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Everything you need to know about personality tests in coaching and self-
This comparison was made in cooperation with abiuni.de
If you do a personality test, you can learn a lot about yourself. But there are
many personality tests and personality models. They all promise great insights,
whether you use them yourself or with a coach. But do the personality tests
really do what they promise? Where do they help and where do they possibly
harm? Which are there and what are their advantages and disadvantages? We have
researched for you.
© Dirima - depositphotos.com
Table of Contents What is a personality test and why shouldn't it be called
that? The FIP Ratio: a not very serious look at personality tests (video) The
personality test on the test bench: what is important. (Video) Use of
personality tests for professional and private life Disadvantages and dangers
of personality tests Overview of personality tests Insights® MBTI® Reiss® DISG®
Gallup® Big5 BIP® Digital competence indicator MotivationInventory 16PF® Luxx®
to water FPIR HBDI® MPA TIPI HPI LMI MPTK Pymetrics PSI theory "How the world
sees you" Summary and conclusion
What is a personality test and why shouldn't it be called that? A personality
test is designed to help you understand your own personality better. Assessment
questions are typically asked, which should allow an insight into your motives,
preferences, character traits or preferences, depending on the model. We prefer
to call these procedures profiles, not tests, because it's not about passing or
failing, but rather about gaining a better understanding of yourself.
Personality profiles are often used in coaching and many of the models allow
classification into different types and thus allow comparability to other
people, e.g. Team or family members.
The FIP Ratio: A less than serious look at personality tests As part of this
comparative project and our research, we teamed up with Christian Hüttenhein
from abiuni.de. Abiuni.de is an online career counseling service that helps
people choose a career in a flexible manner via Skype and telephone. A video
was created with a wink, which subliminally indicates some of the weaknesses of
the many personality tests. In the following video, however, we take a serious
position on the important questions that you should ask yourself. But you
shouldn't miss the following fun.
The personality test on the test bench: what is important. In the following
video you will learn from Christian (abiuni.de) and Mark (our founder) what you
should consider when doing personality tests.
Use of personality tests for professional and private life Those who know their
own motives, preferences, characteristics, strengths and weaknesses have many
perceives you and how you can use it for yourself.
How does the diagnosis work? You will be taken through a test online. The
questionnaire can be filled in quickly, the questions are more general in
nature, which means that the archetypes or the advantages identified later
Evaluation / criticism Even if the tool is graphically well prepared, you can
still miss a bit of depth, for example the vocabulary used for the advantages
that are more flattering and impressive, such as "Excellence", "Unique Gift" or
"You impress with your intellect ". Afterwards you will be informed by email
about other options for analysis or the option to book a webinar. "How the
world sees you" is based on the virtues of the person and the effect on others.
The system was developed based on marketing considerations. By concentrating on
the advantages of the personalities, you leave the test with a good feeling and
an idea of how you can affect others. It is therefore less suitable for
deepening, but it shows the first directions and tendencies.
Relevant links website "how the world sees you"
Help us improve the information Certainly there is still some interesting
background information, experience and in particular links to consultants and
coaches who offer the corresponding profiles. That is why we have created a
Google Drive table, which should serve as a living resource and which we can
continuously develop together. Take a look around there and add your
information. Occasionallya, we will transfer content from the table to this main
page if we see added value for our readers.
View and edit further information on the profiles
Summary and conclusion In the hands of an experienced and competent consultant,
personality tests can be a very effective tool for personal development,
conflict management and mutual understanding. Some personality tests can also
be used without a consultant. Basically, you should consider that they can only
represent a section of the personality and their benefits are very dependent on
the individual situation of the user.
Freiburg Personality Inventory (FPI-R) Brief description The personality traits
tested were selected by the authors from different theories and approaches. How
does the diagnosis work? 138 questions are asked, which must be answered with
“true” or “incorrect”. The answers are evaluated with regard to various
personality traits: life satisfaction, social orientation, performance
orientation, inhibition, excitability, aggressiveness, stress, physical
complaints, health concerns, openness, extraversion and emotionality. Relevant
links Freiburg personality inventory
Herrmann Brain Dominance Instrument (HBDI®) Brief description The HBDI (
formerly HDI in German-speaking countries) is based on the idea that in either
person either the left or the right brain is more dominant and either the
limbic system (emotions) or the neocortex (mind). According to the dominance,
the test participants are assigned to a quadrant. Quadrant A: The analyst:
analytical, calm, serious, focused; Quadrant B: The organizer in need of
security: controlled, dominant, organized; Quadrant C: The emotional one:
interpersonal, sensitive, talkative; Quadrant D: The visionary: strategic, keen
to experiment, creative. How does the diagnosis work? The HBDI comprises 120
questions, which are either answered on a 5-level Likert scale or by selecting
and weighting words from groups. Relevant links HBDI
Master Personality Analysis (MPA) Brief description The MPA was developed for
personnel selection and analyzes behavior in everyday work. The analysis
distinguishes between 9 personality dimensions and 28 other characteristics.
