The Ten Psychometric Profiling Dimensions

Achieving & Relating dimensions

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The five Achieving Dimensions:

The Ten Psychometric Profiling Dimensions

1. Accomplishing Goals

This dimension describes how you pursue goals, whether for personal or work initiatives. While some prefer to work at a steady, balanced pace, others show an intense, urgent pace. Most of us tend to fluctuate between a measured and intense focus at times.

2. Asserting Yourself

This dimension describes how you assert your viewpoint. Some tend to be very quick to assert their opinions and may aspire to lead others. Others tend to be more reserved and defer opportunities to offer their opinion. Most of us seem to dislike public speaking, but will assert ourselves when needed.

3. Taking Risks

This dimension describes how you approach uncertain or risky situations. Some people seem to be natural risk takers, while others tend to be more cautious and careful. Most of us tend to fluctuate somewhere between avoiding and taking risks, depending on the situation.

4. Adapting to Change

This dimension describes how you navigate change. While some of us prefer stability and a predictable environment, others of us enjoy frequent change and lots of variety. For the most part, we tend to display both reluctance and flexibility at times, depending on the significance of the change.

5. Decision-making

This dimension describes how we learn and process information in making decisions. Some tend to rely on their intuition and experience, while others rely on a more analytical approach. Most of us tend to balance both perceptive and analytical approaches to some degree in making decisions.


The five Relating Dimensions are:

1. Competing

This dimension describes how we relate to others as we accomplish goals. While some tend to thrive in competitive settings where they are rewarded for their individual performance, others prefer cooperative efforts and team rewards. Most of us tend to enjoy both opportunities from time to time.

2. Working Together

This dimension describes how we collaborate with others in getting things done. While some of us prefer to go it alone and work independently, others are much more comfortable when they can work together. Most of us tend to work independently or collectively at times, based on the circumstances.

3. Helping Others

This dimension describes how we recognize the feelings and interests of those around us. While some of us go out of our way to learn how we can help others, some of us tend to approach others more formally or objectively. Most of us tend to fluctuate between sensitive and objective approaches.

4. Opening Up

This dimension describes your interest in sharing personal information with others. While some tend to place a high value on privacy and formality, others are much more open in their communication. Most of us tend to be quiet at times, and open up in others, depending on the circumstances.

5. Protecting Yourself

This dimension describes how you tend to view others' intentions or reliability. While some are comfortable giving others the benefit of the doubt, others will be inclined to scrutinize things more carefully. For the most part, we tend to balance trust with skepticism in common situations.

What is LDP?

Resources built for coaching and self discovery

Enhancing the recruitment process, ensuring the right people are in the right roles and therefore improving staff performance and retention are goals for most organisations, whether large or small. By selecting staff purely upon qualifications and 'experience', often we can miss a key driver - that of personality and the behavioural 'fit' of the person to a role and/or organisational culture.

The Leading Dimensions Profile (LDP) is a comprehensive personality inventory, delivered online with results provided instantly to the employer via email or through a secure online portal. The LDP provides employer-friendly reports which reveal the applicant's primary work style, as well as ten dimensions of potential compatibility for a given position. The LDP indicates the applicant's overall personality profile using a four-style grid, which reveals how they may approach everyday activities such as: teamwork, selling, servicing, learning, handling conflict, and even managing others. Together, the LDP's overview and expanded reports provide the employer with valuable insight to support the successful development of your key resource - your people.

LDP provides the next generation of scientifically validated tools to assess how individuals are prepared, motivated and engaged in their work.

The Leading Dimensions Profile (LDP) was designed with workplace users in mind. The LDP's taxonomy was derived from numerous construct studies aimed at producing a reliable measure of personality characteristics.

Specifically, the LDP was designed to provide an indication of an individual's style as it relates to influencing others. Given the emphasis on the style with which individuals exercise influence on others, the LDP can be used in training, development, and coaching applications across all positions (with a particular emphasis on positions where the individual leads, directs, or collaborates with others).

The Leading Dimensions Profile (LDP) is a 95-item survey, based on a multi-dimensional framework that measures two primary motivational factors and ten supporting behavioural characteristics (referred to as dimensions). The LDP is used worldwide for a variety of purposes, within both individual and organisational applications.

Examples of use include:

  • Recruiting
  • Employment selection
  • Succession planning
  • Sales force training
  • Leadership development
  • Coaching
  • Training workshops
  • Relationship-building
  • Diversity training
  • Communication seminars

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