Latest revision as of 06:01, 30 November 2025

Welcome to Growth Resources

The resources accessible from this page provide detailed background and scientific information on GRI's adaptive profiles and their use.

GRI focuses on making a difference in people's performance and their organizations, not just on understanding new techniques in theory. However, similar to learning a new sport or musical instrument—and even more so with people—you need real experiences to compare other techniques you already know with what GRI can teach you.

The current resources clearly cannot offer these experiences. It's more academic than hands-on practice, though we hope it helps answer the questions you might have. For GRI's learning, the masterclass experience with our facilitation is essential. It will help you learn and apply your new knowledge simultaneously. Contact Growth Resources or one of its affiliates to learn more about GRI's masterclass, management tools, and platform.

Performance Revisited

What organizational performance means.
Review of various performance approaches.
How performance and non-performance are assessed with adaptive profiles.
Definition of an organization's strategic and social performance.
Managing the organization's performance.

Social Behavior and More

The many characteristics we use when assessing people.
The big 7 of personality.
Details on Social performance, values, and intelligence.
Techniques used to assess individual characteristics.
Classification of techniques.

From Parallel to Statistics-Based Techniques

The nature and role of assessment techniques in organizations.
Standards for comparing techniques redefined.
Utility of assessment techniques redefined.
Assessment techniques components under scrutiny.
What adaptive profiles tell.

Far-Reaching Applications

Practical and abstract uses of techniques and their various effects.
Use in organizational development, leadership, management, and recruitment.
Use in coaching, clinical settings, and for medium effect.
Theoretical use in self- and social-awareness, and learning.
Pragmatic use of assessments; their language and signs.

The Power of Signs

Signs for understanding people and their organizations.
Fundamentals of semiotics.
Adaptive profiles as signs and part of a broader picture.
Signs produced by assessment techniques.
Developing new, effective meanings of signs.

General Framework

Construction of the framework.
Framework progress over its three steps.
Theories behind the framework.
Antecedent, independent, and dependent variables.
Testing of the framework, benchmarking assessment techniques.

Quick Links

Performance - Individual Characteristics and Assessment Techniques - Assessment Tools - Articles - Notes - Rowing Study W U25 2016

User's Guide on using the wiki. - Configuration settings - MediaWiki FAQ - MediaWiki release mailing list - Localise MediaWiki - Combat spam on the wiki -

About Growth Resources - Privacy policy - Copyright - Disclaimers

@@ Line 2: / Line 2: @@
 =Welcome to Growth Resources=
 [[File:GRI Logo_Framed.png|right|220px]]
 The resources accessible from this page provide detailed background and scientific information on GRI's adaptive profiles and their use.
+GRI focuses on making a difference in people's performance and their organizations, not just on understanding new techniques in theory. However, similar to learning a new sport or musical instrument—and even more so with people—you need real experiences to compare other techniques you already know with what GRI can teach you.
+The current resources clearly cannot offer these experiences. It's more academic than hands-on practice, though we hope it helps answer the questions you might have. For GRI's learning, the masterclass experience with our facilitation is essential. It will help you learn and apply your new knowledge simultaneously. Contact Growth Resources or one of its affiliates to learn more about GRI's masterclass, management tools, and platform.
-GRI is about making a difference in people's performance and their organizations, not about understanding tools and techniques in the abstract. Like learning a new sport or musical instrument, and even more so with people, you need practical situations to compare what you already know with what GRI can tell, and be more effective.
+=[[Performance_Models | Performance Revisited]]=
-The present content obviously cannot provide this practical experience. It's intellectual rather than practical, although we hope it will help answer the questions you may have. If you are interested and have the skills, you are welcome to participate in its construction. Please reach out if this is the case. The experience provided by our masterclass is central to GRI's learning: it guides you in applying your new knowledge as you learn. Contact Growth Resources or one of its affiliates to know more about GRI's masterclass, management tools, and platform.
-=[[Performance_Models | Performance]]=
 [[File:Home_Performance.png|right|230px]]
 * What organizational performance means.
@@ Line 16: / Line 16: @@
 * Managing the organization's performance.
-=[[Assessment_Techniques | Assessment Techniques]]=
+=[[ Individual_Characteristics | Social Behavior and More]]=
+[[File:Home_Individual Characteristics.png|right|230px]]
+* The many characteristics we use when assessing people.
+* The big 7 of personality.
+* Details on Social performance, values, and intelligence.
+* Techniques used to assess individual characteristics.
+* Classification of techniques.
+=[[Assessment_Techniques | From Parallel to Statistics-Based Techniques]]=
 [[File:Assessment Techniques.png|right|230px]]
 * The nature and role of assessment techniques in organizations.
@@ Line 24: / Line 32: @@
 * What adaptive profiles tell.
-=[[ Individual_Characteristics | Individual Characteristic]]s=
+=[[Assessments_Potential_Uses | Far-Reaching Applications]]=
-[[File:Home_Individual Characteristics.png|right|230px]]
+[[File:Home_Potential Uses.png|right|230px]]
-* How we assess individual characteristics.
+* Practical and abstract uses of techniques and their various effects.
-* Benefits of assessing individual characteristics with techniques.
+* Use in organizational development, leadership, management, and recruitment.
-* The big 7 of personality.
+* Use in coaching, clinical settings, and for medium effect.
-* Details on Social performance, values, and intelligence.
+* Theoretical use in self- and social-awareness, and learning.
-* The many characteristics we use when assessing people.
+* Pragmatic use of assessments; their language and signs.
 =[[ Language_and_Signs | The Power of Signs]]=
 [[File:Home_The Power of Signs.png|right|230px]]
-* Understanding people and their organizations with signs.
+* Signs for understanding people and their organizations.
 * Fundamentals of semiotics.
-* Signs are part of a broader picture.
+* Adaptive profiles as signs and part of a broader picture.
 * Signs produced by assessment techniques.
-* Developing new effective meanings on signs.
+* Developing new, effective meanings of signs.
 =[[ General_Framework | General Framework]]=
 [[File:GRI Research Framework.png|right|230px]]
-* Framework progress of the three steps.
 * Construction of the framework.
+* Framework progress over its three steps.
 * Theories behind the framework.
 * Antecedent, independent, and dependent variables.
 * Testing of the framework, benchmarking assessment techniques.