Assessments and Testing

As part of our Methodology we have adopted several tests (MBTI®, FIRO-B®, STRONG® and PDM®) that are an integral part of our analysis of you as an individual, once completed are carefully analyzed and worked on. Please keep in mind that all of our assessments include two parts - testing and a follow-up interview.

You will receive a Log In and Password to start your assessment process as soon as your payment is processed.

Once you complete the assessment you will be brought back to our site and will receive your results via email in 24-48 hours.

It is recommended to take the tests at least 2 days prior to your scheduled consultation so that there is enough time to provide you with feedback during your consultation.

If you have received your log in information please proceed first to our testing site to complete your Assessment. You will receive your Client ID during your registration process.

Personality Definition Methodology - "100 Questions of V.K. Tolkachev"

Please record your customer ID upon completion for further access to your personalized account.

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Psychological Portrait (General)

Psychological Portrait (General and Career)

Psychological Portrait for Organizations

Leadership - Executive Psychological Portrait

Psychological Portrait (Complete)

Psychological Portrait (General)

This assessment includes a consultation/interpretation session

The MBTI Profile

The MBTI Personality Assessment (detailed)

Applying Your Personality to Making Decisions

Applying Your Personality to Managing Change

Applying Your Personality to Managing Conflict

How the Parts of Your Personality Work Together

Overview of Your Results

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Psychological Portrait (Career)

This assessment includes a consultation/interpretation session

Includes Psychological Portrait (General) and

General Occupational Themes

Basic Interest Scale

Occupational Scales

Personal Style Scale

Your Top Occupations

Occupations to Explore

Career Management Strategies

Successful Career Exploration and Change

Action Plan

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Psychological Portrait for Organizations

This assessment includes a consultation/interpretation session

Includes Psychological Portrait (General) and

Your Work Style

Your Preferences at Work

Your Communication Style

Order of Your Preferences

Your Problem Solving Approach

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Leadership - Executive Psychological Portrait

This assessment includes a consultation/interpretation session

Includes Psychological Portrait (General) and

Includes Psychological Portrait for Organizations and

Facets of Your Leadership Style

Your Leadership Approach

Your FIRO-B Result Interpretation

Your Patterns of Need Fulfillment

Roles You take on in an Organization

Effects of Your Personality in Work Setting

The Role you take on in an Organization

Interpersonal Relations

How Interaction Affects Your Leadership
What You Show First in a Leadership Leaders

Working with Groups and Other Leaders

How You Work in Teams

What You Expect from Other Leaders

Power and Organizational Culture

Your Influence on Organizational Culture

Dealing with Change and Street

Action Plan

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Psychological Portrait (Complete)

This assessment includes a consultation/interpretation session

Includes Psychological Portrait (General) and

Includes Psychological Portrait (Career) and

Includes Psychological Portrait for Organizations and

Includes Leadership - Executive Psychological Portrait

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Sample Reports (download available in PDF format)

1. Interpretive Personality Report (MBTI)

2. MBTI Career Report

3. MBTI Interpretive Report for Organizations

4. STRONG Interest Inventory and MBTI Profile Career Report Combined

5. FIRO-B Interpretive Report for Organizations

6. FIRO-B and MBTI Leadership Report

other reports are available on request.

The Personality Definition Methodology

Psychological Portrait – A much needed information for the Job Search in current economy

The Personality Definition Methodology

"To Define is to Perfect" (Lena Feygin)

Summary

The Personality Definition Methodology is the proprietary assessment model of FROG Enterprises, Corp. The Personality Definition Methodology assesses individual skills both professionally and socially, allowing a better understanding of how he/she will perform, functions or work, both alone and in a group.

The Personality Definition Methodology assessment model determines the abilities of the individuals based on 8 categories of Intellect that allow you to understand your personal and professional talents and skills.

Introduction

The Personality Definition Methodology is a combination of Individual Analysis and an Action Plan.

The Individual Analysis - analyzing your personality, the root of all your desires, ambitions and need, as well as understanding exhibited behaviors that are currently in practice.

The Action Plan - setting of short-term and long-term goals and step-by-step plan on how to achieve these goals.

Our Methodology realistically integrates your potential with your dreams and goals. This leads to permanent changes in behavior allowing you to lead a more fulfilling and happier life.

Basics

The Personality Definition Methodology operates in the following 4 dimensions - Time, Space, Information and Energy.

The following groups of Intellect are identified to represent an individual. Each intellectual group represents a combination of personality traits exhibited in us, through our behaviors, our spirituality, our ability to think (process information) and though our sexuality (erogenous zones). It is the integration of all these aspects that comprises us as an individual.

Intellect Types

TIME -
Analytical Intellect (Introvert, Past Time)
Innovative Intellect (Extrovert, Future Time)

SPACE -
Physical Intellect (Introvert, Internal Space)
Logic Intellect (Extrovert, External Space)

INFORMATION -
Abstract/Musical Intellect (Introvert, Information flowing IN)
Visual/Spacial Intellect (Extrovert, Information flowing OUT)

ENERGY -
Intuitive Intellect (Introvert, Internal Energy)
Linguistic/Verbal Intellect (Extrovert, External Energy)

For more information please stand by for the video with an in depth explanations on the Personality Definition Methodology.

