Administering Personal Style Assessments
YAML--- name: administering-personal-style-assessments description: Guides selection, delivery, and application of CRG's Personal Style Indicator (PSI) and related style-based assessment tools for self-awareness, team building, leadership development, and hiring. Use when someone needs to interpret PSI results, design a workshop/training session using style assessments, recommend which CRG product bundle (report, workbook, PowerPoint, trainer's guide) fits a client's needs, or explain how personal style concepts apply to relationships, careers, or teams. --- # Administering Personal Style Assessments
When a client asks "which PSI product/package do I need?", match their role to the recommended bundle:
- Individual wanting self-insight → PSI Report ($45) + optional "Why Aren't You More Like Me?" book
- Trainer running a workshop → PSI Report + PowerPoint + Models Master Handouts + Trainer's Guidelines
- Organization hiring → PSI/JSI Professional's Guide + Manager's JSI
- Team/leadership development → PSI Report + Workbook ("Building Relationships with Style") + Leading/Selling/Coaching With Style (Level II or III)
- Ongoing skill-building → PSI eCourse or PSI Trainer's eCourse
Progress:
- Step 1: Identify the requester's context (individual, trainer, team lead, HR/hiring manager, educator)
- Step 2: Determine their goal (self-awareness, team cohesion, conflict reduction, hiring, leadership, sales)
- Step 3: Recommend the core assessment (PSI Report) plus supporting materials matched to delivery format
- Step 4: Explain how to interpret style dimensions (response to time, tasks, people, situations) in plain language
- Step 5: Suggest an action plan — how the person/team will apply insights (communication adjustments, role fit, stress management)
- Step 6: Point to next-level resources (eCourses, certification, Level II/III materials) if deeper engagement is wanted
The PSI measures natural predisposition across four areas. When explaining results:
- Time — how the person paces work, deadlines, urgency
- Tasks — preference for structure/process vs. flexibility/outcomes
- People — preferred pace and depth of interpersonal engagement
- Situations — how they respond under stress, change, or ambiguity
Always frame findings as strengths with situational trade-offs, not fixed limitations — e.g., "This style tends toward quick decisiveness, which is a strength in fast-moving situations but can create friction when others need more deliberation time."
Example 1: Input: "I'm a manager wanting to reduce conflict on my team of 8." Output: Recommend each team member complete the PSI Report, then run a half-day workshop using the PSI PowerPoint + Models Master Handouts + Trainer's Guidelines. Debrief individual styles, map the team's style distribution, and use the Workbook's "Applying What You've Learned" section to build a team communication agreement.
Example 2: Input: "I'm hiring for a customer-facing sales role and want better fit." Output: Recommend the PSI/JSI Professional's Guide paired with the Manager's JSI (Job Style Indicator) to compare candidate style against ideal job-style profile before final hiring decision — not as a sole screening tool, but as one input alongside interviews.
Example 3: Input: "I just got my PSI report back — what do I do with it?" Output: Walk through the 20+ page report's strengths and "areas of difficulty" sections together, identify 1-2 stress-response patterns to watch for, and co-create a simple action plan: one relationship to improve, one work habit to adjust, one strength to lean into more intentionally.
- Present style differences as descriptive, not diagnostic — there's no "best" style, only fit-for-context
- Always pair the report with a debrief conversation or workshop; raw scores without interpretation lose value
- Use a shared vocabulary (the CRG style model terms) so teams can discuss differences without judgment
- For group settings, map the full team's styles visually to reveal blind spots and complementary strengths
- Recommend the Workbook when the audience needs a lasting takeaway they can revisit post-session
- Suggest certification/eCourses only to those repeatedly delivering PSI content, not one-time users
- Don't treat a style label as a fixed personality "box" — it describes tendencies and preferences, not permanent traits
- Don't use PSI results alone as the sole hiring/firing criterion — pair with interviews, references, and job-fit data
- Don't skip the action-planning step — insight without application rarely changes behavior
- Don't assume one style is superior; every style has situational strengths and stress-response weaknesses
- Don't overload a session with all 200+ PowerPoint slides — customize to the group's time and goals