| Question: How can the assessment part
of Spherical Dynamics's products reveal insight into so many different aspects
of an individual — business, personal and learning with
just a few questions? |
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Answer: Many tools used in the market today are based
on personality and psychological constructs. Spherical Dynamics'
tools are behaviorally based. We have synthesized behavioral
theory with our understanding of human systems needs and the
Gestalt Success/Satisfaction framework to derive tools that
are uniquely qualified to address the needs of today's market.
Spherical Dynamics can uniquely relate its findings to human activity, interaction,
net results and personal satisfaction. Based upon the Success/Satisfaction
Cycle, you can predict where individuals naturally prefer
to focus their energy and perform to their greatest abilities.
Because these cycles operate in every aspect of professional
and personal life, the insight can be used in a multitude
of ways to impact success and satisfaction in many aspects
of life.
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| Question: What's the difference between
what Spherical Dynamics measures and aptitude, intelligence, or ability? |
| Answer: A lot. You can have high intelligence or aptitude
at something, and "burn out" after doing it intensely
for a short period of time. We look at how you can sustain that
type of activity over the long haul: that's a vastly more accurate
predictor of long-term success. |
| |
| Question: Are you just an assessment
company? |
| Answer: No. Assessments only give you lots of characteristics
and some insight ("How does Kathy behave on a team?").
We also tell you exactly who should be on the team, doing what,
when, and how. |
| |
| Question: It appears that I have the
highest score possible in one of the phases of the Cycle. Doesn't
that mean that I'm in the ideal situation to effectively complete
that phase? |
| Answer: It does mean that you are ideally suited to
do well in that phase. However, if your score is "Predominant"
in this phase it may mean that you spend more time on it than
you should, reducing your effectiveness in getting through the
other necessary phases. |
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| Question: I have a low score in a Phase
at which I always thought I had tested well. What's going on? |
|
Answer: We do not look at aptitude. Although it may
sound counterintuitive, it is possible for someone to perform
exceptionally well in an area that is a "Stress"
or "Select" area for him or her. The scores simply
signal that you would likely have difficulty performing the
activity for a prolonged period of time -- something that
is not true of your participation in the other phases. In
a work setting this often leads to the "I-hate-my-job"
sentiment.
The more we cope outside of our comfort zone, the harder
it is to sustain the energy or desire necessary to continue
working that way. This creates tensions and stress that is
harder to manage the longer we have to cope outside our comfort
zone.
Many variables factor into how long is "too long"
for you. The main thing is to be aware of this reality and
to watch for signs of stress. You should look for a potential
work partner who has a high score in your lower area(s) so
he or she can help you get through the phase.
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| Question: Why aren't my results always
the same? |
| Answer: Unlike assessments that are based on a static
personality construct, we measure behavior that can change.
Spherical Dynamics' approach is dynamic. We deliver a "snapshot"
of an individual at any point in time. For the most part, your
results will remain fairly constant. However, after significant
changes in a work, personal, or emotional situation, your results
will change to reflect how you are NOW functioning behaviorally
to manage in that environment. |
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| Question: Overall, I thought that my
report was exceptionally accurate. There were a couple of items,
however, that I didn't feel were correct. Why is that? |
|
Answer: There are several possibilities:
1. No assessment can always produce results that are 100
percent valid. We produce validity and reliability that consistently
measure at or above the acceptable level of statistical significance,
yet you may still find a statement or two that you don't feel
is correct.
2. Our perception of ourselves may not be totally accurate,
leading us to believe that the report is not correct. Ask
for a second opinion from someone who knows you well.
3. You may have mistakenly answered the questions inappropriately.
If you by chance misunderstood the meaning of one or more
of the words, you may have made unrepresentative choices.
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| Question: I find that I'm most comfortable
with people who think the way that I do. Can the assessment
be used to find people similar to me? |
Answer: Yes, it can be done. However, that use is counter
to what we recommend. The objective of the assessment is to
help people realize that there is a cycle of phases that need
to be completed to be successful - and that people differ in
the amount of energy they will choose to devote to a particular
phase. By associating only with people who have your profile,
you run the risk of not having adequate coverage in each of
the phases. Instead, we suggest that you use the Cycle to ensure
that you have a well-balanced team.
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| Question: How can my results be accurate
when the test is so short? |
|
Answer: People have come to expect that tools take
a certain amount of time to complete. They tend to believe
that longer is better. Longer does not necessarily ensure
greater validity or better results. Spherical Dynamics has constructed a
tool that uses a dynamic approach in getting data that is
outside of conventional thinking.
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