The Rupert Group offers an extensive menu of on-line assessments to help leaders better understand what they do well (what works for them) and areas where they need to focus on improvement and development efforts.

Assessment Services

Myers-Briggs Type Indicator


The most widely used personality inventory in the world, the MBTI® instrument provides an accurate picture of a person’s personality type. The MBTI® instrument determines preferences on four dichotomies:

Extraversion—Introversion: describes where people prefer to focus their attention and get their energy—from the outer world of people and activity or their inner world of ideas and experiences

Sensing—Intuition: describes how people prefer to take in information—focused on what is real and actual or on patterns and meanings in data

Thinking—Feeling: describes how people prefer to make decisions—based on logical analysis or guided by concern for their impact on others

Judging—Perceiving: describes how people prefer to deal with the outer world—in a planned orderly way, or in a flexible spontaneous way

Combinations of these preferences result in 16 distinct personality types. Understanding characteristics unique to each personality type, provides insight on how they influence an individual’s way of communicating and interacting with others.

The Strong Interest Inventory Instrument


In the wake of today’s rapid-change job market, the Strong Interest Inventory® instrument provides you with a solid, dependable career planning tool. The Strong measures your interests in a broad range of occupations, work activities, leisure activities, and school subjects. Its validity and reliability far exceed those of any other interest inventory:
Sample size is 13 times larger than that of other career planning inventories
Sample base represents a wide range of educational, ethnic, and socioeconomic levels
Instrument includes results on the 6 Holland Themes, 25 basic interests, 109 contemporary occupations, and 4 personal styles
Thomas-Kilmann Conflict Mode Instrument
The TKI, the best-selling instrument for conflict resolution, provides information about an individual’s style of handling conflict, compared to five distinct modes:

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Competing: High assertiveness and low cooperativeness — the goal is to “win”
  • Avoiding: Low assertiveness and low cooperativeness — the goal is to “delay”
  • Compromising: Moderate assertiveness and moderate cooperativeness — the goal is to “find a middle ground”
  • Collaborating: High assertiveness and high cooperativeness — the goal is to “find a win-win solution”
  • Accommodating: Low assertiveness and high cooperativeness — the goal is to “yield”

The FRIO-B Instrument


As an integral part of team-building initiatives, management training programs, and communication workshops, the FIRO-B® instrument is one of the most widely used tools for helping people understand their own behavior—and that of others—in interpersonal situations. With its short administration time and straightforward approach, the assessment lets you quickly gather insights about your clients’ interpersonal needs and how those needs affect their interactions. This information helps illuminate why some relationships click and others miss. The FIRO-B® (Fundamental Interpersonal Relations Orientation–BTM) instrument is based on three basic interpersonal needs:

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Inclusion: participation in forming relationships and associating with people
  • Control: decision making, control, and influence
  • Affection: closeness and loyalty between individuals Using just 54 items, the FIRO-B® assessment measures these basic needs along two dimensions
  • Expressed: the extent to which a person initiates a particular behavior
  • Wanted: the extent to which a person wants others to initiate the behavior

The FIRO-B® assessment can make a powerful difference in one-on-one, small group, and team relationships. An ideal complement to other inventories, it can expand your view by shedding light on some additional nuances of variable interpersonal style.

Spectrum CPI 260 Instrument

Reveal an individual’s strengths and areas for development
The new Spectrum CPI 260™ instrument builds on the exceptional history, validity, and reliability, and quality of the CPI™ instrument and transforms this trusted resource into a leadership development tool for use in today’s organizational settings. With updated language, scale names, and presentation of results, the Spectrum CPI 260™ instrument was designed with the training and development audience in mind. It contains 260 items carefully selected to identify an individual’s strengths and areas for development, providing organization development consultants, training and development professionals, human resource managers, and executive coaches with an effective measurement tool for their management or leadership development program.

The Birkman

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 coach, consultant, counselor and organizational development professional an effective way to improve workplace performance and reduce conflict.

In brief, The Birkman Method® includes the five following 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.

The Hogan Personality Inventory

The hogan Personality Inventory (hPI) is a measure of normal personality and is used to predict job performance. the hPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes. The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life. Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the hPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.

 The Hogan Development Survey


The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior. These behaviors are most often seen during times of stress and may impede work relationships, hinder productivity, or limit overall career potential. These derailers—deeply ingrained in personality—affect an individual’s leadership style and actions. If these behavior patterns are recognized, however, they can be compensated by development and coaching.
Under normal circumstances, the escalated scores on the HDS scales may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and erode the quality of relationships with customers and colleagues. The HDS concerns characteristics not covered by the Five-Factor Model. The HDS is a high-quality psychometric evaluation of the personality characteristics that can derail success in careers, relationships, education, and life. Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the HDS reports can help you identify the fundamental factors that distinguish personalities and determine career success.

The Hogan Motives, Values, and Preferences Indicator


The motives, Values, Preferences Inventory (mVPI) is a personality inventory that reveals a person’s core values, goals and interests. Results indicated which type of position, job and environment will be most motivating for the employee and when he/she will feel the most satisfied. organizations can use this information to ensure that a new hire’s values are consistent with those of the organization. The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers – they are what a person desires and strives to attain.

The WorkPlace Big Five


Whether you are looking to hire the right talent, perform a talent review, prepare a performance assessment or develop a succession plan, understanding job fit and cultural fit within your organization is key.
Research has now proven that almost 70% of an individual’s personality has been genetically inherited. Therefore, the ability to understand personalities in the workplace plays a big part in enhancing performance as well as employee satisfaction.

The Big Five or Five Factor Model of Personality is one of the most current, valid and reliable means of assessing personality on the market today. In fact, psychologists are predicting that it will be the primary means of understanding and interpreting personality in the 21 st century. The Big Five paradigm is based on over 50 years of research and is an overall tool of choice to meet all organizational personality needs.
After a client completes the internet-based assessment, Performance Management Partners, Inc. will provide a debrief to the individual that ordered the assessment to ensure that they understand the implications or rationale of the assessment.

Plus, the Profiled results may be used in numerous applications including:

  • Leadership Development
  • Management Training
  • Hiring & Selection
  • Team Effectiveness
  • Relationship Building
  • Job Profiling


Performance Coaching

  • Conflict Management
  • Succession Planning
  • 360° Feedback
  • Problem Solving
  • Coaching

The Workplace Big Five Profile is written in an easy to understand, workplace language. It measures an individual’s personality using Supertraits and Subtraits. By blending these traits it predicts the individual’s potential behavior in 54 work-related competencies.