Behavioral Assessments

Think Track incorporates a wide-range of respected, validated and well-known self-assessment tools in its training and coaching processes.  Several organizations served by Think Track use Everything DiSC®  assessments as part of their recruitment and employee develop programs.


Many believe behavior is the best predictor of performance.  While behavior is definitely a key element of performance, it should never be the sole determinate in coaching, talent selection or team development. 

TotalSDI  (Personal Strengths Publishing)


TotalSDI strengths-based assessment tools help individuals become more aware of why they behave the way they do when things go well and when things don't go well.  They provide valuable insights and a proven learning method that can be used to build better relationships and create more effective relationships while reducing the costs of conflict.  Check out how social media giant Twitter uses TotalSDI.

Strengths Deployment Inventory


The SDI is based on Dr. Elias Porter’s “Relationship Awareness Theory”,  a powerful and effective tool for identifying motives that drive behaviors.  It provides critical insights that enables leaders and team members to better understand how to influence people who think, behave and communicate differently.


The SDI helps people make better choices and improve their performance through increased self and interpersonal awareness and understanding.  It demonstrates how motives drive behaviors under two different conditions – when things are going well and when there is conflict.

The SDI identifies an individual’s Motivational Value System (MVS) and Conflict Sequence (CS).  The MVS shows how a person assesses concern for people, performance and process on scales of 1 to 100 when things are going well. The Conflct Sequence (CS) identifies a person’s motivation when things are not going well.

The SDI allows for the reality that people are different, even when they are similar, and that they react differently in different situations.This is especially important in today’s workforce that is becoming more and more diverse.

Following are some of the ways the

SDI produces results:


  • It measures motives

  • It’s bi-conditional

  • It strengthens a weakness

  • It’s a system of its own

  • It’s memorable

  • It depersonalizes conflict

  • It honors differences


Strengths Portrait


The Strengths Portrait ranks how a person values and uses 28 unique strengths (behaviors) to produce a picture of how they choose certain behaviors when working and interacting with people.




















The Overdone Strengths Portrait


The Overdone Strengths Portrait ranks how frequently a person may overdo the 28 different strengths which can be perceived as shortcomings or weaknesses. This provides insight into the costs of overdone strengths and reveals sources of preventable conflict.

Everything DiSC®   (Wiley)


Everything DiSC® assessment tools provide insights into people’s natural and adaptable behavior styles based on their personality type..   The foundation of DiSC® was first described by Harvard educated Dr. William Moulton Marston in his 1928 book, Emotions of Normal People.  Marston, a psychologist, lawyer, inventor, teacher and author, identified what he called four “primary emotions”.


A persons DiSC® style is a blend of the following four personality types:


  • Dominance:  direct, strong-willed and forceful

  • Influence:  sociable, talkative and lively

  • Steadiness:  gentle, accommodating and soft-hearted

  • Conscientious:  private, analytical and logical


Everything DiSC® Assessmen Profiles:

  • Workplace

  • Management

  • 360® for Leaders

  • Work of Leaders

16pf - Personality Factors  

(PSI Services LLC)


The 16pf® Questionnaire is a reliable tool for talent selection and development.  It was developed by British psychologist Dr. Raymond Cattel who had a solid background in the physical sciences.  


The 16pf assesses what a person will do, not just what they can do.  It measures

16 different primary personality characteristics structured around the “Big Five” global factors of personality.


The 16pf Competency Report encourages structured and insightful interviews with prompts based upon an individual’s report results. 



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