The Dynimus Discovery Methodology

The Dynimus Discovery Methodology helps organizations of all sizes to maximize their human capital and tap into the full potential in every office and on every team.

The program helps organizations identify where their executives and employees will thrive in their careers and where they are challenged in their daily activity.

The Discovery Methodology is an energizing, efficient process that includes three assessments and can include multiple in-depth interviews


“The right assessments used correctly provide an effective, efficient and accurate insight into an individuals “professional hard wiring” much like an x-ray does for a doctor thus saving time, money and misspent energy for the client.”
-Nathan Teegarden, Founder Dynimus

Dynimus utilizes three world class assessments since there is not just one assessment that provides all the information needed to correctly assess a clients Career DNA. Three assessments also provide a validating triangulation and accuracy that gives the client and the employee the confidence to move forward with confidence.

After years of researching and testing different assessments individually and in two's and three's Dynimus selected three that were highly valid, reliable, had the appropriate norms and were easy to use – and that highlighted an individuals and teams natural strengths and passions.

Although the Dynimus methodology highlights both strengths (energy drivers) and weaknesses (energy drainers) the end goal is to help identify the primary strengths and build careers on them while managing or deleting the weaknesses.

The three assessments also assess the three major areas that are critical to success: primary strengths, primary primary passions, and primary skills.

The assessments are regarded as some of the best in the business. With over 5,000 assessments in circulation today it pays to choose the right ones for the right reasons. The assessments Dynimus utilizes are the Myers-Briggs Type Indicator, The Strengthsfinder and the Campbell Interest and Skills Survey.

Myers-Briggs Type Indicator (MBTI):

Goal: Discover the clients personality preferences (indicators) that illustrate what activities and environments give them the most energy (do more of) and which ones drain their energy (do less of).

The original and most widely used assessment of its kind, the MBTI instrument is based on C. G Jung's theory that different psychological types perceive the world and make decisions in different ways. It has been developing since 1942.

The MBTI assessment was developed by Isabel Briggs Myers who made it accessible to individuals and groups to better identify their strengths. More than two million Indicators are administered in the US alone each year and even more throughout the world.

Dynimus utilizes the advanced version of the MBTI, the Step II Form Q, which allows for our Consultants to delve deeper into each individual and team type and to better understand where each client generates the most energy and satisfaction in their career activities.

Each clients indicators show up as a scaleable preference, which illustrates those activities and environments that give them energy and those that drain their energy. The goal is simple here – enhance the energy providing activities and environments and manage, outsource or delete the energy drainers.


Goal: Identify primary strengths (talents) those unique themes that when engaged give tremendous energy and fulfillment.

The Strengthsfinder was developed by the Father of Strengths Psychology, Donald Clifton. His goal was to start a conversation around what's right with people – not about trying to fix peoples weaknesses.

He astutely observed that people have several times more potential for growth when they invest their energy in developing their strengths instead of correcting their deficiencies.

Based upon Gallup 's 40 year study of human strengths, they created the 34 most common talents and developed the Strengthsfinder assessment to help people discover and describe their talents.

Over the past few years alone, millions of people have participated in Strengthsfinder and learned their top 5 talent themes. The assessment has been translated into over 20 languages and is used by businesses, schools, and community groups in more than 100 nations around the world.

Campbell™ Interest and Skills Survey (CISS):

Goal: Identify and understand primary interests and skills so as to make an informed decision on job descriptions based upon the individual hard wiring.

The Campbell™ Interest and Skills Survey (CISS) is a survey of self-reported interests and skills. Dr. David Campbell one of the most respected psychologists in psychological testing research is the father of the CISS. As a former Professor of Psychology and former President of the Center for Creative Leadership he is a leader in the field.

The major purpose of the CISS is to help individuals understand how their interests and skills map into the occupational world, thereby helping them make better career choices.

The CISS is one of the Campbell Development Surveys (CDS), a collection of surveys focusing on the psychological aspects for the working environment. The CDS is intended for use in developmental programs where well-established, quantifiable psychological measures are useful for providing assessment data.

The CISS helps people accelerate career choices about how their likes, dislikes and skills resemble those of people already happily employed. Rather than spending months or even years in different work settings gathering information about various ways to make a living, people can take the CISS and then quickly compare their results with energetically employed people in that occupation.