LIMRA - Revision history

Flc: /* Intensity */

2025-11-02T23:50:45Z

Intensity

← Older revision		Revision as of 23:50, 2 November 2025
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	For the personality or social behavior dimension being measured, as shown in the above table by comparing with the GRI factors, the LIMRA 14 facets lack parsimony and overlap significantly, although regrouping into three categories helps clarify the picture. The understanding of one facet by the report’s reader, influenced by other facets, may then mislead its use.		For the personality or social behavior dimension being measured, as shown in the above table by comparing with the GRI factors, the LIMRA 14 facets lack parsimony and overlap significantly, although regrouping into three categories helps clarify the picture. The understanding of one facet by the report’s reader, influenced by other facets, may then mislead its use.

	=====Intensity=====		=====Scales and Intensity=====
	The decile scales used by LIMRA for measuring personality poorly capture the intensity of each of the 14 facets and thus affect the comparisons and relationships among them. The measures cannot account for the energy it takes to express other behaviors more frequently and effortlessly over time.		The decile scales used by LIMRA for measuring personality poorly capture the intensity of each of the 14 facets and thus affect the comparisons and relationships among them. The measures cannot account for the energy it takes to express other behaviors more frequently and effortlessly over time.

	=====Adaptation=====		=====Adaptation=====

Flc: /* Adaptation */

2025-11-02T23:49:23Z

Adaptation

← Older revision		Revision as of 23:49, 2 November 2025
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	The LIMRA system doesn’t consider the behaviors people feel they need to act out in order to adapt to their environment. Consequently, the measurement combines natural and adapted behaviors into a single metric. With LIMRA, a person’s natural self is influenced by their perceived adaptation, which actually only reflects how they see themselves at the moment they answered the survey.		The LIMRA system doesn’t consider the behaviors people feel they need to act out in order to adapt to their environment. Consequently, the measurement combines natural and adapted behaviors into a single metric. With LIMRA, a person’s natural self is influenced by their perceived adaptation, which actually only reflects how they see themselves at the moment they answered the survey.

	The measures cannot provide indications of the efforts required to adapt ~~their~~ behaviors. How people adapt and are engaged is crucial information that links the individual to their environment and job demands, and these are not accounted for by the LIMRA system.		The measures cannot provide indications of the efforts required to adapt behaviors. How people adapt and are engaged is crucial information that links the individual to their environment and job demands, and these are not accounted for by the LIMRA system.
	Work Relatedness and Team’s Growth		Work Relatedness and Team’s Growth

	Sales in insurance and related financial services may have similar behavior characteristics that can be broadly categorized into three types: dynamic, analytic, and interpersonal. However, the system doesn’t have a refined job behavior assessment specific to a company, which can also be compared with other jobs’ demand and people, including management. The adaptation efforts to the job can only be approximated. The measures from LIMRA cannot assist in the analysis of a team and a company’s dynamics, growth, and performance.		Sales in insurance and related financial services may have similar behavior characteristics that can be broadly categorized into three types: dynamic, analytic, and interpersonal. However, the system doesn’t have a refined job behavior assessment specific to a company, which can also be compared with other jobs’ demand and people, including management. The adaptation efforts to the job can only be approximated. The measures from LIMRA cannot assist in the analysis of a team and a company’s dynamics, growth, and performance.

	=====General validity=====		=====General validity=====

Flc at 20:34, 2 November 2025

2025-11-02T20:34:37Z

← Older revision		Revision as of 20:34, 2 November 2025
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	=~~Generalities~~=		=Introduction=
	LIMRA stands for Life Insurance Marketing and Research Association. The LIMRA Career Profile System has been developed and distributed by LIMRA International, Windsor, CT, USA., since 1937. It is used for assessing the potential for success in selling insurance and related financial products.		LIMRA stands for Life Insurance Marketing and Research Association. The LIMRA Career Profile System has been developed and distributed by LIMRA International, Windsor, CT, USA., since 1937. It is used for assessing the potential for success in selling insurance and related financial products.

