The Birkman Method ® - Abbotsford
- What’s the Difference? The Birkman Method ®
- Distinguishing Factors of The Birkman Method ®
- Technical Fact Sheet
There are many good personality assessments on the market today. Yet there is nothing like the Birkman. No tool out there comes even close to providing the comprehensiveness of the Birkman Method.
Today’s highly competitive global business climate makes extra demands on organizations and their leadership as they compete on price, quality and standard of service. Proactive leaders drive organizational strategy and growth, all of which affect the most critical asset — people. Informed and connected employees are more motivated, loyal and productive. So, how can you quickly and accurately find out what motivates and increases the productivity of your people?
The Birkman Method® Assessments have become an important part of many organizations’ efforts to put the right people into the right positions by:
- Identifying effective training opportunities
- Developing managers and leaders
- Promoting people into positions where they will succeed
- Creating highly functional teams
An impartial assessment is the most reliable way to objectively identify the key behaviours and motivations that will lead to the success of people, teams and the whole organization.
Through a combination of regression and factor analysis, The Birkman Method® identifies the respondent’s everyday interpersonal style (usual behavior), and unlike most other popular assessments, gives unique insights into underlying motivations and needs. Stress behaviors are identified when these needs are not met. Knowing the underlying motivations and the consequences of unmet needs give the Business Coach, Business Consultant, counselor and organizational development professional an effective way to improve workplace performance and reduce conflict.
In brief, The Birkman Method ® Includes Five Major Perspectives:
- Usual Behavior - an individual’s effective behavioral style of dealing with relationships and tasks.
- Underlying Needs – an individual’s expectations of how relationships and social situations should be governed in context of the relationship or situation.
- Stress Behaviors – an individual’s ineffective style of dealing with relationships or tasks; behavior observed when underlying needs are not met.
- Interests – an individual’s expressed preference for job titles based on the assumption of equal economic rewards.
- Organizational Focus – the perspective in which an individual views problems and solutions relating to organizational goals.