The Individual Development Assessment (IDA) process has three distinct phases:

1. The on-line phase requires 15 minutes, on average, although sometimes considerably longer depending on how much text you expand, and the thought you give your explanatory comments.
2. Their "Assessment Manager" or “Coach” briefs the assessment report to the assessee, typically requiring an hour or less. This is the most important phase as they develop an understanding of how they can enhance their effectiveness, including action items.
3. (Optional, per the assessed person's preference) Their Assessment manager or Coach leads follow-up conversations, usually once or twice per month, to verify action-item follow-through and process their dilemmas with the Context Shifting Worksheet (CSW).

In this, the on-line phase, you assess each of John's eight behaviors in five steps:

1. You learn why the behavior you are assessing is important.
2. You “Expand” and “Hide” examples of behaviors as you choose.
3. Next, a "standard" shows you what mastery of the behavior looks like.
4. You choose a "radio button," assessing the individual's behavior against that standard.
5. You enter explanatory comments explaining your choice.

After you complete all eight behaviors, a summary screen displays all your choices. You can revisit and change any that you want. You then finish by addressing a few broad questions.

The assessment process powerfully enhances individuals’ leadership effectiveness, in similar fashion to the team data. We do not plot the results in the same display format at the team data because the scatter is greater. Individuals change jobs, and experience variable contexts that affect their behaviors.

We compute and use Individual Development Assessment (IDA) data in a way you might find interesting. We analyze trends in IDA scores for each of our (certified) coaches. If their performance in improving their assigned clients’ behavior is subpar, we release them. We do not know of another organization that measures the effectiveness of their development processes, and takes action if they are not producing appropriate results. (You can see peoples' progress graphically displayed in Chapter 5 of How NASA Builds Teams and at www.NASATeambuilding.com.)

We do not provide the data in the assessed person's IDA assessment report to anyone but them, unless they specifically request us to do otherwise. The assessment report will show John whether you completed their assessment, did not complete it, or "opted out," including your stated reason for this choice. If you are concerned about the consequences of not completing the assessment, your best option is to go ahead and complete it.

Finally, our system reproduces your comments in the report verbatim. Please think carefully about the effect of your words on John.

These are the eight behavioral norms you assess for John, and enhance in yourself by completing this assessment.

When you:

1. "Express Authentic Appreciation," you meet peoples' universal need to feel appreciated.
2. "Address Shared Interests," you enhance collaboration and reduce cross-organizational conflict.
3. "Appropriately Include Others," you meet peoples' universal need to feel that they belong,
4. "Keep All Your Agreements," you demonstrate your trustworthiness.
5. "Express Reality Based Optimism," you stimulate creativity.
6. Live "100% Committed," you alter your perception to reveal solutions.
7. "Avoid Blaming or Complaining," you can direct your energy appropriately, and
8. "Clarify Roles, Accountability, and Authority," you provide an essential foundation for high performance and ultimate success.

Note: We also teach participants to master these behaviors in our three-day workshops and chapter-by-chapter in How NASA Builds Teams (Wiley, 2009).

Mother Nature provides four forces that scientists and engineers work within: the Strong, Weak, Gravitational, and Electromagnetic forces. There is a fifth, manmade force that governs human behavior, "team social context." Because this force is manmade, you can both measure it and manage it. Social context aligns team members' behaviors, in analogy with how a magnetic field aligns ferromagnetic materials. Moreover, just as iron filings on a sheet of paper over a bar magnet reveal the "invisible" magnetic field, measuring your behavioral norms diagnoses the "invisible" field of your "team social context." Note: A "team" is a group of people who interact sufficiently to develop "behavioral norms."

The system "times-out" in one hour. If you need an extension, use the "break" button. Also, please use the buttons in the assessment to navigate. Browser buttons will take you to an error page.

To see some sample assessment report products, click here.

When there are fewer than five responses, we do not produce a report.

I, Charlie Pellerin, own this 4-D process and assessment language.