FAQs on the Usefulness of SQI

What value does an SQI report bring to an organization?
  • Reduces uncertainty in making hiring, selection & development decisions
  • Solutions for attitude and motivation management
  • Manage talent
  • Reshape and manage corporate culture
How can SQI help organizations hire top performers?

SQI differentiates eligibility from personality-fit, increases SELECTION ACCURACY and the DEGREE OF FIT.

We start out by getting to know you and your firm, including your particular management approach, the requirements of your key positions and the qualities needed for success in your environment. Then, through the insights gleaned from the SQI Profile, our consultants are able to provide you with a clear, objective perspective on an applicant’s strengths, possible limitations and, ultimately, potential for success with your company. The effectiveness of our advice stems from the validity and accuracy of the instrument, our unequalled database of information about top performers and the expertise of our consultants.

Can I use SQI to develop norms for my company?

We go beyond a mere norm. We use a pilot-tested customized template / report constructed from confirmation of your job requirements. Necessary adjustments are made to improve the accuracy of your customized report.

How will SQI help develop my employees?

Our approach clarifies what drives you and each of your employees. By integrating information on the motivation energy, work content values, work intrinsic values, work environment, work relationship values and personality fit for the particular basic types of work with the measurement of behavioural traits, we can create a customized, in-depth developmental plan for each of your employees. We can help you set clear expectations, while drawing upon your employees’ motivations. You’ll discover how to ensure employees feel valued and keep your best performers growing with your company.

How can SQI help my people get more out of the training, interview or coaching process?

Learners are facilitated by our team of SQI-trained consultants, trainers and coaches to surface learning points themselves to have their ‘aha’ moments in a more personalised and contextualised manner. It inspires change in the individuals in a more personalised and engaging manner. There will be an increase of LEARNING TRANSFER from workshops to workplace so that people APPLY WHAT THEY LEARN. Learning become a trans-formative journey which should lead to IMPROVED PERFORMANCE, not as a workshop event.

Can SQI help organizations on how to motivate poor performing employees effectively? If the answer is yes, then please explain how SQI does it.

Motivation comes from within, so you cannot teach someone to be motivated. However, we can help you understand your employees’ motivation energy, career values and personality fit for the particular basic types of work. We will assist you to use this information to provide them with the opportunities and rewards that will help them maximise their potential and make them more productive.

How does SQI determine if an employee's troubles stem from a need for coaching, training, a different management style or perhaps from being in the wrong job to begin with?

With information from the SQI report, the discussion with the immediate supervisor, consultation session with the affected employee, feedback from the peers and direct reports, SQI is able to identify the causes of the effects and increase the fit between the problem and the solution.

How can SQI help teams work together more effectively?

SQI provides team assessment and team-building solutions from our team of SQI-trained consultants and trainers that focus on individual members understanding each other in the context of the team environment, so that shared objectives can be achieved. These solutions help clarify team goals in relation to overall business strategy, and provide tactical strategies for helping the team meet expectations. At SQI, we believe that a peak-performing team is one that has a common set of goals, well-defined roles, shared incentives, good communication, problem-solving strategies, real humility and trust. We can assist you get there.

FAQs on the Quality of SQI

How were the SQI traits developed?

The traits and their complements were selected based on prior research work of other organizational and system psychologists, followed by primary research via focus groups, depth interviews and a process of trial, error and gradual refinement in SQI statistical causal research.

In the process, traits were selected:-

  • To identify response to a wide variety of work situations
  • To identify needs at work and those that are related to a wide variety of task requirements
  • To identify growth that would enhance work potential and team effectiveness
Why System and not other branches of psychology like behavioural psychology?

Systems Psychology* inspired from Systems Theory was used in this study as the general analytical framework (perspective) for describing and explaining the behavioural patterns of an individual in:-

  • Managing self  (within the individual)
  • Relating to people and in leading people
  • Managing tasks and managing change

    (between the individual and the work environment)

The research of SQI seeks to explain the interconnections of traits within an individual and between the individual and the work environment.

SQI is NOT made up of one single theory.

Several branches of psychology like behavioural psychology was covered.

SQI research is made up of a combination of established theories to gain a holistic view of psychology.

Hence, SQI does NOT hold an ‘either this theory / or that theory” perspective.

Out there, within several professional bodies, many psychologists are still debating on different methods of measuring concurrent validity, construct and content validity.

These debates are in addition to the debate on various theories of psychology.

I will not participate further in any debate on theories as my opportunity cost and time spent on this would be very unwisely used from my perspective.

SQI prefers to progress and perfect the work along the way rather than hold back valuable time debating on theories as there will be no final conclusion to that.

All tools have their value as well as limitations, there is no perfect tool out there and this applies to SQI as well.

Rather than to mislead or try to convince people that SQI is a perfect tool, my stand is: either choose to use SQI or choose NOT to.

How much does the person’s level of self-awareness or self-knowledge affect the SQI results?

