Porter, however, made two significant departures from these previous theorists: 1) he focused on productive strengths and motives, not problems or pathologies, and 2) he assumed that the person was the expert on themselves, whereas traditional psychoanalysis relies on the therapist’s observations. This belief was built on the foundation laid by psychoanalysts such as Erich Fromm and Sigmund Freud. Porter came to the belief that people’s strivings in relationships, their motives, reasons for doing things, and values, would serve as the most useful basis for personality types. He wanted to create a tool to help people – something they could use to understand themselves more completely and accurately. Porter, a peer of Carl Rogers, was interested in how people develop, how they get in touch with their authentic selves and become productive adults. The Strength Deployment Inventory is based on Relationship Awareness Theory, by Elias Porter. The following brief comparison of theories highlights only a few key points. The most effective way to compare assessments is to begin by comparing the theories on which they are based – including a look into the theorists’ mindsets and intentions. The simple, surface-level, conceptual correlations are appealing, but often incomplete. Questions such as “If I’m a high D on DISC, will I be a Red on SDI?” or “Aren’t all Greens on SDI also Introverts on MBTI?” should be expected. Many facilitators are asked (by their employers, stakeholders, or learners in the classroom) to compare various assessments that are commonly used in workplace training and development programs. This means that every theorist, and therefore every assessment, looks at the same people through a slightly different lens. Every theorist, in order to establish a typology of these differences, makes assumptions about which differences are most important and should serve as the basis for the typology. They describe processes or characteristics that are not directly observable.īehind any valid, reliable, and practical personality assessment, there is a theory of psychology and individual differences. Non-scientific types, which are, at best, misleading, and, at worst, dehumanizing or used to justify cruelty, are usually based on traits that do not require sophisticated measurement. short men have a Napoleon Complex, or blonde women lack intelligence) are not scientifically valid, yet they persist. Stereotypes based on physical characteristics such as height, weight, or gender (e.g. In certain circles, this is enough to convey that person’s personality. We can say someone was born under the astrological sign Leo, or was born in the Year of the Rooster, or is a first-born. But the methods of determining and categorizing types of people are incredibly diverse, ranging from birth circumstances to physical characteristics to psychological constructs. The idea that there are different types of people has been part of human culture about as long as there has been human culture. The following illuminates how the SDI compares to some other popular assessments in the market. The SDI is a valid and reliable psychological assessment, used by millions, since 1971. The heart and soul of Core Strengths is the SDI. How the SDI is unique in the world of assessments
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