they do and individuals to compare their role behaviour with their personality preferences. The MTR-i™ report describes what the individual does and links these to what a team needs to be successful in terms of 8 key roles which focus on 8 key stages to get things done – Clarifying, Analysing, Innovating, Campaigning, Harmonising, Exploring, Conducting, Activating.
This questionnaire is not available free of charge.
Please contact Team Focus to discuss how you might access or use it email@example.com or call 01628 637338.
This questionnaire identifies three of the most fundamental elements that drive our behaviours in our relation to others. The author, Will Schutz, identified that people needed to feel significant, competent and likeable and that thios lead to behaviours which he described as inclusion, control and openness. One of the most impactful; of ‘personality’ questionnaires it requires more than an intellectual understanding of the dimensions. Hence it is highly recommended that people go through an experiential workshop to understand the full depth and breath of FIRO theory.
You can explore your personality by taking this questionnaire and obtaining a profile which has 5 over-arching scales (corresponding to the Big Five) but which also profiles 30 ‘facets’. These provide a more detailed picture of the underlying characteristics hence providing greater differentiation between individuals. The scores are ‘normed’ which means that the profile shows how we compare to other people in the selected comparison group.
You can explore your Learning Style by taking this questionnaire. It shows the degree to which you prefer one of four styles. Based on Carl Jung’s model of Psychological Type, the LSI explores how underlying preferences affect the way people think, learn and communicate. By setting personal learning preferences against Kolb’s experiential learning cycle, the LSI encourages appreciation of the complete learning process. Learners are encouraged to understand their natural contributions in the context of the learning cycle, to value of contributions from those with different preferences and how sometimes it is important to develop flexibility by stretching a natural learning approach to become a more complete learner.
Not sure? Please contact Team Focus to discuss how you might access or use it firstname.lastname@example.org or call 01628 637338.
You can explore your personality preferences by taking this questionnaire. Based on Carl Jung’s model of Psychological Type, the TDI® identifies preferences rather than behaviour. This is because behaviour can be strongly influenced by current and past circumstances. A companion questionnaire (the MTR-iTM) can help you understand how you behave in particular circumstances (your role). Hence the TDI® focuses on your underlying preferences and tendencies. Of course, preferences and circumstances interact and so the questionnaires complement each other and allow you to identify how much they align or conflict. Your TDI® report will indicate your preferences across a wide range of areas such as:
communication,team-working, work styles, leadership, learning, career choice, development needs, problem-solving, dealing with conflict, managing change. The wheel shows the link between preferences and most natural behaviours and the MTR-iTM would be a way to describe your behaviour in particular contexts.
You can explore your perceived level of Emotional Intelligence (EI or sometimes known as EQ) by taking this questionnaire. It measures 3 different domains – Personal Intelligence (including self-awareness and management), Relational Intelligence (including understanding and valuing others) and Situational Intelligence (including understanding and valuing diversity). Like all self-report questionnaires it reflects back your perception of yourself which pre-supposes a level of awareness and honesty. For those who wish to check this self perception it is also available as a ‘paired process’ whereby you invite another person to complete it with their perception of you. This makes it a much more powerful tool with an intimacy that is often much more effective than such questionnaires that rely on 360 feedback.
You can explore your personality by taking this questionnaire and obtaining a profile which has 5 over-arching scales (corresponding to the Big Five) but which also profiles 16 ‘primary’ scales. These provide a more detailed picture of some fundamental underlying characteristics which are considered to be the building blocks of personality. Hence when these scales are combined they describe some of the complex characteristics that differentiate us from each other. The scores are ‘normed’ which means that the profile shows how we compare to other people in the selected comparison group.
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