The LSP vs. Traditional Personality Assessments

For the purpose of predicting managerial and executive performance, the LSP is several generations more advanced than traditional personality assessments. Using traditional personality assessments, psychologists, HR professionals, and consultants are often forced to make judgments about the relationships between personality and performance. These judgments are subjective, and will vary from person to person. This problem is inherent in this "clinical model".

It is impossible for the human mind to simultaneously account for and weigh all of the subtle influences that personality has on performance. It would be a very rare professional who could, for example, simply name the 12 personality dimensions that correlate with, and predict the leaders' likelihood of "Assuming Responsibility" (one of the 42 dimensions the LSP predicts). Being empirically-based, the LSP uses an "Actuarial Model' that, according to the research literature, consistently outperforms the "clinical model" described above.

SIGMA has taken the guesswork out of assessment interpretation. Now you can identify the best candidates for each leadership role, given subtle differences between one position and another.