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	\| Self-confidence \|\| Self-assured, optimistic, cannot be intimidated \|\| High 1, low 4		\| Self-confidence \|\| Self-assured, optimistic, cannot be intimidated \|\| High 1, low 4
	\|}		\|}


	{\| class="wikitable" style="margin:auto"		{\| class="wikitable" style="margin:auto"

Flc: /* Comments */

2025-11-02T20:33:44Z

Comments

← Older revision		Revision as of 20:33, 2 November 2025
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	=Comments=		=Comments=
	====Number of Facets and Parsimony====		=====Number of Facets and Parsimony=====
	The sales abilities and personality are measured distinctly, although the latter informs the understanding and development of the former, with the restrictions highlighted below.		The sales abilities and personality are measured distinctly, although the latter informs the understanding and development of the former, with the restrictions highlighted below.

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	The decile scales used by LIMRA for measuring personality poorly capture the intensity of each of the 14 facets and thus affect the comparisons and relationships among them. The measures cannot account for the energy it takes to express other behaviors more frequently and effortlessly over time.		The decile scales used by LIMRA for measuring personality poorly capture the intensity of each of the 14 facets and thus affect the comparisons and relationships among them. The measures cannot account for the energy it takes to express other behaviors more frequently and effortlessly over time.

	Adaptation		=====Adaptation=====
	The LIMRA system doesn’t consider the behaviors people feel they need to act out in order to adapt to their environment. Consequently, the measurement combines natural and adapted behaviors into a single metric. With LIMRA, a person’s natural self is influenced by their perceived adaptation, which actually only reflects how they see themselves at the moment they answered the survey.		The LIMRA system doesn’t consider the behaviors people feel they need to act out in order to adapt to their environment. Consequently, the measurement combines natural and adapted behaviors into a single metric. With LIMRA, a person’s natural self is influenced by their perceived adaptation, which actually only reflects how they see themselves at the moment they answered the survey.

Line 92:		Line 92:
	Sales in insurance and related financial services may have similar behavior characteristics that can be broadly categorized into three types: dynamic, analytic, and interpersonal. However, the system doesn’t have a refined job behavior assessment specific to a company, which can also be compared with other jobs’ demand and people, including management. The adaptation efforts to the job can only be approximated. The measures from LIMRA cannot assist in the analysis of a team and a company’s dynamics, growth, and performance.		Sales in insurance and related financial services may have similar behavior characteristics that can be broadly categorized into three types: dynamic, analytic, and interpersonal. However, the system doesn’t have a refined job behavior assessment specific to a company, which can also be compared with other jobs’ demand and people, including management. The adaptation efforts to the job can only be approximated. The measures from LIMRA cannot assist in the analysis of a team and a company’s dynamics, growth, and performance.

	General validity		=====General validity=====
	People generally agree with the information from reports and feedback sessions. Like looking in a mirror, this isn't surprising because the survey responses reflect what people know about themselves. However, looking at the reports and comparing the narratives from the adaptive profile will reveal that some information isn’t captured by the LIMRA system, such as the adaptation to the environment that could assist the person’s growth, their management, and connection with their company’s needs.		People generally agree with the information from reports and feedback sessions. Like looking in a mirror, this isn't surprising because the survey responses reflect what people know about themselves. However, looking at the reports and comparing the narratives from the adaptive profile will reveal that some information isn’t captured by the LIMRA system, such as the adaptation to the environment that could assist the person’s growth, their management, and connection with their company’s needs.

	Representation Model		=====Representation Model=====
	The 14 facets or traits being measured are represented in the three categories, with a bar graph. Because of the limitations highlighted above, the reading may mislead judgment and decision-making for the usage being mentioned.		The 14 facets or traits being measured are represented in the three categories, with a bar graph. Because of the limitations highlighted above, the reading may mislead judgment and decision-making for the usage being mentioned.


