Personality Assessment Model, How they can help select, assess and develop your resources

PM Cowboy Podcast -
Topic: The P.A.P.I. Personality Test - How psychometric models can help you select, develop & coach your resources
Guest: Karina Olivier - Psychologist & Talent Development Expert

P.A.P.I., or the Personal and Professional Inventory, is a psychometric tool used to assess an individual's personality traits and behaviors, particularly in a work environment. It focuses on measuring how individuals perceive themselves and their interactions with others in various professional contexts. The assessment typically evaluates areas such as motivation, communication style, and problem-solving preferences, providing insights that can help in recruitment, team building, and personal development. The results can guide organizations in understanding how to best leverage an individual's strengths and address any potential challenges in a workplace setting.

Full Episode: https://www.youtube.com/watch?v=uwkxdEOIdfw&t=182s

1. Personality Assessment Tests Introduction:
1

2. Personality Profile Tests:

Today, there are more than 2,500 different personality
tests on the market.

There are several personality evaluation models used to
assess individuals in a business setting.

Each offering unique insights into personality traits,
behaviors, and potential fit within teams or roles.

Furthermore, if you're a job seeker, you're likely to
encounter a personality test in the hiring process.

Psychology Today reports that about 80% of Fortune
500 companies use personality tests to vet for upper-
level positions.
2

3. Purpose of these Tests

A Quick Assessment to Kick-Start a Constructive
Conversation

Hiring decisions,

Coaching/ Mentorship

Developing Capability Development Plan

Team building,

Leadership development,

Personal growth
3

4. Disclaimer

Results maybe subject to:
o
Concept of Validity & Accuracy Approximation
o
The immediate Environment can impact evaluations
o
Semantic understanding of questions asked
o
Culture
o
Present Life Conditions

Test can mislead

Remember People can Change and Evolve
The Tests say nothing about whether you are a good
or bad person
4

5. Shortlist of Personality Tests:
1.
Myers-Briggs Type Indicator (MBTI):
2.
Big Five Personality Traits (OCEAN):
3.
DiSC Assessment:
4.
Belbin Team Roles
5.
Process Communication Model (PCM)
6.
Personality & Preference Inventory (P.A.P.I.)
5

6. Myers-Briggs Type Indicator (MBTI):

One of the most popular personality
assessment tools,

MBTI classifies individuals into 16
distinct personality types based on
preferences in four areas:
o
Introversion/Extraversion,
o
Sensing/Intuition,
o
Thinking/Feeling,
o
Judging/Perceiving.

It's used for understanding team
dynamics, communication styles, and
personal development.
6
Diplomats
Explorers
Sentinels
Analysts

7. Big Five Personality Traits (OCEAN):
This model assesses personality across five
broad dimensions: 
Openness to experience,

Conscientiousness,

Extraversion,

Agreeableness, and

Neuroticism.
It's widely supported by psychological
research and is considered a reliable measure
of personality.
7

8. DiSCAssessment:
Focusing on 4 primary behavior types— 
Dominance,

Influence,

Steadiness,

Conscientiousness
DiSC helps individuals understand:

Their behavior in team settings,

Improve communication,

Build more effective working relationships.
8

9. Belbin Team Roles:

Is a tool used for assessing team member roles
within organizations.

It identifies 9 distinct roles that team
members can play,

Which Belbin argues are essential for the
success of a team.

These roles are categorized into 3 groups 

It is a framework to:
o
Understand team dynamics,
o
Enhance team performance,
o
Ensure that you have the best team composition.
9

10. Process Communication Model

PCM identifies six distinct personality types
that describe how individuals interact with the
world and communicate. These types are 

Each type has its own set of motivational
needs, behaviors, communication styles, and
environmental preferences.

It is used to improve communication and
relationships at work by understanding and
respecting individual differences.

It helps tailor communication to the
psychological needs of others, reducing conflict
and increasing the effectiveness of
interpersonal interactions.
10
Thinker
Persister
Imaginer
Harmonizer
Promoter
Rebel

11. Personality & Preference Inventory P.A.P.I.

Is a personality assessment tool that measures
work-related behaviors and preferences.

It assesses individuals on various dimensions that
are relevant to occupational settings. Norm Groups

The inventory is designed to capture a broad
spectrum of personality traits that influence how
people relate to their work environment, tasks, and
colleagues.

