Individual Analysis Report
The Individual Analysis Report is a great introduction to "I Opt". It is most commonly used when working with teams, introducing "I Opt" to a new person or group, and workshops, seminars or classes.
All reports are created from the same "I Opt" survey. The name "I Opt" was derived from "Input Output Processing Template" The name is meant to suggest "I choose" rather than "I am." This is why the reports talk about "preferences" instead of unchangeable characteristics.
More Videos The "I Opt" Individual Report requires the completion of a 24-question Survey. This is not a test. It is the equivalent of a market research survey that asks for information processing preferences. Processing the "I Opt"™ Survey produces an 8 or 9 page, easy to read report. The contents of the report are:
Primary Style Identification
This is the posture most likely to be used when confronted with a decision situation. This section includes:
- Common Characteristics (job priority, decision horizon, approach)
- Typical Needs (general conditions for optimal functioning)
- Goal preferences/considerations
- Directional guidance preferences
- Supervision preferences
- Appreciation (i.e., social reward preferences)
- Organization (personal preferences)
- Details
- Change
Secondary Style Identification
If the primary style is inappropriate or unavailable, this is the next most likely posture to be selected. Same detail as above.
Strategic Style Distribution
This section shows the relative strength of each strategic style. Everyone has at least some level of every style. This section makes that explicit.
Learning Strategies
Each style has a distinct learning preference with its unique strengths and vulnerabilities. Making these explicit can help people understand why some things are easier to learn than others.
Working with People using Other Styles
Styles mesh with each other with varying degrees of ease. This section points out the likely outcome of working with people using different approaches.
Best Indicated Organizational Environment
Different styles will tend to flourish in different environments. This part of the report highlights those that favor the style being used.
Indicated Strengths
Every style brings with it strengths that are valuable in group situations. This section highlights those most likely to be seen in group situations.
Contributions of Others to Performance
Others also have unique things that they can contribute. This section calls out the likely contribution of people who choose to use different approaches.
Listening to People who Use Other Strategic Styles
Every style describes a different information processing approach. Thus, every style will have a "bias" toward a particular kind of information flow. This section makes the bias explicit and suggests means of managing it.
Talking to People who Use Other Strategic Styles
People not only receive information, they also send it. This information will be more easily understood and more readily accepted if it is framed in a way compatible with the natural "bias" of the receiver.
The report is written at an 8th grade reading level, is adult in tone and respectful in content. It has a 99%+ face validity and typically produces a strong "AH HA!! Yes! That's me!" response.
The Individual Analysis Report is a 9-page Adobe PDF Document. It covers an individuals “I Opt” preferences and shows how they affect communication, learning, team work and coordination. “I Opt” preferences will affect how you approach change, detail, goals and supervision among other things. These characteristics are also covered in the analysis.
Even though “I Opt” is not based on psychology, it complements psychological tools (i.e., MBTI, DiSC, etc.). While psychology’s focus is on the individual, “I Opt” looks more at the individual in relation to the people around them. Trading individual depth for a greater scope of coverage allows us to focus on larger areas (e.g., teams, leadership, communication, mentoring and coaching relationships, etc.) without adding more tests, theories, and languages to remember.
There is no "right" or "wrong" way to process information. They all work. But they are different. Each style uses particular kinds of information, has unique methods of "processing" and produces results with particular characteristics. Every strategy is vital to any complex undertaking. However, they address different aspects of situations and can conflict.
In organization design, complementary skills and capabilities are what counts. "Teamwork" is best approached as a sociological phenomenon. No one has to change to work effectively in a group. People just have to be "plugged in" right so that their unique skills and abilities are meshed with those of others on the team. The "I Opt" individual report shows how to begin to go about doing this.
"I Opt" can also help a person identify preferences in work situations. The insights provided could help identify situations where people can make significant contributions and avoid others that are likely to frustrate them. This information can help navigate opportunities and obstacles that arise in the ordinary conduct of a working life.
This information can improve personal productivity and job satisfaction. At the same time, it increases the value of the individual to the organization of which they are a part. "I Opt" is designed to be an inherently "win-win" tool of Organizational Development and design.
The "I Opt" Individual Report requires the completion of a 24-question Survey. This is not a test. It is the equivalent of a market research survey that asks for information processing preferences. Processing the "I Opt"™ Survey produces an 8 or 9 page, easy to read report. The contents of the report are:
Primary Style Identification
This is the posture most likely to be used when confronted with a decision situation. This section includes:
- Common Characteristics (job priority, decision horizon, approach)
- Typical Needs (general conditions for optimal functioning)
- Goal preferences/considerations
- Directional guidance preferences
- Supervision preferences
- Appreciation (i.e., social reward preferences)
- Organization (personal preferences)
- Details
- Change
Secondary Style Identification
If the primary style is inappropriate or unavailable, this is the next most likely posture to be selected. Same detail as above.
Strategic Style Distribution
This section shows the relative strength of each strategic style. Everyone has at least some level of every style. This section makes that explicit.
Learning Strategies
Each style has a distinct learning preference with its unique strengths and vulnerabilities. Making these explicit can help people understand why some things are easier to learn than others.
Working with People using Other Styles
Styles mesh with each other with varying degrees of ease. This section points out the likely outcome of working with people using different approaches.
Best Indicated Organizational Environment
Different styles will tend to flourish in different environments. This part of the report highlights those that favor the style being used. Indicated Strengths
Every style brings with it strengths that are valuable in group situations. This section highlights those most likely to be seen in group situations. Contributions of Others to Performance
Others also have unique things that they can contribute. This section calls out the likely contribution of people who choose to use different approaches. Listening to People who Use Other Strategic Styles
Every style describes a different information processing approach. Thus, every style will have a "bias" toward a particular kind of information flow. This section makes the bias explicit and suggests means of managing it. Talking to People who Use Other Strategic Styles
People not only receive information, they also send it. This information will be more easily understood and more readily accepted if it is framed in a way compatible with the natural "bias" of the receiver.
The report is written at an 8th grade reading level, is adult in tone and respectful in content. It has a 99%+ face validity and typically produces a strong "AH HA!! Yes! That's me!" response.