Step 1: Discovery Program Methodology

It is second nature to decide where you are going on vacation and then to plan your trip based upon that destination. Unfortunately, over 80% of people do not use the same process for their career planning as their career destination is never clearly defined.

Instead, due to many factors, they head down a path with no clear destination in mind, and end up years later on the wrong beach unfulfilled, unhappy and stressed…all the while knowing they have this unique untapped potential just waiting to be expressed.

The Dynimus Discovery Methodology helps you discover and fully utilize your untapped potential. When a person discovers their true calling, they have just created the foundation for their career that will last them a lifetime.

The Dynimus Discovery Program helps you discover your foundation, your True Calling. Your Fulfillment Program is only as good as your Discovery Program. Get your foundation right and your career is now sustainable, competitive and fulfilling for the long term.

The Discovery Methodology is an energizing triad that synergistically evolves into your True Calling:

  • 3 Assessments (see below)
  • In-depth interviews with your Coach
  • Personal / Professional 360

Assessments

“The right assessments used correctly provide an effective, efficient and accurate insight into a clients “personal and 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 assessments since there is not just one assessment that provides all the information that you need to correctly assess your Career DNA. Using one assessment is much like having only one club in your golf bag.

Three assessments also provide a validating triangulation and accuracy that gives the client the confidence to move forward with clarity.

After years of researching and testing different assessments individually and in two's and three's we selected three that were highly valid, reliable, had the appropriate norms and were easy to use.

Although the Dynimus methodology highlights your strengths (energy drivers) and weaknesses (energy drainers), the end goal is to help you identify your primary strengths and build your career on them while managing or deleting your weaknesses. This process is known as the Pareto principle or 80/20 rule.

The three assessments also identify the three major areas that are needed to be your best – primary strengths, primary passions and primary skills.

The Dynimus methodology also takes into account each client's lifestyle needs since regardless how much fun you are having at your career, if you cannot pay the bills, it won't be fun for long.

The three assessments we use are regarded as some of the best assessments in the business. With over 5,000 assessments in circulation today, it pays to choose the right ones for the right reasons.

It also pays to avoid self diagnosis and hire an assessment qualified coach to correctly interpret the results. The assessments we use are the Myers-Briggs Type Indicator, The Strengthsfinder and the Campbell Interest and Skills Survey.

Myers-Briggs Type Indicator (MBTI):

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

Strengthsfinder:

Goal: Identify your strengths (talents) those unique themes that when engaged gives you tremendous energy and fulfillment.

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

They 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 Interests and Skills Survey (CISS):

Goal: Identify and understand your interests and skills so as to make an informed career decision based upon your 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.

The Dynimus Discovery Methodology works so well that we guarantee you will discover your True Calling.