We at Unique Sources are licensed to work with you with a number of tools that support personal and organizational development. These tools enlighten you about the organizational processes, mirror team performance and provide insights in value systems, thinking patterns, preferences in leading styles and cultural differences.
A summary of the tools we use:
What is Trialogue?
Trialogue™ is a dynamic group training and development concept based on a questionnaire
measuring preferences in communication, teamwork and problem-solving styles. It was developed by Bjørn Z. Ekelund of Human Factors in Norway, awarded ‘Consultant of the Year 2008’ in Norway.
The classic Trialogue™ workshop begins by asking individuals to map their own preferences using the questionnaire. Then in dynamic group work, participants are encouraged to discuss their own preferences and their perceptions of others, creating a fun and motivating environment to reflect and to identify ways to cooperate more effectively.
Trialogue™ is different to many concepts applied in management practice. Using three categories termed Red, Blue and Green, the questionnaire does not assign individuals to single types, but provides a profile of preferences across these three fundamental interpersonal styles, giving individuals greater scope to explore their flexibility and interaction with others.
Management Drives improves the performance of organizations, teams and people. To achieve this, Management Drives is used in a number of different, concrete ways.
Management Drives can be used as a tool in Individual Coaching, to improve teamwork and team performance and organizational dynamics, analyzing organizational cultures for example. The on-line questionnaire based on the research of Dr. Clare W. Graves, generates a profile. This profile offers a surprising view of what motivates people, how they behave in a team and of the culture of that team. The results and discussions offer recognition and insight, and excellent start for changing the organizational cultures or improving the team results.
Exchanging differences and similarities in profiles within a team leads to the analysis of underlying value systems and improving team cooperation. Because each profile is unique, the respect for differences grows. Recognizing different management styles, decision making processes and group profiles can all add to improving results of teams and organizations.
Intercultural Readiness Check
The Intercultural Readiness Check (IRC) is one of the leading tools for assessing intercultural competences, developed by Ursula Brinkmann and her team.
More than 25,000 people from all over the world have filled in the IRC in order to reflect on how they can improve their intercultural effectiveness. The IRC assesses individuals on four vital intercultural competences:
How actively are you interested in other people, their cultural backgrounds, needs and perspectives? How much do you notice when interacting with people from other cultures?
How mindful are you when communicating with others? How effectively do you adjust your style to meet their expectations and needs?
How much do you invest into developing relationships and diverse networks? How creative are you in developing solutions that satisfy the interests of different stakeholders?
How well do you deal with the complexities of greater cultural diversity? How effectively do you use cultural diversity as a source of learning and innovation?
MIDAS™: Multiple Intelligences Developmental Assessment Scales
Bring the power of the multiple intelligences into your personal, educational, career development and professional lives.
MIDAS™: were created by Branton Shearer, Ph.D. in 1987 as a means to enhance a person’s intellectual performance, career development and personal satisfaction. The MIDAS™ Profile has been described as the Swiss Army knife of self-assessments that guides people to a deeper appreciation for their intellectual and creative lives.
“To my knowledge, The MIDAS represents the first effort to measure the Multiple Intelligences, which have been developed according to standard psychometric procedures. Branton Shearer is to be congratulated for the careful and cautious way in which he has created his instrument and offered guidance for its use and interpretation.”
Howard Gardner, Harvard University
Barrett Cultural Transformation Tool
Method of Richard Barrett to identify value systems of people and organizations. The return of value driven organizations is a lot higher than the return of organizations where the value systems of individuals are not synchronized with those of the organization. Unique Sources is certified in CTT applications. More background in Richard Barrett’s books: “Liberating the corporate soul” and “Building a Values-Driven Organization: A Whole-System Approach to Cultural Transformation”.
In 1928 the DISC dimensions were described for the first time in William Moulton Marstons book ‘Emotions of normal people’. Marston identified four primary emotions and the behavioural styles connected to those, that we know today as Dominance, Influence, Stability en Conscientiousness.
DISC can very well be used for
- explaining reasoning in selection processes;
- identifying (personal) leadershipstyles;
- implementing reorganisations and change management processes;
- resolving conflicts;
- teambuilding processes or increasing team effectiveness.
Organisational Due Diligence OD2
Currently we are working with a selected group on product development of OD2. To be continued.