What is PDA? (Personal Development Analysis)
- What is the PDA Behavioral Assessment?
PDA is a behavioral assessment that through a simple, precise and scientific methodology allows us to discover and analyze peoples’ behavioral profiles. It also allows us to evaluate the behavioral and competency requirements of a job thereby ensuring you select and develop the right people into the right positions.
The PDA Assessment does not qualify behavioral profiles as “good or bad”; it describes the evaluated individual’s behavioral characteristics.
- Who uses the PDA?
This assessment can be beneficial to:
Organizations: to identify, develop and/or retain talent. This tool is utilized by most of the leading companies ranked on Great Place to Work.
HR Consulting Companies: incorporate a new product into your portfolio, add value to your services, and generate consulting projects based on the psychometric behavioral assessment.
People: in order to understand their strengths and developmental areas to improve job/career prospects, current and future job performance and relationships with subordinates, colleagues and superiors.
- What information does the PDA provide?
Once a PDA has been completed the following information will be available:
A person’s behavioral profile description, detailing ( press here to see an example ):
- Leadership style
- Decision-making style
- How to lead this person to success
- Persuasive skills
- Analytical skills
- Sales skills
- Motivation level
- Strengths and developmental areas
- Areas to develop
- Individual and / or group compatibility between one or more individuals and a job.
- Individual and or group compatibility between one or more individuals and your company’s competencies.
- How does the PDA Report contribute to the professional growth and development of an individual?
The complete PDA report will help you enhance your self-awareness and understand your strengths and developmental areas. Additionally it will allow you to objectively identify the skills you need to maximize your full potential.
If you are currently seeking new job opportunities the PDA report will assist you to…
Find a job that matches your “natural” characteristics
Be more successful during a job interview
Understanding and communicating what your skills and strengths are
“From all the possible knowledge, the wiser and more useful is to know yourself” –William Shakespeare.
If you are currently employed, the PDA report will help you to…:
- Understand and improve your leadership skills
- Capitalize on your strengths
- Improve on your developmental areas
- Improve your relationships with your colleagues
- Compile personal development plans
Resolving conflict within teams
“The key to negotiate with others effectively is to manage yourself first. The better you know yourself, the better you can relate to others, from a confident, secure and strong position” Hendrie Weisinger.
- Does the PDA have theoretical support?
The PDA Assessment is a powerful tool with more than 50 years of studies based on different theories and statistics. It is certified for its application throughout the world.
The PDA Assessment is based on a model with 5 pillars that measure the following dimensions and their intensities:
Results – orientation
People – orientation
Detail – orientation
Conformity to Rules
The PDA Assessment is based on the following theories:
1) William Moulton Marston’s personality structure
2) Self-Consistency Theory
3) Self-Concept Theory
4) Perception Theory
5) Semantic Study
- Similarities and differences with DiSC
Many evaluation tools are based on the concepts of Emotions of Normal People developed by Marston. These tools were created with emphasis on the advantages and benefits that such methods contributed to the military and working environment.
The first generated tools were called “pure” (PDA). From its first applications the tool manifested its enormous contribution due to the quantity and quality of information. However, the process was extremely slow and complex. It would take 2 hours from the moment the individual finished the evaluation until the analyst was able to produce the results.
In the late 60’s, Dr John Greier, from University of Minnesota, modified Marston’s model with the intention to simplify the process and that was the beginning of what we know today as DISC- Which is nothing more than a simplification of Marston’s model.
Greier’s simplified version changed the original questionnaire and even though the process took less time to interpret the results, much of the valuable information was lost.Some of the key information missing from Greier’s model is:
Intensity Axis: Measures the intensity of each behavioral tendency.
Profile Intensity Measures how “faithful” the evaluated person is to his or her behavior. It assesses the flexibility/rigidity level of the person evaluated.
Energy Level: Measures the level of energy available. Provides better understanding of the motivation and stress level.
Consistency Indicator: Measures the information’s consistency and quality level.
Self-Control Axis:The 5th axis measures the individual’s capacity to control impulses and emotions, related to “Emotional Intelligence“.
Already in the 90’s, with the possibility of every employee having their own computer, internet connection, and the possibility to systemize the process of loading the forms and automatically issuing graphs and reports, resurfaced the many benefits that the “pure” tools offered to companies over the simplifications provided by the DiSC model .
- Areas of Application
Learn and successfully apply PDA Consulting Dynamics:
Standardized consulting solutions developed by PDA International Consultants based on their successes.
Enroll in the PDA Consulting School:
Workshops aimed at preparing Consultants and Analysts to successfully apply PDA Consulting Dynamics.
Strengthen your Consultant Profile:
PDA International brings you consulting tools, products and solutions to enrich your existing product portfolio and help your clients manage their talent through PDA.
A detailed description of people’s behavioral profile, which identifies the style of leadership, decision-making style, how successfully they lead…
A report which shows the compatibility between the person assessed against one or more positions (whether predefined or customized by the client).
A report which shows the compatibility between several people evaluated against one or more positions(whether predefined or customized by the client).
Report that measures the degree of compatibility between the person being evaluated and selected competencies.
Report that measures the degree of compatibility between those assessed in a group and the selected competencies.
This report allows you to do a analysis of a group of people.
This Report describes and details the essential aspects to be considered by any Leader in order to assure good communication and consolidate its relationship with each of its collaborators.
We have been using PDA since last year for both selection processes as well as development and integration of equipment and we have raised our effectiveness in these processes at very high rates. PDA is a tool that has earned the credibility of our internal customers and is now part of culture and our language. Before promoting someone or thinking of selecting someone, my clientes tell me ‘I want to see their PDA’. This elevates our professionalism before them, because every time we give them more robust tools that support the processo f Human Resource Management.
Head of Human Resources Management
The use of PDA adds tremendous value in being able to generate online reports to assess the candidates against the behavioral demands of each position. This information can be utilized in both the selection and development precesses of internal employees.
Head of Careers and Development
We incorporated PDA, integrating it with our competency-based performance evaluations. This added immense value in: – Providing additional insight of potencial outcomes of the observed evaluations; – Improving the way to provide feedback to those tested; – Helping achieve greater confidence and commitment of the line in the skills development programa at a regional level.”
Regional Manager of Training and Development
We use PDA for our selection process, using it from mid management levels to the CEO. This tool determined our prevailing strengths and áreas of improvement, for both individuals and for the organization as a whole. It was very valuable to be able to provide feedback to each individual involved. One of the PDA’s greatest virtues i show it allows you to give feedback.
Human Resources Manager