When desired results are not achieved, people may try a little harder, with the expectation that more effort with the same strength will produce the desired result. Because strengths are driven by motives, and motives are purposive, people expect their strengths to produce desired results. The SDI 2.0 also presents a prioritized set of 28 overdone strengths, which are the non-productive counterparts to the strengths (Fromm, 1947). Instead, strengths are the ways that individuals express their core motives through action. There are correlations with personality, but strengths alone are not the essence of personality. The application of strengths is variable across situations. Desires and beliefs help to explain action and give it meaning (Rosenberg, 2008). But strengths, because they are behaviors, are freely chosen by people as they consider their situations, goals, and relationships. Each strength has a connection with motives and personality type. More recent research (Scudder, 2013) drove further changes to the 28 strengths that improved their validity, reliability, and usefulness in the present version, the SDI 2.0. Porter refined the lists of strengths through his own research and practical application. Elias Porter’s initial work with strengths was inspired by Erich Fromm’s (1947) lists of positive and negative aspects of personality types. The 28 strengths (and their overdone counterparts) in the SDI 2.0 should be viewed as part of an overall personality theory. Strengths are generally valued and appreciated in the context of relationships. Strengths are behaviors that are driven by underlying motives and productive intentions. The SDI 2.0 presents a prioritized set of 28 strengths to each respondent. These skills are essential to creating collaborative communities that foster learning, development, and authentic connections to others and to work. anticipate the thoughts, feelings, and actions of others, giving them greater control over the future outcomes of their relationships.manage choices and perceptions in the present moment, enabling more effective behavior and communication in relationships.better understand past interactions, enabling a deeper understanding and appreciation of self and others.Relationship Intelligence helps people to: Relationship Intelligence is the application of knowledge in specific settings or contexts to produce results that are meaningful to people in relationships. Greater self-awareness enables more clear and accurate understanding of others. Increased self-awareness results from greater conscious understanding of the true self, and the reduction or removal of defenses against self-understanding. Improving relationships requires beginning with self-awareness. Relationships are psychological connections over time they have history, the present moment, and expectations for the future (Figure 1). People have relationships within themselves, with each other, and with their work. The purpose of the SDI 2.0 is to improve the quality of working relationships. The SDI 2.0 is based on foundational concepts that lead to specific types of measurement (data collection), scoring, reporting, validity and reliability testing, and the application of assessment results. To fully understand the methodology and meaning of the SDI 2.0 assessment, the purpose of the assessment must be considered. In a systems view, the conscious interaction of emotional states, behavior, and motives is an advancement from classic psychoanalytic theory, which holds that motives and drives are largely relegated to the unconscious (Meissner, 2009). When personality is considered in the context of relationships, and viewed as a dynamic system, greater explanatory power is available than when personality is viewed as independent variables or dichotomies (Lewin, 1935 Piers, 2000 Sullivan, 1953). These four views form a systems view of personality and productiveness at work. Today the SDI 2.0 offers four views of a person: a Motivational Value System, a Conflict Sequence, a Strengths Portrait, and an Overdone Strengths Portrait. The theory has roots in psychoanalysis (Fromm, 1947) and client-centered therapy (Porter, 1950 Rogers, 1951, 1961). It stands on the foundation of practical application, scholarship, and research that began with Elias Porter’s introduction of the SDI in 1971 and publication of Relationship Awareness Theory (Porter, 1976). The Strength Deployment Inventory 2.0 (SDI 2.0) is an assessment of human motives and strengths.
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