What is Personality I.D.Â®?
The Personality Identification Assessment (PID) is a powerful tool for both personal growth and career development. It has multiple applications at the personal, couple, and team levels. The personal PID assessment can provide a unique insight into one’s life. It can reveal and explain habits, thought patterns, strengths, and weaknesses. Acknowledging and being good stewards of ourselves is the truest form of biblical wisdom.
Like the individual assessment, the PID couple assessment can provide insight into the inner workings of relationships. It provides a deeper understanding of both each other and the role of the relationship.Â The PID team assessment is the ultimate tool for team analysis and for projected functionality. It empowers you as a manager to steward your most valuable resource, people.
All of these tools have an incredible value, not just for self-examination and discovery, but also for development. The most fundamental principle of stewardship is using what we have wisely, and no resource is more valuable than our people.
Personality I.D.Â® will give you the ability to:
- Discover and develop the potential in your current staff.
- Place them in the right positions.
- Make informed hiring decisions.
- Increase your sales.
- Reduce turnover and improve performance in individuals and teams.
What is the history behind Personality I.D.® ?
Larry Burkett initiated the Life Pathways program as part of Christian Financial Concepts in 1990. The program began using several pre-existing assessments. After extensive research and development, the first version of what is now Personality I.D.Â® was introduced in 1993 as a paper assessment in booklet form with scoring and interpretation included. In 1995, the first diskette version was produced for use on individual computers. In 1998, the first Money and Marriage version on CD_ROM with computer scoring and the first two-person comparison report for couples. The first online Personality I.D.Â®on www.crown.org was also introduced in 1998 as a complimentary assessment with a very short sample report. In 2000, the first version for teams (maximum six members) was produced on CD-ROM. Financial attributes were developed and introduced online in 2003 with the Money Map Personality I.D.Â®. The first complete online version was introduced in 2009 as the Couples Personality I.D.Â® adding the financial attributes to the previous Money and Marriage version. The Global Personality I.D.Â® with the multiple applications of Building StrongTeams, Building Strong Families, and Building Strong Marriages was introduced in 2012.
What makes Personality I.D.® Unique?
In Larry Burkettâ€™s vision for helping people and employers to be aware of the personality strengths of themselves, the other people around them, and employees, if applicable, he wanted to start with biblical principles. Although there were many assessments, few if any, approached work from the biblical perspective that people are created with specific patterns of personality strengths. Personality I.D. Â® was developed based on biblical principles and designed to describe full blended profiles of statistically common patterns of the four personality factors.
How does Personality I.D.® compare to the Myers-Briggs Type Indicator or other well-known assessments on the market?
There are several similarities. Both the Myers-Briggs Type Indicator and Personality I.D. (P.I.D.) have 4 bi-polar factors and each has 16 types (M-B) or blended profiles (P.I.D.). The M-B types are various combinations of highs and lows on the four factors.
(P.I.D.) has blended factors that are based on discriminate analysis and multiple regression profiles derived from research and development of the responses to the items beginning in the early 1990â€™s. It also uses mid-range as well as factor high and low scores in the interpretation of the scores. In addition, the programming provides report feedback for two-person comparisons and extensive team analysis. Specific financial behavior as well as classic personality behavior for each blended profile is included in the feedback provided.
Myers-Briggs has, of course, a long history of multi-national use and thousands of people well-trained in interpretations and applications, so much so that simply stating the initial of a M-B type gives a knowledgeable person an understanding of the person being described.
Although Personality I.D. has almost 20 years of history since its origins with Crown Financial Ministries, it does not have the name recognition of Myers-Briggs, but the psychometric development has been every bit as rigorous and extensive. People that are familiar with both tools are impressed with the information and accuracy of the feedback reports from the Personality I.D.
How long does it take to complete the Personality I.D.® assessment?
The assessment itself takes on average fifteen minutes for completion.
How to use Personality I.D.® assessment?
This personality discovery instrument is similar to the four-dimensional DISC system but rotates the graph horizontally and gives equal value to both ends of the continuum. (For example, in our new system we use the term Adaptive instead of low D.) Instead of focusing on who you are not, this instrument allows you to focus on who you are. If you wish to compare this instrument to other personality surveys that use only the four primary dimensions of behavior, youâ€™ll notice you can still refer to the right side of the graph and locate the D, I, S, and C dimensions. Additionally, Dr. Tim LaHaye and Florence Littauer have written excellent books on temperament, using the traditional terminology for these dimensions: Choleric (D), Sanguine (I), Phlegmatic (S), and Melancholy (C). Authors Gary Smalley and John Trent use the terms Lion (D), Otter (I), Golden Retriever (S), and Beaver (C) in some of their books and presentations to describe these four dimensions.
In order to use the information, there are several key concepts to understand.
- We are all born with certain differences in personality and thus are motivated by different circumstances, opportunities, and environments.
- These differences in motivation enable us to do some things better than others.
- Different does not mean wrong; therefore, we should accept and respect those whose personalities are not like ours. It is not our role to change others.
- All profiles/people have strengths and weaknesses. Profiles should not be used as excuses to ignore bad habits or character flaws.
- By understanding our personalities, as well as how others are different, we are equipped to better manage our own lives and work more effectively with others.
With all the other 4-factor-based Personality assessments out there, why did you come up with Personality I.D.®?
Our co-founder, Larry Burkett, noted that during the many years that he was counseling businesses and families on their finances, he frequently observed employees in jobs that did not match their personalities. It concerned him greatly that so many employers were not aware of their employeeâ€™s personality strengths and, therefore, were not making good use of their talents. This resulted in his vision for what is now Personality I.D.Â®. Additional applications were later developed for couples and marriages, families, and other non-business groups and teams.
The Personality I.D.® has 22 attributes regarding your profile:
- General Description of the Profile (Part of the Free Report)
- Ideal Environment
- Typical Areas of Strength (Part of the Free Report)
- Typical Areas of Struggle (Part of the Free Report)
- Your Preferred Activities (Part of the Free Report)
- Your Task or People Orientation
- Your Stability/Flexibility Factors
- Your Stress Factors
- Relationship Improvement Suggestions
- Your Leadership Style
- Underlying Concerns
- Your Communication Style (Part of the Free Report)
- Cooperation and Control Factors
- Your Financial Management Style
- Your view in handling money
- Your Budget and Financial Issues
- Shopping Tendencies
- Approach to Savings
- Approach to Giving
- Generic Careers
- Famous people similar to your profile
- Suggestions for Managers