	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc at 20:32, 2 November 2025

2025-11-02T20:32:24Z

← Older revision		Revision as of 20:32, 2 November 2025
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	~~This~~ assessment ~~technique~~ has ~~already~~ been ~~reviewed~~ at ~~GRI~~, ~~but we haven~~'t ~~published~~ about ~~it yet~~. ~~Email us~~ at ~~contact@gri~~.~~co if you~~ are ~~interested~~ in the ~~results~~.		=Generalities=
			LIMRA stands for Life Insurance Marketing and Research Association. The LIMRA Career Profile System has been developed and distributed by LIMRA International, Windsor, CT, USA., since 1937. It is used for assessing the potential for success in selling insurance and related financial products.

			When the tool was devised in the 1930s, it represented a major leap in using psychometrics for recruiting insurance agents. Since its first “Aptitude Index” version, the assessment has undergone successive adaptations, from a paper/pencil format to a platform with assessments, metrics, and reports, which have all been adapted as well.

			The LIMRA system is represented on all continents. It is available in the most spoken languages.

			=Assessment=
			The initial assessment used to include 158 to 183 questions, depending on the basic or advanced version being used, which include propositions on various aspects rated by participants on five-point scales that are related to demographics, sales skills, and personality. The questionnaire is forced-choice. Its administration time is 45 minutes or more. A report is produced, giving information on:
			* Sales performance indicators
			* Personality characteristics
			* Sales Behaviors' typical style
			* Coaching and developing style
			* Recruiting and selection guide
			* Recruiting recommendations

			The personality dimensions are regrouped in three categories: Dynamic, Analytic, and Interpersonal, which are further broken down into a total of 14 personality characteristics. They are presented below with their GRI correspondence.
			* Dynamic: Use energy and drive to make sales
			* Analytic: Uses logic and facts to make sales
			* Interpersonal: Uses personal relationships to make sales

			{\| class="wikitable" style="margin:auto"
			\|+ Dynamic
			\|-
			! Dimension !! Description !! GRI a priori
			\|-
			\| Leadership \|\| Ability to take charge, motivate, and lead. \|\| High 1, high 2
			\|-
			\| Persuasive \|\| Ability to influence, negotiate, and debate \|\| High 2
			\|-
			\| Achievement \|\| Set goals, then strive to achieve or surpass them \|\| High 1
			\|-
			\| Energy \|\| Fast-paced, active, likes to multitask \|\| Low 3
			\|-
			\| Self-confidence \|\| Self-assured, optimistic, cannot be intimidated \|\| High 1, low 4
			\|}


			{\| class="wikitable" style="margin:auto"
			\|+ Analytic
			\|-
			! Dimension !! Description !! GRI a priori
			\|-
			\| Analytical \|\| Gathers facts, is logical, and can identify patterns or connections in complex issues. \|\| Low 2
			\|-
			\| Adaptable \|\| Adjusts quickly to change, handles uncertainty, embraces new ways of doing things. \|\| Low 4
			\|-
			\| Attention to details \|\| Careful, thorough, accurate, organized \|\| High 3, high 4
			\|-
			\| Persistence \|\| Overcomes barriers, perseveres in the face of obstacles or challenges, never gives up \|\| High 1, low 4
			\|}

			{\| class="wikitable" style="margin:auto"
			\|+ Interpersonal
			\|-
			! Dimension !! Description !! GRI a priori
			\|-
			\| Social \|\| Approachable, friendly, easy to communicate with, quickly builds rapport, creates a network of acquaintances \|\| Low 1, high 2, low 3, low 4
			\|-
			\| Cooperative \|\| Collaborates, assists, supports, builds morale, resolves conflicts \|\| Low 1, high 3
			\|-
			\| Concern \|\| Sensitive, understanding, helpful, compassionate \|\| Low 1, high 2
			\|-
			\| Stress tolerance \|\| Calm, accepts criticism, recovers quickly from disappointments \|\| High 3, low 4
			\|-
			\| Emotional Awareness \|\| Perceptive, aware of own emotions and how they affect others \|\| High 2
			\|}

