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The Birkman Method is more than a self-assessment of personality. It is a process that takes the respondent on a journey of self-awareness into their unique motivations, effective social style and potentially less-effective styles.
A key component in the process is the support of the consultant, who acknowledges the respondent’s uniqueness and strengths and guides the respondent in managing their environment to align with their motivations.
Why consider these options?
Imagine this: You’ve been shortlisted for your dream job. You research the company, comb through its website, and explore key bios. You might even plough through that dry-as-dust Mission Statement. Why? Because you know this will equip you with a vital compass. You will gain critical insights to read the lay of the land, and you will better navigate any unexpected cues to reach the result you want.
The Birkman® Career Report and The Birkman® Signature Report each act as a compass (often, the last person we truly understand is ourselves. We’ve spent our lives absorbing labels and limiting beliefs imposed on us by others).
Of course, you were a person long before you were ever a colleague or leader. Yet it’s your unique fabric as an individual that informs these roles acutely. How you engage others, the energy you bring to a project or how you resolve conflict carry tremendous implications for your work life and career progression. These reports peel away assumptions, labels, and outdated views of yourself. In turn, this awareness empowers you to decide what to keep and hone, and what to release.
Note: The Career Report is useful beyond those considering a second career or pivoting toward other change within the workforce. It has also proved a valuable tool for school leavers and university students who are unsure of their future direction. As a pathway opens up, the clarity they gain saves enormous reserves of energy, frustration and money—both for them and their parents.
The Birkman Method® reveals four key perspectives of every person: Motivation, Self-Perception, Social Perception, and Mindset. In understanding these perceptions and how they influence each other, individuals can better understand the emotions around:
Birkman’s data on Motivation measures passion and interest for different roles and initiatives in the workplace, and is described through the Birkman Interests. This aspect of The Birkman Method measures broad interest themes that are characteristic of many occupations. Birkman Interests provide awareness into the activities that foster greater engagement and enjoyment and those which can drain one’s energy and result in fatigue. Motivation is a critical factor in finding a fulfilling career path, being engaged in the workplace, and ensuring long-term workplace satisfaction.
Self-Perception reveals how we see ourselves and drives much of how we show up in the world around us. It’s driven largely by how we have learned to use certain styles to get positive results in past situations. We report this as Usual Behaviour, and what is measured on the assessment is typically how a person feels they approach tasks, manage relationships, and contribute to their community.
Social Perception is an individual’s underlying context or filter used to determine if a current situation or environment feels comfortable for the individual. Because this is a measure of an internal state, it is not always apparent to others how someone will act (or react) when circumstances change. Reported as Needs, this information allows a person to anticipate their reaction to new or changing situations in their lives, and thus avoids the resulting Stress Behaviour that might result if they do not manage these expectations. These Needs and expectations are an invisible driving force behind an individual’s behaviour.
Birkman Mindset data provides insights into an individual’s belief system concerning themselves and others. Birkman® addresses specific aspects of Mindset that focus on the interpersonal, intrapersonal, and work alignment of individuals. On a macro-level, these meta-scales allow individuals to see new ways of thinking and confront the pros and cons of their perspectives. These perspectives dive deep into an individual’s subconscious and help explain the why behind one’s actions and behavioural patterns.
PSYCHOLOGY AT WORK
In 1951, Dr. Roger W. Birkman created the Test of Social Comprehension. His inspiration for the instrument was driven by his war-time experiences, where he saw first-hand that individual differences in visual and interpersonal perceptions impacted pilot performance and learning. Today, the Test of Social Comprehension is now known as The Birkman Method® and has been completed by millions of people and used by thousands of companies worldwide. Dr. Birkman developed the instrument to measure human characteristics he saw influencing behaviours, motivations, and perceptions. Describing these deeply rooted perceptions is a core differentiator of The Birkman Method®, as the instrument can tap into how someone is likely to behave and also why.
Usual Behaviour drives how people perceive us, both at work and in our personal lives. This facet of our personality represents how we are typically most productive, how others see us, and what we look like when our lives are in balance.
Your Usual Behaviour reflects your natural strengths and keeps you motivated when successfully applied in the workplace. When your social expectations are not met, you’re at heightened risk of entering Stress
Behaviours and becoming unproductive. When Usual Behaviours are in contrast with the oppositional workstyles of others, the interpersonal dynamics that result are a common source of misunderstanding, misperception, and conflict
Our needs reflect the social expectations we consider truth. Needs are highly individual and can vary greatly among any group of people. They represent how we perceive the world, how others should treat us, and the work environment in which we are at balance, motivated, and effective.
Stress Behaviour represents the most ineffective aspects of individual personality. When our Needs go broadly unmet, our reactions to work and social environments are less likely to be productive and more likely to lead to failure and conflict. Understanding the underlying causes and manifestation of Stress behaviour helps us self-manage and increase our emotional intelligence to be more effective.
Interests reflect the activities you naturally gravitate towards and enjoy. At work, engaging your interests can motivate and keep you productive. When you spend time on your interests outside of work, you feel more balanced and energized when you return to your job.
Interests can influence what team members prioritize and the perceptions of how co-workers focus time and energy, leading to behaviour consequences. We measure ten Interests including Outdoor, Scientific, Technical, Persuasive, Social Service, Artistic, Literary, Musical, Administrative, and Numerical, helping you connect each of these to occupational data that can increase your success.