SQI is NOT dependent on the person’s level of self-awareness.

The questionnaire does not require the person to make introspective judgments about himself/herself. It merely requires the person to report on what he/she most preferred and what he/she least preferred. Because the instrument is based on Choice-Outcome Theory of Motivation and Optimal Balance Theory, this methodology reveals workplace fit and misfit without the respondent being aware that this is happening.

The questionnaire has been tested and adjusted numerous times BEFORE it is released for full commercial use to ensure that it does not discourage response and/or encourage non-response due to cultural differences or individuals exhibiting high levels of conscientiousness and neuroticism.

Hence, the questionnaire appears to be simple at face value and can be completed even by those with very limited self-awareness and yet the results are comprehensive and deep.

To what extent are the results affected by cultural differences?

Unlike other assessments that assess social related preferences in a home or social setting, SQI is formulated from work related preferences, the results are very similar across cultures especially in today’s global workforce with information technology and global media narrowing the cultural gaps in the workplace across countries.

Is SQI assessment accuracy and reliability affected by a person’s mood swings / current difficult circumstances?

SQI is not affected by short-term mood swings. Though prolonged and particularly difficult passages in life can lower some scores, the basic pattern of a person’s personality remain unaffected and changes will rarely dramatic.

SQI’s “test-retest coefficient’ is very high and is between .79 to .94 in comparison to that of other assessments. When a person completes the questionnaire once and then again three months later, the scores on average is between 79% to 94% the same.

How do you prevent learners providing socially desirable response? / can the job candidate cheat or second-guess using SQI?

Job candidate can attempt to cheat or distort the answers, but if this happens you will almost certainly know. The consistency score will show and will alert you to possible attempts at cheating. The forced ranking measurement scales and questions that are all equally desirable from a job point of view make it many times harder to cheat.

Four preventive measures of SQI not known beforehand to any job candidate answering the questionnaire make it relatively much harder for them to ‘cheat’:

  • Consistency Detector
  • System Psychology Model
  • Forced-Ranking Measurement Scale
  • Positive and Equally Desirable Questions from a Job Point of View

Job applicants will NOT KNOW the full spectrum of factors related to a specific job and will not know the full formula on how they are mathematically configured.

How does SQI determine if an employee's troubles stem from a need for coaching, training, a different management style or perhaps from being in the wrong job to begin with?

With information from the SQI report, the discussion with the immediate supervisor, consultation session with the affected employee, feedback from the peers and direct reports, SQI is able to identify the causes of the effects and increase the fit between the problem and the solution.

Does SQI tell me how the person sees himself/herself or how others see them?


SQI tells you how the person tends to behave.

This includes behavior that the person himself/herself may not be conscious of, but that may be observed by others.

It also includes behavior that the person is conscious of, but that others have not observed (for example, a person who manages to curb his/her bluntness for the duration of an interview).

An SQI report is able to describe and predict actual behavior rather than the perceptions of self or from others because the analysis is based on two human effectiveness operating principles (CHOICE-OUTCOME & OPTIMAL BALANCE) and the force-ranking measurement scale of the questionnaire.


Behaviour that a person is conscious of in the workplace but may not always be observed by others.



SQI shows both the INTENDED and PREFERRED behaviours of an individual because of:

  • Forced-ranking measurement scale
  • SQI behavioural system psychology
  • SQI non-evaluative paradoxical model

Score for a single trait shows INTENDED behaviour

Score for combination of traits shows PREFERRED behaviour

How do we know that SQI measures what you say it measures?

SQI is validated by credible third party.

In addition, you can read some of the testimonials from SQI users.

You can also do a pilot test on one or two persons and let our consultants interpret their profile for you without knowing the person.

Your personal experience of the accuracy of the information from the interpretation of the reports will be your evidence on the quality of SQI.

Why another tool for my organization?

Yes, why another tool for your organization is the fundamental question which you will need an objective answer.

Is good and the right thing to do for not looking further at any other tools if or when, the tool your organization is currently using have satisfied the organization on its:

  • Accuracy and precision,
  • Reliability and consistency,
  • Application and robustness,
  • Desired impact on individuals to take ownership in following through
  • Assistance for putting in place a community of practice to sustain and further benefiting the organization from the use of the tool for your human capital management excellence.
My management doesn’t believe in using any personality tools and we are already getting the results we want. Hence, why do we need to use SQI?

Thanks for your frank sharing.

Leaving SQI aside, does getting the results you want today also means you will be getting the desired results tomorrow?

What would your organization do to increase the probability that the workforce is future-ready to manage whatever uncertainties ahead?

What negative experience(s) your organization has before in the use of personality assessment tools?

Your organization deserves the right to gain deeper insights into the current and future business challenges often characterised by complex people issues at the individual, team and organizational level.

How would your management plan to understand the causes and effects of complex people issues better and deeper in a globally competitive and demanding work environment?