It is used in recruitment, selection, and
development processes to identify potential job-fit,
understand an individual's working style, and guide
career development discussions.
11

12. Ipsative
12
This Ipsative Test:
Reviews preferences

13. Ipsative
13
10 10 10 10 10 10 10 10 10 10 10 10 10
9 9 9 9 9 9 9 9 9 9 9 9 9
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7 7 7 7 7 7 7 7 7 7 7 7 7
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5 5 5 5 5 5 5 5 5 5 5 5 5
4 4 4 4 4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3 3 3
3 3 3
2 2 2 2 2 2 2 2 2 2 2 2 2
1 1 1 1 1 1 1 1 1 1 1 1 1
0 0 0 0 0 0 0 0 0 0 0 0 0
N W D H C X L P V A G F M
Need to
Finish a Task
Need for
Rule &
Guidelines
Attention to
Detail
Planner
Need to be
Organized
Need to be
Noticed
Leadership
Role
Need to
Influence
Persistence
Need to
Achieve
Work Focus
Need to be
upwardly
supportive
Inspirational
Motivator
Organization & Structure Impact & Drive Engagement

14. Ipsative
14
10 10 10 10 10 10 10 10 10 10 10 10 10
9 9 9 9 9 9 9 9 9 9 9 9 9
8 8 8 8 8 8 8 8 8 8 8 8 8
7 7 7 7 7 7 7 7 7 7 7 7 7
6 6 6 6 6 6 6 6 6 6 6 6 6
5 5 5 5 5 5 5 5 5 5 5 5 5
4 4 4 4 4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3 3 3
3 3 3
2 2 2 2 2 2 2 2 2 2 2 2 2
1 1 1 1 1 1 1 1 1 1 1 1 1
0 0 0 0 0 0 0 0 0 0 0 0 0
U Y J E K T I Q O S B Z R
Resilience
Core
Composure
Optimism
Emotional
Restraint
Need to be
Direct
Work
Tempo
Ease in
Decision
Making
Need to
Connect
Need to
relate to
closely to
individuals
Social
Harmonizer
Need to
Belong to
Groups
Need for
Change
Conceptual
Thinker
Composure Work Momentum Interaction Ideas & Change

15. Normative
15
This Normative Test:
Reviews present perception
of Needs & Roles

16. Normative
16
10 10 10 10 10 10 10 10 10 10 10 10 10
9 9 9 9 9 9 9 9 9 9 9 9 9
8 8 8 8 8 8 8 8 8 8 8 8 8
7 7 7 7 7 7 7 7 7 7 7 7 7
6 6 6 6 6 6 6 6 6 6 6 6 6
5 5 5 5 5 5 5 5 5 5 5 5 5
4 4 4 4 4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3 3 3
3 3 3
2 2 2 2 2 2 2 2 2 2 2 2 2
1 1 1 1 1 1 1 1 1 1 1 1 1
N W D H C X L P V A G F M
Need to
Finish a Task
Need for
Rule &
Guidelines
Attention to
Detail
Planner
Need to be
Organized
Need to be
Noticed
Leadership
Role
Need to
Influence
Persistence
Need to
Achieve
Work Focus
Need to be
upwardly
supportive
Inspirational
Motivator
Organization & Structure Impact & Drive Engagement

17. Normative vs. Ipsative
17
10 10 10 10 10 10 10 10 10 10 10 10 10
9 9 9 9 9 9 9 9 9 9 9 9 9
8 8 8 8 8 8 8 8 8 8 8 8 8
7 7 7 7 7 7 7 7 7 7 7 7 7
6 6 6 6 6 6 6 6 6 6 6 6 6
5 5 5 5 5 5 5 5 5 5 5 5 5
4 4 4 4 4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3 3 3
3 3 3
2 2 2 2 2 2 2 2 2 2 2 2 2
1 1 1 1 1 1 1 1 1 1 1 1 1
N W D H C X L P V A G F M
Need to
Finish a Task
Need for
Rule &
Guidelines
Attention to
Detail
Planner
Need to be
Organized
Need to be
Noticed
Leadership
Role
Need to
Influence
Persistence
Need to
Achieve
Work Focus
Need to be
upwardly
supportive
Inspirational
Motivator
Organization & Structure Impact & Drive Engagement

18. Normative
18
10 10 10 10 10 10 10 10 10 10 10 10 10
9 9 9 9 9 9 9 9 9 9 9 9 9
8 8 8 8 8 8 8 8 8 8 8 8 8
7 7 7 7 7 7 7 7 7 7 7 7 7
6 6 6 6 6 6 6 6 6 6 6 6 6
5 5 5 5 5 5 5 5 5 5 5 5 5
4 4 4 4 4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3 3 3
3 3 3
2 2 2 2 2 2 2 2 2 2 2 2 2
1 1 1 1 1 1 1 1 1 1 1 1 1
U Y J E K T I Q O S B Z R
Resilience
Core
Composure
Optimism
Emotional
Restraint
Need to be
Direct
Work
Tempo
Ease in
Decision
Making
Need to
Connect
Need to
relate to
closely to
individuals
Social
Harmonizer
Need to
Belong to
Groups
Need for
Change
Conceptual
Thinker
Composure Work Momentum Interaction Ideas & Change

