The Strenght Deployment Inventory Workshop
The Strength Deployment Inventory (SDI) is a proven, memorable tool for improving team effectiveness and reducing the costs of conflict. It is the flagship assessment of a suite of tools based on Relationship Awareness — a learning model for effectively and accurately understanding the motive behind behaviour)
Seminar / workshop - Introduction into SDI (Self Deployment Inventory)
- developed by humanistic psychologist
- used mainly in business setting to gain insight about personal motivation system and conflict behaviour
- key concepts/ideas:
- Motivational value system that is claimed to be fixed throughout our lives
- Self-perception is based on: 1) motivation, 2) intention, 3) behaviour
- Others’ perception of us is based on: 1) behaviour (that they see), 2) intention (that they guess) 3) motivation
- What is usually perceived as our weaknesses by others are in fact badly managed, overdone strengths of ours (e.g. being observed as inconsistent – in reality: flexibility overdone)
- in conflict situations, our motivational value system and with that, our behaviour shifts in predictable ways throughout the three stages of conflict, and results in personal conflict patterns called „Conflict Sequence”
The members of our group did the self-evaluation questionnaires. As it turned out, we almost all belonged to the „Hub” category, with respect to motivational value system. Nevija drew our attention to the fact that it may bring about situation where we are all so flexible that no decision is reached and no action is taken, as the „Red” position – that of giving directions and focusing on action - is not occupied naturally by anyone in our group. (We did see some of this happening next day, when having to decide about exact dates of meetings – everyone being so flexible both about the process and the content, that it was hard to reach the final word.)
So it seems that we can all benefit from practicing how to take the lead – as we will do in our system of „project management presidency”.
For parents, there are two important ideas apparent from the short introduction into SDI that may be applied in parent education:
1. Look for the motivation behind the behaviour, when your child is doing something annoying or off-track. (E.g. when a child is whining all day, perhaps she/he needs to feel more connected to us, needs to fill his/her „love-tank”.)
2. In a similar way, look for the ”strength” behind the weakness: e.g. In the previous example: a child not giving up on whining has stamina to get what she/he needs.
Finally, Marco summed up SDI as the following: „I love you all (blue) – we have to go (red) – the supper is ready (green) – if you agree (hub).”
See Appendixes: Photos
The work with our Motivation and Motivation of our companies and what we can deliver and offer to the others:
Each of participants answered to the following questions:
The Strength Deployment Inventory (SDI) is a proven, memorable tool for improving team effectiveness and reducing the costs of conflict. It is the flagship assessment of a suite of tools based on Relationship Awareness — a learning model for effectively and accurately understanding the motive behind behaviour)
Seminar / workshop - Introduction into SDI (Self Deployment Inventory)
- developed by humanistic psychologist
- used mainly in business setting to gain insight about personal motivation system and conflict behaviour
- key concepts/ideas:
- Motivational value system that is claimed to be fixed throughout our lives
- Self-perception is based on: 1) motivation, 2) intention, 3) behaviour
- Others’ perception of us is based on: 1) behaviour (that they see), 2) intention (that they guess) 3) motivation
- What is usually perceived as our weaknesses by others are in fact badly managed, overdone strengths of ours (e.g. being observed as inconsistent – in reality: flexibility overdone)
- in conflict situations, our motivational value system and with that, our behaviour shifts in predictable ways throughout the three stages of conflict, and results in personal conflict patterns called „Conflict Sequence”
The members of our group did the self-evaluation questionnaires. As it turned out, we almost all belonged to the „Hub” category, with respect to motivational value system. Nevija drew our attention to the fact that it may bring about situation where we are all so flexible that no decision is reached and no action is taken, as the „Red” position – that of giving directions and focusing on action - is not occupied naturally by anyone in our group. (We did see some of this happening next day, when having to decide about exact dates of meetings – everyone being so flexible both about the process and the content, that it was hard to reach the final word.)
So it seems that we can all benefit from practicing how to take the lead – as we will do in our system of „project management presidency”.
For parents, there are two important ideas apparent from the short introduction into SDI that may be applied in parent education:
1. Look for the motivation behind the behaviour, when your child is doing something annoying or off-track. (E.g. when a child is whining all day, perhaps she/he needs to feel more connected to us, needs to fill his/her „love-tank”.)
2. In a similar way, look for the ”strength” behind the weakness: e.g. In the previous example: a child not giving up on whining has stamina to get what she/he needs.
Finally, Marco summed up SDI as the following: „I love you all (blue) – we have to go (red) – the supper is ready (green) – if you agree (hub).”
See Appendixes: Photos
The work with our Motivation and Motivation of our companies and what we can deliver and offer to the others:
Each of participants answered to the following questions:
- What is the motivation to participate for my company?
- What is the motivation to participate for me personally?
- What can we organise/offer/deliver to the others?
