It has been a few years since the last edition of Working with SDI, and a lot has changed since then. As I sat down to draft this third edition, I didn’t just want to update the text; I wanted to evolve it. I wanted to strengthen the connections between the rigorous academic foundations of Relationship Awareness Theory and the real-world application of the Strength Deployment Inventory in organizations. So, after a lot of black coffee, a mountain of academic literature, and some invaluable collaboration, the third edition is finally here.

A man is worried that his wife is losing her hearing but that she won’t acknowledge it, so he asks the family doctor for advice. The doctor suggests an experiment. The man should stand in a different room and ask his wife the same question at different distances, moving closer each time.

The S in SDI and CSA both stand for Strength. Same word, but vastly different meanings. Understanding how the two assessments define strength is key to understanding the differences between the assessments themselves.

This is the third article in a series that addresses the numerous questions we’ve received about how the Strength Deployment Inventory (SDI) compares to other workplace personality assessments. This installment looks at the five-factor model of personality, often called the Big Five.

This is the second article in a series that addresses the numerous questions we’ve received about how the Strength Deployment Inventory (SDI) compares to other workplace personality assessments. This installment looks at the original DISC concept, which is the basis for multiple variations on the theme of DISC assessments. The first article covered the MBTI. …

This is the first article in a series that addresses the numerous questions we’ve received about how the Strength Deployment Inventory (SDI) compares to other workplace personality assessments. This installment compares the SDI to the Myers-Briggs Type Indicator (MBTI). The SDI and MBTI assessments measure different aspects of personality, and therefore have different outcomes. The …

I recently took the SDI assessment and I need help applying the insights I’ve gained. I think I now better understand why one of my coworkers annoys me. She is very timid and soft-spoken, and I tend to lose my patience when working with her. I try to mask my frustration, but I don’t really know whether I do so successfully. How can I actually OVERCOME my frustration? I get the sense she can tell I’m frustrated, which just makes her more reserved, which just frustrates me further, etc. She also took the assessment, and her profile suggests she is triggered by anything that resembles aggression. Any suggestions?

What is Relationship Intelligence (RQ)? The engine that drives defining moments.

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