Which Lens, When?
Strategic Use of the InterStrength™ Multiple Models/Lenses
There are sixteen personality types, each having a holistic theme. Each of these types can be understood through three powerful lenses that provide different information about individual differences—How, Why, and What. While some of the outcomes and problems best addressed by each lens are in the same domain, each lens provides a different approach and brings different information.
Interaction Styles—HOW we do what we do. Each Interaction Style is an energy pattern that drives us to move (walk), to communicate (talk), and to relate in certain ways. Each of us has a natural, innate drive for moving and communicating in different ways.
Benefits of using the Interaction Styles Lens
Outcomes Best Addressed (or Problems to be Solved) by the Interaction Style Lens
Best Timing for using Interaction Styles
Interaction Styles is great for kicking off whole organization initiatives where a common language is desired for members to have to deal with differences. It addresses very quickly some of the daily problems people face in interacting with each other. Then the other lenses can build on the initial initiative to keep momentum going or to address specific needs.
Essential Motivators (aka Temperament)—WHY we do what we do. Each Essential Motivator pattern is characterized by four core psychological needs that must get met for us to feel self-confident, whole and healthy. We go to great lengths to get these met. Related to these core needs are core values that drive our behavior. Also related are four talents that are uniquely designed for getting the core needs met and stressors that occur when the needs are not getting met.
Benefits of using the Essential Motivators Lens
Outcomes Best Addressed (or Problems to be Solved) by using the Essential Motivators Lens
Best Timing for using the Essential Motivators Lens
The Essential Motivators lens is great for kicking off whole organization initiatives where a common language is desired for members honor differences of approach and perspectives. These differences help us find meaningful commonalities. Then the other lenses can build on the initial initiative to keep momentum going or to address specific needs.
Cognitive Dynamics—WHAT processes we use to think about things. There are sixteen personality patterns with 16 different themes. Each of these patterns can be understood in terms of preferences for certain kinds of information and evaluation. There are four basic information-accessing processes and four basic processes for evaluation. Each of the sixteen types represents sixteen different patterns (configurations) of the ways we preference using these processes.
Benefits of using the Cognitive Dynamics Lens
Note: this model is supported by brain research.
Outcomes Best Addressed (or Problems to be Solved) by using the Cognitive Dynamics Lens
Best Timing for using the Cognitive Dynamics Lens
Cognitive Dynamics is rich with potential, but it is not the best lens to start with use given its complexity. For organization wide initiatives, it can be overload and also lead to inaccuracy type identifications as people try to identify with processes that they may use because of their roles or jobs and have become skilled at. In our experience, it is better to get people to find their best fit type pattern using Interaction Styles and Essential Motivators first. However, there are times when this lens can be used with teams using the names of the processes rather than the letters. (Experiencing rather than Se for example).
Individual applications can be made without the complexity however, such as decision-making using the names of the processes rather than the type code.
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