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Psychometric Tests and Pseudosciences

Psychometric testing and the Pseudosciences should not be confused. The science behind psychometric testing is sound in method and has been long established as a legitimate science. The tests on the market today are the culmination of years of behavioral and psychological scientific studies. These should not be confused with the pseudosciences of Astrology, Astrotherapy, Biorhythms, Cartomancy, Chiromancy, Enneagram, Fortune Telling, Graphology etc. however they are often relegated to a lower level of legitimacy when they should not be. Of course the responsibility for this lack of legitimacy lies on both sides of the fence. Although the Psychometric testing industry must take responsibility for its errors, people must also understand their biases.

 

While we can hold almost any position we want, each of us manifests design (is built to do SOME things remarkably well and intuitively) and, while we can choose from a broad range of possible actions, we will NOT intuitively choose certain methods.  If we do choose apart from our normal pattern, often we will find fulfillment and happiness to be illusive. For example: freedom is a value that most people would choose BUT most people, regardless of cost or provocation, will not choose freedom at any cost. Therefore, true “freedom” lies in knowing one’s own personal “balance” on the freedom issue and having the forthrightness not only to discuss what we really want but also to arrange with others a mutually beneficial way to achieve what is desired. Isolation and secretiveness about real desires is as destructive to oneself, ones relationships, and society in general as a complete abandonment to our desires would be, which actually is a form of psychological bondage.

Competition

The last “count” viewed in print from a valid source stated there were over 1200 tests of some type claiming to measure or predict human behavior so the question is simply “Why do you use these two tools”?

Of the 1200+ tests out there less than 100 make ANY claim to be scientifically valid and less than 20 have had enough secondary research to validate or challenge the findings of the original creators. The SOI and PPI are two of these 20.

SOI – The SOI questionnaire quantifies four different, natural constructs of influence and a person’s particular style mix. Because all three elements of the HRD model described above are interdependent, the SOI also helps to determine character to a degree. The SOI’s ability to asses character is due to the fact that one of the key measures of character is self-restraint, thus the test clearly identifies what unrestrained behavior looks like. If the person acts according to the negative potentials of their SOI profile, then they are rarely exercising self-restraint and good character. The SOI’s usage in training is to help people identify how to use their native aptitudes to the best advantage of the company. In addition to providing insight into the character of the person the SOI gives the HRD professional direct information about the skills that need to be developed in the employee because even with this inference to the character area the SOI is still primarily a Role/Aptitude behavior defining tool.

 

The test used by HDC is the Style of Influence (SOI) Questionnaire.  Dr. Doug Wilson developed it primarily, with some assistance from Dr. Gene Getz, as part of Wilson’s PhD studies. After completing the research study and the assessment tool, both doctors continued their respective careers, giving little time or effort to the development of the tool. Although both men knew the technical soundness of the test, it simply was not part of the core efforts of either man.

See more information about the 4 Influences

Detail | Cognitive| Relational | Goal

The Personal Pattern Inventory is the test born out of the Process Communication Model. The Personality Pattern Inventory measures the amount of energy available to the individual to experience each personality floor. Correlations for each personality type include: character strengths, management styles, channels of communication, perceptual preferences, environmental choices, and personality traits.

 

Created by Dr Taibi Kahler, the Process Communication Model® (PCM) is the world’s premier tool that is based on human behavior. It enables the user of PCM to understand how and why people communicate.

 

Observe and understand your own behavior

 

Understand the behavior of others and know how to communicate with them effectively

 

Analyze conflict and miscommunication and know how to find resolution and a return to effective communication

 

Individual personality structure is comprised of six, separate and mutually exclusive behavior types, called Thinker, Harmonizer, Persister, Rebel, Imaginer, and Promoter. Likened to a six-floored condominium, personality structure is ordered, indicating the relative amount of time a person experiences and demonstrates the behaviors of a given type floor. These second-by-second behaviors – categorized by words, tones, gestures, postures and facial expressions – can be observed objectively with significantly high reliability. Additionally, test-retest reliability research indicates that once a person’s condominium order is set, that order seldom changes. PCM is the only such model that originated from behavioral observation.

“Wired Within is a licensed and certified independent distributor of the Process Communication Model® and all materials related thereto, which are the proprietary rights of Kahler Communications, Inc. The Kahler Communication name is used by express permission and this person, entity, or firm is otherwise not associated with, nor owned, in whole or part, or controlled or managed by Kahler Communication, Inc.”

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