The Thomas-Kilmann Conflict Mode Instrument (TKI) helps individuals understand how five conflict-handling modes, or styles-competing, collaborating, compromising, avoiding, and accommodating-affect interpersonal and group dynamics. It also teaches them how to select the most appropriate style for a given situation. By selecting responses from 30 statement pairs, this online 10-page bundle helps individuals discover their preferred style.

Conflict within a team or group is inevitable. But this isn't necessarily a bad thing. When managed well, conflict can be the key to high performance, better decision-making, and increased productivity.

Based on the world-renowned Thomas-Kilmann Conflict Mode Instrument (TKI® assessment), the TKI Team Report helps teams understand how five conflict-handling modes—competing, collaborating, compromising, avoiding, and accommodating—affect interpersonal and group dynamics, and how to select the most appropriate approach for a given situation.

The 21-page report reveals a team’s TKI profile, shedding light on the team’s typical approach to conflict and identifying signs of potential overuse or underuse of any of the five conflict modes. The team’s profile is then used to explore potential interpersonal and decision-making challenges and suggest remedies to help the team overcome each one.

Team members also receive their individual TKI profiles. This allows each team member to learn how their results compare to those of the team, how similarities and differences may relate to personal challenges, and what to do to improve their conflict-handling behavior on that team.

The TKI Team Report is ideal for a wide range of applications, including team-based conflict management, general team building and development, new team formation or onboarding, and team leader development.

The FIRO-B® instrument helps individuals understand their behavior and the behavior of others. With the insights of an individual’s interpersonal needs it can help improve workplace interactions. For more than 50 years, the FIRO-B assessment has provided in-depth descriptions of how people behave, how they affect others, and how they can be more effective. Easy to administer and complete, the FIRO-B assessment is ideal for one-on-one coaching, team-building initiatives, communication workshops, and leadership development programs. The 2-page FIRO-B® Profile, administered online, is the essential first step in using the assessment with clients.

The Strong Interest Inventory® assessment provides robust insight into a person’s interests, so you can help them to consider potential careers, their educational path and the world of work. Built on psychologist John Holland’s theory, it’s backed by more than 80 years of research into how people of similar interests are employed, and what motivates individuals in the workplace. It delivers effective and powerful results that contribute to your students’ success.

The California Psychological Inventory (CPI) also known as California Personality Inventory is a self-report inventory created by Harrison G. Gough and currently published by Consulting Psychologists Press. The text containing the test was first published in 1956, and the most recent revision was published in 1996. It was created in a similar manner to the Minnesota Multiphasic Personality Inventory (MMPI)—with which it shares 194 items. But unlike the MMPI, which focuses on maladjustment or clinical diagnosis, the CPI was created to assess the everyday "folk-concepts" that ordinary people use to describe the behavior of the people around them. The CPI is made up of 434 true-false questions, of which 171 were taken from the original version of the MMPI.

The test is scored on 18 scales, three of which are validity scales. Eleven of the non-validity scales were selected by comparing responses from various groups of people. The other four were content validated.[2] However, factor analysis was not used in the development of the test, and many of the scales are highly inter-correlated and conceptually similar.

The test is typically used with people aged 13 years and older. It takes about 45–60 minutes to complete. The revised third edition of the CPI contains 434 items. This latest version requires that the patient's false and true answers be transformed at an additional cost into raw scale and Standard scores by the publisher, who will also provide interpretative report writing.

The MBTI was constructed by two Americans: Katharine Cook Briggs and her daughter Isabel Briggs Myers, who were inspired by the book Psychological Types by Swiss psychiatrist Carl Jung. Isabel Myers was particularly fascinated by the concept of introversion and she typed herself as an "INFP". However, she felt the book was too complex for the general public, and therefore she tried to organize the Jungian cognitive functions to make it more accessible.

Most of the research supporting the MBTI's validity has been produced by the Center for Applications of Psychological Type, an organization run by the Myers–Briggs Foundation, and published in the center's own journal, the Journal of Psychological Type (JPT), raising questions of independence, bias, and conflict of interest. Though the MBTI resembles some psychological theories, it has been criticized as pseudoscience and is not widely endorsed by academic researchers in the psychology field. The indicator exhibits significant scientific (psychometric) deficiencies, including poor validity, poor reliability, measuring categories that are not independent, and not being comprehensive

In personality typology, the Myers–Briggs Type Indicator (MBTI) is an introspective self-report questionnaire indicating differing psychological preferences in how people perceive the world and make decisions. It enjoys popularity despite being widely regarded as pseudoscience by the scientific community. The test attempts to assign a binary value to each of four categories: introversion or extraversion, sensing or intuition, thinking or feeling, and judging or perceiving. One letter from each category is taken to produce a four-letter test result representing one of sixteen possible personalities, such as "ISTJ" or "ENFP".

The MBTI assessment reports are available for careers, personal impact, communication, health care professionals, conflict, and decision making style.

Two kinds of factors shape employee engagement: extrinsic rewards, such as pay, benefits, promotions, awards, and so on, and intrinsic rewards, such as meaningfulness, choice, competence, and progress, psychological rewards that fuel engagement by providing a positive emotional charge. The Work Engagement Profile provides unique insights that can directly affect an organization’s bottom line because it addresses work engagement at the core level—employees’ feelings about the work itself. Use the Profile and the 15-page interpretive report in your work with organizations to help develop engaged employees and contribute to the improvement of the organization’s effectiveness and overall performance.

Increase your work effectiveness by managing your stress habits!

The Stress Resiliency Profile is an easy-to-administer, self-scoring assessment that gives clients new insights into ways to control the stressors that have an impact on their work effectiveness and capability to influence stressful events. It offers new perceptions of the ways they may be unintentionally raising their stress level and measures the mental habits that determine their level of "stress resiliency." By understanding the thought patterns that can cause stress, clients can increase positive thinking and ability to make change, gain control over themselves, and change areas where bad habits exist.

Three cognitive habits that create stress are identified and evaluated:

Deficiency focusing—the habit of focusing on the negatives at the expense of the positives

Necessitating—the perception that tasks are inflexible demands that must be met—with no room for discretion or choice

Low skill recognition—the tendency to underestimate one's own competence and abilities; feeling that success depends on things outside ourselves

The profile measures level of use of each of these habits and shows where stress symptoms are most likely to occur. It offers guidelines to help design a strategy for increasing stress resiliency by asking "stress-inducing" and "balancing" questions.

The Stress Resiliency Profile is a powerful tool that will add new insights to any learning and development program. It can be used in a variety of programs, such as stress management training, organizational change, work/life balance, executive coaching, management development, team building, supervisory training, and personal development. The profile is useful in a structured setting or as a stand-alone personal development exercise to give individuals fresh perspectives into their feelings about their job and their performance. It provides an important route to stress reduction that is ignored in many stress programs.

Like the well-known Myers-Briggs Type Indicator® (MBTI®) instrument, the Murphy-Meisgeier Type Indicator for Children® (MMTIC®) is a self-report assessment developed to measure children's psychological type preferences.

The two instruments share the same theoretical approach to understanding personality types, but the MBTI assessment is intended for a mature audience, while the shorter, easier-to-read MMTIC instrument is designed to assess personality type in children and teenagers.

MMTIC results give educators, consultants, counselors, parents, and young people valuable insights into differences in how they learn and engage in healthy social interactions. Type has profound implications for discovering unique learning styles, empowering early learning success, and encouraging lifelong personal growth and development.