Training & Development

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Training & Development

The LDP Personal Style Profile reveals strengths and challenges associated with 10 different dimensions of personality.

Workshops, seminars, and educational events can provide a particularly effective delivery method for team-building programs. Taking participants away from their work, even for just a few hours, can encourage them to gain and share fresh perspectives apart from the daily pressures of work.

Dr. Bob Wharton, of LeTourneau University, has found the LDP can help leaders to bridge the gap between crafting an effective strategy and inspiring team members to pursue a shared vision. When leaders understand how a team member’s motivation can impact their approach to work and relationships, they can more skillfully assemble teams. Whether for short ad-hoc projects or for long-term assignments, teams collaborate more effectively when personality attributes are recognized. Dr. Wharton has guided seminar participants toward improved collaboration through recognition of their LDP styles and dimensions. Leaders are challenged to spot four primary personality profiles and to practice communication techniques which require an intentional adaptation to each style.

Thank you for the great efforts of Leading Dimensions who brought a clear communication tool that allowed all individuals to recognize working preferences. Furthermore, the clarification of how different individuals might communicate to increase effectiveness allowed our staff to remember that while working with the same righteous intent, working styles differ and can cause distraction. Your masterful analysis and presentation has energized our team to collaborate within our system for greatest effectiveness.

– Major/Area Coordinator

about the LDP framework

The LDP describes a person’s work style by measuring two primary sources of drive and motivation (Achievement Drive and Relational Drive) and ten supporting dimensions:

Achievement Drive describes the focus and intensity with which an individual approaches common activities as well as long-term goals. At opposite ends of the Achievement Drive continuum, are two primary behavioral patterns: Methodical and Urgent. The five supporting characteristics, referred to as Achieving Dimensions, include:

  • Intensity, the drive to extend effort in meeting or exceeding expectations when performing common tasks.
  • Assertiveness, the confidence level in approaching one’s role and in asserting opinions.
  • Risk Tolerance, the propensity to accept risk in making decisions or taking actions in uncertain situations.
  • Adaptability, the interest in, or comfort level with changing or unplanned circumstances.
  • Decision-making, the extent to which one relies on intuition and experience (versus methodical analysis) in making decisions.

Relational Drive describes the extent to which an individual engages relationally in common circumstances. At opposite ends of the Relational Drive continuum, are two primary behavioral patterns: Guarded and Expressive. The five supporting characteristics, referred to as the Relating Dimensions, include:

  • Status Motivation, the drive to be personally recognized for efforts and accomplishments.
  • Consideration, the awareness of, and propensity to contemplate others’ feelings and needs.
  • Openness, the desire to learn and share personal information with others, including strangers.
  • Affiliation, the desire to collaborate or affiliate with others in performing common activities.
  • Self-protection, the level of trust in the intentions or reliability of others.
how can we serve you?

Contact an Affiliate today or submit an inquiry online.

As a staffing business, we have been working with the Leading Dimensions Profile instrument as a resource for selecting and developing our internal staff.  We also use the LDP as a value added service that we introduce to our clients to impact their ability to hire right the first time and improve employee engagement.  To date, we have experienced outstanding customer service, analysis, and interpretation concerning assessment results.  In a recent instance of using the LDP as an internal selection tool, we assessed an employee who showed the dimensions consistent with a successful staffing sales rep.  We moved the employee into the sales re role, and she has now been successfully transitioned – resulting in a significant increase in our sales activity.    

Staffing Business Owner