The quest to understand people and their behavior isn’t new at all—not by a long shot. That’s not surprising since human beings are fascinatingly complex and their behavior is sometimes challenging to predict.
Yet when organizations are able to understand what behavior means, how it’s measured, labeled, and represented, they gain an incredible advantage in today’s increasingly competitive marketplace.
When it comes to organizational design, knowledge of individual behavior is only one part of the picture. Such insights also need to extend to jobs, interpersonal relations, teamwork, and the performance of the whole organization. The GRI is designed and validated to do just that.
A full understanding of the power and application of this knowledge is developed during our seminars, either on-site or online, with coaching from a GRI professional.
The creation of the GRI survey was inspired by work done in the study of personality over the last 100 years, most notably by the pioneering work of Walter Clark in the 1940s, as well as academic research on the stability of personality and personality dimensions.
Our philosophy and implementation of the GRI is informed by most recent research studies in personality assessment and organizational behavior, as well as by our own institutional observations of the GRI in practice with the help of GRI professionals.
We apply scientific rigor not only to the GRI survey, but also to how the measurements are reported, shared, learned, and put into practice to accelerate the development of leadership and improve workplace performance.
Growth Resources continues to research topics such as entrepreneurship, typical behavioral profiles for different jobs, leadership development, construct validity, work environment adaptation, and leadership education.
The checklists and statistics that power our behavior profiles are evaluated and adjusted on a regular basis to ensure we provide the most up-to-date measurement quality and validity. Our algorithms used to generate graphs and comments (our secret sauce) are continuously challenged to make sure they are accurate and relevant.
The GRI is developed and validated in compliance with the Equal Employment Opportunity Commission (EEOC) Guidelines, as well as the professional standards established by the American Psychological Association (APA) and the Society of Industrial & Organizational Psychology (SIOP).
Growth Resources is dedicated to ensuring that GRI profiles are work-related, valid, reliable, and free of bias. Upon request, we provide free, on-demand, criterion-related job validity studies to our clients, which can cover multiple jobs, industries, and countries.
Complete the form, and we will contact you to discuss how we can assist you and your company.