The Success Quotient Intelligence (SQI) System is a diagnostic and prescriptive tool to draw out the best in an individual such that the individual can experience his/her best to achieve top-level performance.
Care is taken to ensure the profile report does not label the individual being profiled or provide overly diplomatic descriptions about the person. This approach is aligned with the very fundamental goal of using the system, or as a matter of fact, the goal in using any personality testing tools. The goal is about developing a person’s behavioural competence, not tearing people down or putting more negative energy in a person by using labelling words to judge them on the one end or using positive words to the point of keeping them unaware of areas to develop on the other end.
The system focuses on producing test results that will accurately predict the specific behaviors of an individual in a variety of situations with different people in the workplace based on an in-depth understanding of the personal values / belief system of the person.
To solve a problem, it is known that we need to know and treat the roots and not symptoms. Behavior in the workplace is an outward manifestation of our beliefs and emotions. Hence, focusing solely on understanding and measuring the behaviors in the workplace alone without knowing and understanding the person’s values and emotions system can be misleading.
The research started with the notion that every person is a self-motivated individual. It is a matter of what motivates the person (whether negatively or positively motivated) and draws the energy out from the person which aligns with the person’s belief system. Therefore, whatever a person perceives as aligned with his / her own belief system; the person will be motivated to initiate a positive respond. This is especially so since the system is looking at people in the workplace and every person have his / her own past experiences that shaped his / her belief system and along side, his / her expectation of self and people around them.
SQI is not just a testing tool, it is a system based on validated research that integrates the existing research to better understand how people are motivated to behave the way they are in different situations with different people and hence how to develop them without having to painfully overcome their resistance to the suggested changes (including deployment) for development. A system that will help you gain deep understanding on how the person will behave, why the person behave in certain ways and how to get their ‘buy-in’ to be developed with the willingness to exert high levels of effort to reach compatible individual and organizational goals. It is a system that helps you to hire people most suitable for a particular job, develop them effectively and thereby retaining them who have the values and performance you will treasure.
The system therefore focuses on critical emotional and behavioral competencies including positive emotions management to stay above negative situations (especially in implementation and operations maintaining activities), positive interpersonal communications, creative presentations, joint problem-solving conflicts and negotiations management , sound decision-making, resource organizational skills and innovations management.
SQI System tells you how the person tends to behave. This includes behavior that the person himself/herself may not be conscious of, but that may be observed by others. It also includes behavior that the person is conscious of, but that others have not observed (for example, a person who manages to curb his/her natural temperament for the duration of an interview). A SQI report is able to describe actual behavior rather than the perceptions of self or others, because the instrument is based on two theories: these are Choice-Performance model (itself derived from Motivated-Behavioral Research) and Optimal Balance Research. Please refer to our website section on theory for more information.
The accuracy of the SQI System Report is not affected by short-term mood swings. However, a few traits can be affected by a person’s current life circumstances, normally over a period of several months. Prolonged and particularly difficult passages in life can lower some scores but changes will rarely be dramatic. SQI’s “test-retest coefficient” is very high (.87) in comparison to that of other assessments. When a person completes the questionnaire once and then again five months later, the scores on average will be 85% the same.
SQI’s ability to reveal deeply rooted understanding into workplace behavior is largely based on the structure of the questionnaire and the research upon which each question is based. It avoids using questionnaires that are easy for the profilees to know what answers to give in order to get the job they are applying or to produce profiles that will make them look good.
The profilee can attempt to provide answers that are not representative of them, but if this happens you will almost certainly know. The consistency score, which measures the consistency of the profilee’s answers, will alert you to possible attempts of doing so.
This score ranges from 0 to 100. A consistency score of 15 or less could signal an attempt to provide answers that are not representative of them (profilees). Whilst not infallible, SQI is many times more difficult for profilees to provide answers that are not representative when compared to the lie detection systems of similar types of assessments.
Based on the Optimal Balance research, SQI questions are designed to discover balances and imbalances instead of the ‘stereotyping’ effect that comes from bi-polar scales. The bi-polar tests rested on the assumptions that you have to be either accommodating or competing in your negotiation style. Your experience would have proven this is not true all the time. Our research has shown that the degree to which a person is both accommodating and competing determines real-life effective negotiations. SQI has validated existing research that it is an optimal combination of traits that reveals how effective a presenter, negotiator, leader, etc., a person is.
Most personality tests measure only 10 to 30 traits. They are ‘descriptive in nature’ which are not designed to predict behavior related to job performance. SQI measures more than 100 traits and are cross-referenced in order to identify a person’s strongest emotional and behavioral competencies including information on imbalances that hinder performance of certain jobs / tasks. |
