Congruity builds on the strong foundations of the 16-factor model and is also consistent with the widely accepted five-factor model of personality (Big 5). Based on Cattell’s widely respected research, the original model has been thoroughly revised and updated to include themes, concepts and challenges emerging in the new, ultra-connected, change-oriented, global workplace. Congruity is therefore both contemporary and academically rigorous. It is face valid, and yet its foundations lie in sound psychological research.

Some personality tools available in the market take a simplistic, ‘personality-light’ approach. Their insights are based on easily recognised behavioural scales, which, whilst they may gel with users’ own internal frameworks and day-to-day language, do not necessarily cover fully the deeper, fundamental psychological constructs that underpin behaviour.

Congruity has other advantages too:

• It takes those personality scales where there can be ambiguity and splits them into narrower traits. For example, the scales covering affiliation (Detached-Affiliative) and sociability (Self Contained-Sociable) have been separated out within Congruity, as experience shows that individuals may score differently on these two related areas.
• The Cattell model is notably weak on assessing depression. Congruity therefore introduces a pre-cursor to clinical depression, a ‘burnout’ scale (Pessimistic-Optimistic). In the modern labour market, with increased job pressure and decreased job security, this scale is particularly pertinent.
• There have been certain cultural shifts in recent years – the desire for fame, the rise of celebrity culture and the growing status attributed to physical appearance that all suggest a potential growth in egotism, vanity, and pride. The leadership literature identifies narcissism as an important and often problematic feature of managerial personalities. Congruity introduces a scale (Need for Recognition-Modest) missing from Cattell’s model: the strong need for approval and admiration.
• One common omission from many personality tools is whether the respondent tends to project their anxiety onto others and so becomes more critical and mistrustful. The literature indicates that this can be a significant derailer for leaders. This is now picked up in Congruity’s Sceptical-Trusting scale.
• The system is based on ‘multi-level algorithms’. That is, statements are not dropped into the expert-system report simply based on a single scale score, rather the statements are crafted based on the interaction of three (or more) different, relevant scales. This gives a more nuanced and refined level of interpretation, and moves us much closer to our original goal when creating this system – ‘a psychologist in a box’. To be clear, no expert system can replace the granular insight and expertise achieved by a good psychologist using a sound personality tool, but the Congruity expert-system report is a very good second.

The questionnaire responses are assessed and two reports are generated that will identify measurements that can be use against behavioural competencies:

Administrator report – with inbuilt interview probes that can be used in an assessment and selection.

Participant report – for sharing with the respondent and ideal for development, coaching and career transition.

These reports will provide a useful sifting tool for the recruitment panel to aid the selection process. The commentary from the reports will provide the panel with areas that can be further explored during the panel interview.

When to use Congruity

• Selection
• Development
• Promotion
• Self-Assessment
• Career Conselling