Results Through Relationships

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Why you need the SDI?

Building Relationships

By going beyond behaviour into motivation. Find out out what makes you and the people around you tick. Adapt with the people you face each day regardless of the situation and drive results.

Managing Conflict

Everyday millions of dollars are lost in conflict at all levels. Our belief is that conflict is not all that bad and many long-term solutions can be derived from conflict. Managing it well is the secret.

Developing Leaders

Developing leaders improve an organisation’s bottom line and long-term future. Our programs help individuals tap into their leadership potential, turn weaknesses into strengths and cultivate a sense of accountability.

8 Premier Assessment


Our suite provide valuable insights and a proven learning method that people can actually use to develop better leaders, build more effective teams, and reduce the growing costs of conflict.

TotalSDI includes eight valid and reliable assessment tools that help you discover and influence the motives that drive behaviours.

List of Assessments

Strength Deployment Inventory (SDI)

The Strength Deployment Inventory (SDI) helps people understand themselves by helping them understand the motives that drive their behaviours in two different conditions — when things are going well and when they face conflict.

Strengths Portrait

The Strengths Portrait ranks how a person values and uses 28 unique strengths (or behaviours) to produce a picture of how they choose certain behaviours when working with people.

Overdone Strengths Portrait

The Overdone Strengths Portrait ranks how frequently a person may overdo the 28 different strengths (our unique perspective on what most would call “weaknesses”). This provides insight into the costs of overdone strengths and reveals sources of preventable conflict.

Strength Deployment Inventory (SDI) – Feedback Edition

The Strength Deployment Inventory (SDI) – Feedback Edition uncovers differences in perceptions and encourages healthy discussions and constructive feedback.

Strengths Portrait – Feedback Edition

The Strengths Portrait – Feedback Edition allows people who provide feedback to create a picture of the strengths they see another person using most and least often in their relationship. It provides ways to effectively communicate constructive feedback by getting those perceptions out in the open.

Overdone Strengths Portrait – Feedback Edition

The Overdone Strengths Portrait – Feedback Edition reveals assumptions people make about others and helps to resolve misunderstandings.

Strength Deployment Inventory (SDI) – Expectations Edition

The Strength Deployment Inventory (SDI) – Expectations Edition can clarify expectations of any role and increase personal effectiveness and satisfaction.

Strengths Portrait – Expectations Edition

The Strengths Portrait – Expectations Edition allows individuals and teams to prioritize 28 different strengths (or behaviours) they believe are required for high performance in a particular role. It provides insight into sources of satisfaction and/or misunderstanding with the role and helps people learn how to choose more effective behaviours.

Common Applications

  • 360-Degree Feedback-TotalSDI Only
  • Board Development
  • Change Management
  • Coaching
  • Communication
  • Conflict Management
  • Counselling
  • Diversity Training
  • Leadership Development
  • Mediation Training
  • Organisational Culture
  • Performance Expectations-TotalSDI Only
  • Project Management
  • Sales Training
  • Social Welfare Programs
  • Strategic Planning
  • Team Building
  • Work Transition
  • Recruitment
  • Supervisory Skills Training
  • Career Development
  • Time Management
  • Customer Relations

Watch This Video



In 1971, Elias Porter introduced the SDI and Relationship Awareness Theory to the world. His theory focuses on personal strengths and their underlying motivations as the key to understanding people and improving relationships. The SDI is the practical application of the theory and was the first personality assessment to use colors. The SDI has been used on every continent and is available in over 25 languages.

The theory behind the SDI first began to take shape in the 1950s when Elias Porter was part of the team that introduced client-centered therapy and the human potential movement. Porter worked closely with Carl Rogers at the University of Chicago, where he began working with personality assessments and was a contributor Rogers’ client-centered concepts Porter’s earliest assessments were based on Erich Fromm’s descriptions of non-productive personalities, which were an advancement of Sigmund Freud’s concepts.

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208, 2016

Event 4: TotalSDI Update & Upgrade

August 2nd, 2016|

Date/Time Friday, August 26, 2016 2:00 pm - 5:00 pm TotalSDI provides the preferred assessments of the world’s top coaches, trainers and consultants. TotalSDI provides the tools, training, and resources that will make you an [...]

208, 2016

Event 3: HR Summit 2016

August 2nd, 2016|

Date/Time Tuesday, May 17, 2016 - Wednesday, May 18, 2016 8:00 am - 6:00 pm HR Summit Singapore 2016 brings together the best minds in HR, management strategy and HR services from South East Asia [...]

208, 2016

Event 2: TotalSDI Certification

August 2nd, 2016|

Date/Time Friday, June 3, 2016 - Monday, June 6, 2016 9:00 am - 5:00 pm The SDI certification process includes a four-day classroom experience followed by supplemental training that enhances and supports the experience. The [...]

208, 2016

Event 1: TotalSDI Update & Upgrade

August 2nd, 2016|

Date/Time Sunday, June 5, 2016 2:00 pm - 5:00 pm TotalSDI provides the preferred assessments of the world’s top coaches, trainers and consultants. TotalSDI provides the tools, training, and resources that will make you an [...]

Profiling Assessment:

A profiling assessment has the ability to tell you a lot about your employees, as well as candidates that you are looking at offering a job. It’s what allows you to learn about capabilities for the long-term to see if you will be able to develop them into leaders. Often, the assessment will share information you need to profile them effectively to determine more about training as well as how they will interact with different employees and departments. The more information you receive, the easier it will be to see how they will build relationships, manage conflict, and handle everyday situations.

Your employees need to take a profiling test from time to time so you know more about them. The results of a test will be more telling than a simple interview where you talk to them. This is because many people will say what they think you want to hear. The tests will ask more questions about behaviour and reaction, which will let you know how they will handle various scenarios when placed into them. It allows you to manage conflict more effectively. It also allows you to turn the different weaknesses into strengths over time.

Conflict Management

A conflict management course in Singapore will allow people to learn more about why there is conflict and what can be done to overcome it. This is particularly important when there is an internal conflict between two employees. Managers need to play to the employees’ core strengths in order to help them see what they are each good at and come to a resolution that suits everyone. If the conflict isn’t managed quickly, it can often escalate and lead to a number of problems that will impact not only the two employees but everyone around them.

A conflict management workshop in Singapore might be necessary for supervisors and managers to attend in order to learn more about how to overcome conflicts that occur in the workplace. This might be among multiple employees, or in some instances, between a client and an employee. The cost of conflict is often dramatic, particularly because it slows down productivity. This can best be avoided by choosing the best interpersonal strengths from employees and using those to create teams and place them into departments.

Mediation Training

Employers and individuals alike will choose to go through mediation training in Singapore. The benefit to this is to be able to find out what’s going on between two people (or groups or organisations) and create a common ground for both to be able to work from.

Diversity Training

In today’s day and age, diversity training in Singapore is more important than ever. Not everyone comes from the same background and therefore it’s important to participate in training where employees learn to appreciate everyone. Particularly when working in a group and team settings, being accepting of everyone’s diversity is what will allow an organisation to operate more effectively.


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Global Strength Facilitators


Strengths Deployed


Annual Cost Of Conflict

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