Purpose of the SDI
The Strength Deployment Inventory 2.0 (SDI 2.0) is a psychometric assessment designed to enhance self-awareness and improve the quality of working relationships. Rooted in Relationship Awareness Theory, the SDI 2.0 provides insights into how motives drive behaviour, particularly in different emotional states. By increasing self-awareness, individuals can gain a deeper understanding of themselves and others, leading to more effective communication, stronger relationships, and better conflict management.
Impact of the SDI
The SDI 2.0 offers a holistic perspective on personality and productivity by considering the dynamic nature of relationships. It moves beyond static personality traits to examine how motives shift in different situations, particularly in times of conflict. This assessment enables individuals and teams to:
- Understand past interactions, leading to greater appreciation of different perspectives.
- Improve present decision-making, fostering effective communication and collaboration.
- Anticipate future behaviours, enhancing relationship management and conflict resolution.
Watch this short video for more information: https://youtu.be/DRCA7FNc_Ww?si=-r_YuKMHMKtiW1A0
SDI Report Overview
The SDI 2.0 provides four key insights into an individual’s relational and work style: Motivational Value System, Conflict Sequence, Strengths Portrait, and Overdone Strengths Portrait.
Motives and Conflict Motives
Motives are the primary drivers of personality as identified in the SDI 2.0. These motives exist in two emotional states:
When things are going well, people operate from their Motivational Value System (MVS) – a blend of three core motives:
- People (Blue): Driven by a desire to help and connect with others.
- Performance (Red): Motivated by results, action, and achievement.
- Process (Green): Focused on analysis, logic, and structure.
In conflict situations, these motives shift and follow a predictable Conflict Sequence, transitioning through three stages:
- Accommodate – Trying to maintain harmony.
- Assert – Taking control to overcome obstacles.
- Analyze – Slowing down to reassess and plan next steps.
Strengths
The SDI 2.0 identifies a prioritized set of 28 strengths that represent behaviours aligned with an individual’s motives. Strengths are the external expression of internal drivers and are generally valued in workplace interactions.
Overdone Strengths
While strengths are generally beneficial, they can become counterproductive when overused. Overdone strengths occur when individuals lean too heavily on a particular behavior, often in an attempt to achieve desired results. This can create unintended negative consequences.
Conclusion
The SDI 2.0 is a powerful tool for improving workplace relationships by increasing self-awareness and understanding of others. By identifying motives, conflict responses, strengths, and overdone strengths, individuals and teams can navigate workplace dynamics more effectively. Whether used for leadership development, team building, or conflict resolution, the SDI 2.0 provides actionable insights that drive meaningful, lasting change in professional interactions.
Check out a sample report here: SDI Sample_Amy Chang
Unlock Your Leadership Potential with the Right Assessment
Understanding your motives, strengths, and conflict responses can transform the way you lead and collaborate. At Upskill Consulting, we specialize in helping individuals and teams find the right psychometric or leadership assessment to enhance self-awareness, communication, and performance. Some of the assessments we specialize in include:
- Core Strengths/Strength Deployment Inventory (SDI) 2.0
- CliftonStrengths 34
- EQ-i 2.0
- Adaptability Intelligence (AQme) Report
- Myers-Briggs Type Indicator (MBTI)
Ready to discover the best assessment for you or your team? Contact us today to explore how SDI 2.0 or other leadership tools can elevate your success. https://upskillconsulting.ca/contact/
Throughout Sofia's career she has engaged in various functions of HR, always with a mindset of translating business strategy into systematic HR initiatives. Her HR experience has involved overseeing day-to-day operations, developing HR strategies, leading organizational changes and partnering with leadership to drive and deliver on HR principles and business strategies.
Her specialization in HR includes training and capability development, performance management, employee engagement, change management and organizational development.
Sofia has a Bachelor of Arts Degree in Psychology from Simon Fraser University,a Post-Baccalaureate Diploma in Human Resources Management from Kwantlen Polytechnic University and holds her Chartered Professional in Human Resources (CPHR) designation.
- Core Strengths: Understanding the SDI (Strength Deployment Inventory) - March 13, 2025
- Failure: Embrace It for Powerful Learning and Growth - March 12, 2025
- The Magic of 1:1s: Transforming Conversations into Growth - February 20, 2025