Strengths-Based Leadership Inventory

Strengths-Based Leadership Starts with Authentic Understanding

Placing employees in roles that naturally align with their interest and gifts is the fastest route to employee engagement.  Our web-based Human Patterns Inventory provides comprehensive data that allows managers to drawn on their employees’ strengths and tap their full potential.

Maximum Data in Minimal Time

You will receive a detailed feedback report which presents the data in easy-to-read, graphical form highlighting areas of interest where employees will naturally apply their energy.

The Human Patterns instrument integrates 15 mainstream temperament and values models, such as Myers-Briggs and DISC, into one instrument to provide you with the most comprehensive data with minimal administration time.

Feedback Topics

The feedback report provides data in four main areas:

  • Work and Occupational Interests – Activities, Roles, Contexts, Occupational Interests.
  • Leadership, Management, & Training – Management Style, Leadership Style, Motivation, Training Structure, Listening and Attention, Thinking Style
  • Personal Style and Resources - World View, Keys To Character, Direction of Energy, Problem-Solving, Concerns, Basic Motivations, Path To Achievement, Values, General Resources, Duty, Self, Work Patterns.
  • Interpersonal Style and Resources - General Interpersonal Pattern, Fears and Dislikes, Reaction to Confrontation, Coping with Conflict, Interpersonal Resources, Small Group and Committee Behavior.

How Do I Get Started?

Employee engagement begins with authentic understanding of individual gifts.  Call PeopleFit today to begin your journey toward strength-based leadership with the Human Patterns instrument.

Contact PeopleFit Today

CONTACT US TODAY for a complimentary 30 minute discovery session to see how we can help.

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What People are Saying

PeopleFit introduced us to the concepts of Requisite Organization and helped us apply them to our chaotic situation. I’ve seen the difference they make. We are working normal hours now, and my emails are down from several hundred to 75 per day. My department is no longer a roadblock. We are resolving 90% of customer complaints within our 30 day goal and we are delivering customer surveys in a matter of weeks when it used to take months. The quality of my hiring decisions is better. I’ve hired four people in the last year and they have all been stellar performers, and people are staying longer than two weeks! These concepts inform all my processes now. When I make changes, when I create new roles, when I hire, these concepts are always on my mind.
— Marcy Matlosz, Global Director of Quality and Regulatory Affairs, Mallinckrodt Baker, Inc.

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