19. Normative vs. Ipsative
19
10 10 10 10 10 10 10 10 10 10 10 10 10
9 9 9 9 9 9 9 9 9 9 9 9 9
8 8 8 8 8 8 8 8 8 8 8 8 8
7 7 7 7 7 7 7 7 7 7 7 7 7
6 6 6 6 6 6 6 6 6 6 6 6 6
5 5 5 5 5 5 5 5 5 5 5 5 5
4 4 4 4 4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3 3 3
3 3 3
2 2 2 2 2 2 2 2 2 2 2 2 2
1 1 1 1 1 1 1 1 1 1 1 1 1
U Y J E K T I Q O S B Z R
Resilience
Core
Composure
Optimism
Emotional
Restraint
Need to be
Direct
Work
Tempo
Ease in
Decision
Making
Need to
Connect
Need to
relate to
closely to
individuals
Social
Harmonizer
Need to
Belong to
Groups
Need for
Change
Conceptual
Thinker
Composure Work Momentum Interaction Ideas & Change

20. PCM: Process Communication Model
20

21. Brief History of the Process Communication Model (PCM)

The Process Communication Model (PCM) was
developed by Dr. Taibi Kahler in the late 1970s.

Initially, it was created as a tool for understanding and
predicting human behavior in the context of mental
health.

However, its potential applications quickly extended
beyond clinical psychology to areas such as business,
education, and personal relationships.

NASA was one of the first organizations to adopt PCM
to improve communication and performance among
astronauts and their support teams.
21

22. Background and Education

Dr. Kahler holds a Ph.D. in clinical psychology.

His early work involved studying the patterns of human
behavior, particularly in how individuals communicate
and interact with each other.

He focused on identifying specific behavior patterns
that could predict future behavior and responses.
22

23. Key Contributions

Process Communication Model (PCM): Dr. Kahler's most
significant contribution is the development of PCM, a model
that identifies six distinct personality types and their
communication preferences. PCM has been used extensively
in various sectors to improve communication, teamwork, and
leadership.

NASA Collaboration: One of the notable applications of PCM
was its adoption by NASA. Dr. Kahler's model was used to
select and train astronauts, helping to ensure effective
communication and teamwork in the high-stress environment
of space missions.

Transactional Analysis: Dr. Kahler's work is also related to
transactional analysis, a theory of psychology that examines
the interactions, or "transactions," between people. PCM
expands on these concepts, pr oviding a practical framework
for understanding and improving communication.
23

24. Personal Traits and Recognition

Dr. Kahler is recognized for his innovative approach to
psychology and his ability to translate complex
psychological theories into practical tools that can be
used in everyday life.

His contributions have been acknowledged through
various awards and recognitions within the field of
psychology and beyond.

The Process Communication Model has provided
valuable insights into human behavior and
communication, making a significant impact on how we
understand and improve interactions in various
professional and personal settings.
24

25. Synopsis of PCM
PCM is a communication and management model that identifies
six distinct personality types, each with unique communication
preferences, psychological needs, and behaviors under stress.
These personality types are: 
Thinker- Logical, responsible, and organized.

Persister- Dedicated, conscientious, and observant.

Harmonizer- Compassionate, sensitive, and warm.

Imaginer- Imaginative, reflective, and calm.

Rebel- Spontaneous, creative, and playful.

Promoter- Persuasive, adaptable, and charming.
Each person has a base personality type but can access other
types depending on the situation and their psychological needs.
25

26. Primary Tenets of PCM

Personality Structure: Every individual has a unique
personality structure composed of six types, with one being
the dominant or base type.

Channels of Communication: Effective communication occurs
when individuals use the appropriate channel for the
personality type they are interacting with.

Psychological Needs: Understanding and addressing the
psychological needs of different personality types is crucial
for maintaining motivation and avoiding stress.

Stress Management: Recognizing stress signals and
employing strategies to manage stress are essential for
maintaining effective communication and relationships.

Adaptability: Successful interaction and collaboration require
adapting communication styles to meet the needs of
different personality types.
26

27. Relevance in the Workplace
PCM is particularly relevant in the workplace for several reasons: 
Enhanced Communication: By understanding the preferred
communication styles and psychological needs of colleagues,
managers, and subordinates, individuals can tailor their
interactions to be more effective.

Conflict Resolution: PCM provides tools for recognizing and
addressing stress behaviors before they escalate into conflict,
fostering a more harmonious work environment.

Team Building: Understanding the diverse personality types
within a team can help in assignin g roles that align with individual
strengths, leading to increased productivity and job satisfaction.

Leadership Development: PCM equips leaders with the skills to
motivate their teams, address individual needs, and manage
stress, ultimately leading to better performance and morale.
27

28. Effectiveness in Improving Communication and Collaboration
PCM has proven effective in improving communication and
collaboration through: 
Personalized Interaction: Tailoring communication to suit
different personality types leads to clearer and more effective
exchanges.

Reduced Misunderstandings: Awareness of diverse
communication preferences helps in reducing
misunderstandings and miscommunications.

Increased Engagement: Addressing psychological needs and
reducing stress behaviors enhances overall engagement and
cooperation among team members.

Proactive Stress Management: Identifying and managing
stress early prevents negative impacts on communication and
collaboration.
Overall, PCM's structured approach to understanding personality
types and communication preferences makes it a valuable tool
for enhancing workplace dynamics and fostering a more
productive
and
harmonious
environment.
28