			Sales behavior typical styles are provided according to nine categories noted on a three-point scale: Low, Moderate, and High. The categories are the following: Planning, prospecting, needs analysis, presentations, closing, handling objections, follow-up service, cross-selling, and compliance.
			The coaching recommendations are provided on building strength, development areas, what the person needs from their manager, what may upset the person, and management/coaching advice for the manager.

			The results are to be used with a report and as input for selection, interview, reference checks, orientation, and management. LIMRA recommends confirming, understanding, and exploring the results with the candidates during the interview.

			=Usage=
			The LIMRA system is used for sales performance assessment, coaching, recruiting, selection, and interviewing applications.

			=Comments=
			====Number of Facets and Parsimony====
			The sales abilities and personality are measured distinctly, although the latter informs the understanding and development of the former, with the restrictions highlighted below.

			For the personality or social behavior dimension being measured, as shown in the above table by comparing with the GRI factors, the LIMRA 14 facets lack parsimony and overlap significantly, although regrouping into three categories helps clarify the picture. The understanding of one facet by the report’s reader, influenced by other facets, may then mislead its use.

			=====Intensity=====
			The decile scales used by LIMRA for measuring personality poorly capture the intensity of each of the 14 facets and thus affect the comparisons and relationships among them. The measures cannot account for the energy it takes to express other behaviors more frequently and effortlessly over time.

			Adaptation
			The LIMRA system doesn’t consider the behaviors people feel they need to act out in order to adapt to their environment. Consequently, the measurement combines natural and adapted behaviors into a single metric. With LIMRA, a person’s natural self is influenced by their perceived adaptation, which actually only reflects how they see themselves at the moment they answered the survey.

			The measures cannot provide indications of the efforts required to adapt their behaviors. How people adapt and are engaged is crucial information that links the individual to their environment and job demands, and these are not accounted for by the LIMRA system.
			Work Relatedness and Team’s Growth

			Sales in insurance and related financial services may have similar behavior characteristics that can be broadly categorized into three types: dynamic, analytic, and interpersonal. However, the system doesn’t have a refined job behavior assessment specific to a company, which can also be compared with other jobs’ demand and people, including management. The adaptation efforts to the job can only be approximated. The measures from LIMRA cannot assist in the analysis of a team and a company’s dynamics, growth, and performance.

			General validity
			People generally agree with the information from reports and feedback sessions. Like looking in a mirror, this isn't surprising because the survey responses reflect what people know about themselves. However, looking at the reports and comparing the narratives from the adaptive profile will reveal that some information isn’t captured by the LIMRA system, such as the adaptation to the environment that could assist the person’s growth, their management, and connection with their company’s needs.

			Representation Model
			The 14 facets or traits being measured are represented in the three categories, with a bar graph. Because of the limitations highlighted above, the reading may mislead judgment and decision-making for the usage being mentioned.


	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc at 05:42, 28 August 2025

2025-08-28T05:42:32Z

← Older revision		Revision as of 05:42, 28 August 2025
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	This ~~section is currently under construction and will be available soon~~. ~~Thank~~ you ~~for your patience~~.		This assessment technique has already been reviewed at GRI, but we haven't published about it yet. Email us at contact@gri.co if you are interested in the results.

	[[Category:Personality Assessment]]		[[Category:Personality Assessment]]

Flc: Created page with "This section is currently under construction and will be available soon. Thank you for your patience. Category:Personality Assessment"

2024-01-18T07:29:07Z

Created page with "This section is currently under construction and will be available soon. Thank you for your patience. Category:Personality Assessment"

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This section is currently under construction and will be available soon. Thank you for your patience.
[[Category:Personality Assessment]]