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Psychological Portrait – A much needed information for the Job Search in current economy

In the ancient times, one would go to the fortuneteller to learn about the future events that will take place in his/her life, to learn what do, what the stars say about him/her as an individual. Today many of us still follow daily horoscopes and visit psychics. The validity of the information provided by such individuals is questionable, although I am sure there are a lot of people who will confirm the truth and accuracy of their psychic. (Why this happens is a whole different discussion that I will explore some other time)

With the birth of Psychology as a science individuals now have a variety of options to learn about themselves and to gain an understanding of their psychological portrait.

What is a Psychological Portrait (how do we present and understand it)?

The Psychological Portrait is a detailed explanation of ones’ Personality Traits (Qualities), Behaviors (Actions) and Tendencies(Potential).

Various tools (surveys and assessments) allow you to see who you are according to a specific guideline that these tools follow. In most cases data is statistically processed to compare your responses to a database of similar assessments, taking into consideration demographics(male/female, age group, Ethnicity, sometimes even geographic location such as your birthplace and current location, etc). Then the algorithm of a particular tool with a serious Psychological theory behind it provides results that represent YOU through the categories of the theory at hand.

Tip: Before taking an Assessment check the Theory behind it, to make sure that the typology this particular theory uses is something that you can understand and relate to.

If you have decided on an Assessment tool it is extremely important to answer the questions truthfully for an accurate evaluation. We all use little “white lies” during these assessments, not because we want to deceive anyone, but mostly because it is difficult to accept certain qualities within you and therefore you can make a choice toward a quality that you would like to have rather than the one you actually have. As a result you are looking at a report of you, as you want to be, rather than you as you are. It is very important to think about each question and answer based on the facts of your exhibited behaviors or emotions rather than what you think the answer ‘should’ be.

There are times when you are tested at a work place, or in college, or anywhere else, and in a setting like that there is a chance that you will answer your questions based on YOUR understanding of what it is expected of you. For example: If I am tested at a workplace and the statement is – “I can manage other individuals.” I would have a tendency to answer YES even if I had never managed anyone or did and didn’t like it. These responses take toll on the overall evaluation,due to the fact that most of the time these assessments are built so as to have a few questions targeting the same skill in various forms, not always visible to the tested individual. The accuracy of such a Psychological Portrait and a validity of it are questionable when given less than truthful responses.

As a Coach I am constantly faced with a choice; which Assessment tools do I use to help my clients create the most accurate Psychological Portrait possible? If you want to create the most accurate Psychological Portrait of yourself I have a few suggestions for you.

Do not just use one Assessment tool backed by a specific Psychological theory. I tend to create Psychological Portraits using 4 different Assessment tools backed by 4 Psychological typology theories.

1. Myers-Briggs Type Indicator (MBTI) – this is a recognized by the APA (American Psychological Association) Assessment based on the Typology theory of Jung and then further developed into an assessment tool by Isabel Myers and Katharine Briggs. This theory recognizes 8 different types of personalities presented as Dichotomies(in pairs) - Extraversion and Introversion, Sensing and Intuition,Thinking and Feeling and Judging and Perceiving, with overall 16combinations. Each category is further broken down into 10 different behaviors with 5 specific to each group. Ex. Extraversion: Initiating(sociable, congenial, introduce people), Expressive (demonstrative,easier to know, self-revealing), Gregarious (seek popularity, broad circle, join groups), Active (Interactive, want contact, listen and speak) and Enthusiastic (lively, energetic, seek spotlight).

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2. Strong Interest Inventory (STRONG) – this is another Psychological typology recognized by the APA that makes recommendations on your career choices.

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3. Personality Definition Methodology (PDM) – A methodology developed in house here at FROG Enterprises, based on psychological theories of Prof. Ganzen and Prof. Tolkachev., of Saint Petersburg.This is a typology approach that identifies 8 types of intellect that are present in individuals: Logic intellect, Analytical intellect,Innovative intellect, Physical intellect, Visual intellect, Verbal intellect, and Intuitive intellect and Abstract/Musical intellect.

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4. Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B)

For more than 40 years the Fundamental Interpersonal Relations Orientation-Behavior™ (FIRO-B®) assessment has helped people around the world understand how their need for inclusion, control and affection can shape their interactions with others at work or in their personal life. Easy to administer and complete, the FIRO-B assessment is ideal for one-on-one coaching, team-building initiatives, communication workshops and leadership development programs.

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Use of these assessment tools allow me to create a realistic and accurate portrait of an individual, usually followed by an individual interview where information can be verified and expanded on.

Tip: If you are taking self-scored assessments, look for patterns in your results to draw a parallel for your own psychological portrait. If you have an opportunity, talk to a professional to get help interpreting the results of your evaluations.

Another important aspect of Psychological portraits is it becomes a very useful tool in your search for a new job. A well made psychological portrait allows you to first and foremost gain an insight into what it is that you want to do and what it is that you are good at, and it allows your potential employer to see if you are going to be a good long term fit with the company. Today more and more employer start implementing assessments into their employment practices.

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