How does the diagnosis work? The MPA consists of 40 question groups, each with
four statements per group, one of the four that fits best and one that least
fits. Each of the four statements of a specialist group is aimed at a specific
property. The ego level (success orientation, self-assertion, energy), the we
level (feeling control, need for contact, trust) and the how level (detail
orientation, assurance, abstraction orientation). Relevant links Master
Trierer Integrated Personality Inventory (TIPI) Brief description The TIPI
comprises 254 items (an average of 7 items per scale). By default, the TIPI is
evaluated according to the Rasch model and provides standardized person
parameters or scale scores. The procedure is available in a computerized and a
paper-pencil version. The evaluation is computer-aided in both cases. How does
the diagnosis work? The test is a computer-based collection of questions that
can be completed within a few minutes. Relevant links TIPI
HPI (Hogan Personality Inventory) Brief description The HPI describes the job-
related personality and is based on the "five-factor model" of personality
psychology. However, it differs from the five-factor model in that the factor
"extraversion" is divided into "ambition" and "social sociability" and the
factor "openness to experience" into "curiosity" and "approach to learning".
How does the diagnosis work? The questionnaire can be completed in 15 to 20
minutes and is available in more than 40 languages. Areas of application are
both in personnel selection and personnel development. Relevant links Hogan
Performance Motivation Inventory (LMI) Brief description The performance
motivation inventory integrates various performance motivation theories and
tries to take into account all aspects of a personality that are relevant to
professional success. How does the diagnosis work? The test distinguishes 17
dimensions or “performance orientations”, each of which is measured with 10
items: persistence, dominance, commitment, confidence in success, flexibility,
flow, fearlessness, internality, compensatory effort, pride in performance,
willingness to learn, difficulty preference, independence, self-control, status
orientation, competitive orientation and goal setting. The items are largely
formulated in a job-related manner. The evaluation is dimension-specific or as
a total. The results are presented in profile form. In addition to the complete
test form, a short version with 30 items is available for quickly determining
an overall value. Relevant links LMI
Management potential short test (MPT-K) Brief description The MPT-K is used to
determine the potential of an applicant or employee in the three areas of team
leadership, assertiveness and entrepreneurial thinking. It is therefore
primarily used in recruiting. How does the diagnosis work? The MPT-K queries
hypothetical decision-making situations. Relevant situations with solution and
action alternatives are presented from which the participant selects. Relevant
Links Career Test
Pymetrics Brief description pymetrics is a new, game-based recruiting tool that
evaluates the strengths of candidates and recommends the right careers and
companies. The Pymetrics games were developed based on decades of established
neuroscientific research. They assess fifty important cognitive and emotional
characteristics. Co-founders Frida Polli and Julie Yoo combined their extensive
neuroscientific research experience at Harvard and MIT to identify tasks that
best reveal the traits that recruiters and hiring managers want to know.
Together, these games provide a snapshot of a person's unique characteristics.
How does the diagnosis work? Pymetrics has leveraged decades of neuroscientific
research to help companies and potential employees evaluate emotional
intelligence and intellectual intelligence, and to help recruiters find the
right candidate. Relevant links Website of the provider Article TechCrunch
PSI theory Brief description The PSI theory (Theory of Personality-System
Interactions) tries to look at people from a system interaction perspective and
to integrate motivational, volitional, cognitive, developmental and personality
How does the diagnosis work? PSI theory assumes dynamics and changes between
different system levels. Based on possible coalitions, the STAR model based on
PSI theory describes eight personality styles such as self-determined,
idiosyncratic, ambitious or reserved.
Evaluation / criticism Few critics find the model too technical. Prof. Dr.
Julius Kuhl, who developed the theory, recommends this test if you want to put
yourself in the "thinking and feeling" of a person.
Relevant links About the PSI Theory Interview with Prof. Dr. Cool
How the world sees you Brief description With the help of an online
questionnaire, answering various questions determines not only the primary
advantages of a personality, but also your own archetype. With these statements
you should be able to better understand what type you are, how the environment