The Personality Strength Indicator (PSI) allows us to assess the strengths and weaknesses of personalities across various dimensions as well as their development over time. As an individual matures, novel experiences are integrated, habits are developed, and relations are formed, which may limit or open future avenues of growth.

The PSI framework tracks this development across time, enabling insight into a wide range of areas including internal and external adjustments, interpersonal clashes, and cultural contributions.

The Personality Alignment Indicator (PAI) assesses how an individual’s personality, values, and motivations interact with the systems and contexts they operate in. Instead of treating alignment as a static fit, it highlights the dynamic relationship between personal orientations and external environments, revealing areas of synergy, friction, and growth.

By mapping these interactions, the PAI shows how strengths and tendencies play out across work, relationships, and broader roles. It helps identify patterns of complementarity and tension, offering insights into how individuals can better harmonize with their contexts and contribute more effectively and meaningfully across different domains.

The Cross-Domain Situational Intelligence (CDSI) measures how individuals perceive, interpret, and respond to complex situations across work, relationships, and personal growth. It views situational intelligence as a dynamic capacity—one that involves recognizing interdependencies, anticipating outcomes, and adapting strategies across cognitive, emotional, and value-based dimensions.

By mapping responses to real-world scenarios, CDSI offers insight into how people manage competing priorities, apply strengths across different contexts, and maintain balance in high-stakes or uncertain environments. It highlights the importance of nuanced awareness, strategic adaptability, and relational sensitivity, enabling individuals to act effectively while aligning personal goals with broader systemic dynamics.

The Organizational Style Indicator (OSI) highlights how an organization structures its mandate, makes decisions, and motivates its people. Rather than a fixed template, it views organizational style as a dynamic interplay of authority, management practices, and incentive systems.

By mapping these dimensions, OSI reveals how work flows, how teams interact, and how culture, leadership, and priorities shape daily operations. It identifies areas of alignment and tension, uncovers opportunities for improvement, and supports environments where structure, decision-making, and incentives advance both the organization’s goals and the well-being of its members.

The Organizational Alignment Indicator (OAI) evaluates how an organization’s core purpose aligns with its primary and secondary areas of value. It maps the relationship between mission, functional priorities, and methods of achieving impact, revealing where focus reinforces goals or where gaps exist. OAI highlights patterns of synergy and tension, uncovers opportunities for strategic alignment, and supports an environment where both the “what” and the “how” of work are coherently connected to purpose, impact, and effectiveness.

The Cross-Silo Organizational Integration (CSOI) evaluates how an organization integrates its Mandate, Decision-Making, and Incentive styles across six functional areas: Operations, Communications, Feedback, Monitoring, Learning, and Strategy. It identifies patterns of synergy and friction, showing where collaboration is strong, where silos exist, and where alignment can be improved. CSOI emphasizes relational flow and cohesion, helping organizations optimize coordination, decision-making, and purpose-driven outcomes.