The counsellor explained my Meyers-Briggs (MBTI) and Strong Interest (SII) Inventory scores. “INTJ, well suited for leadership,” she said. I would do well in marketing or advertising, something senior, she continued. What came next was like listening to a fortune-teller, especially as I consider where I am now, 20 years later. I would definitely get a PhD, someday. I am not sure whether the telling directed my path or my personality itself. But here I am at “someday” in my journey to PhD.
Tools, tools, tools, they all seem the same. Each provide a little more insight into where we are best/worst suited to work, what kinds of roles we would/wouldn’t be good at, what we should/should not do and so on. The tools have not changed much in the last two decades. Since then, social technologies have changed the roles and requirements of leadership to one more dependent on relationships. I set out on this stage of my journey to understand the tools currently used to measure leadership potential and their ability to accommodate this evolution. For the purposes of this post, I will focus on the Strength Deployment Inventory (SDI).