A Wiring Assessment for Multipliers is a powerful tool to help inform a candidate for church multiplication and their sponsors of a candidates best ways to serve a new work.  The process utilizes an Initial Screening Assessment (ISA) and 6 inventories that are read and assessed by trained assessors.  These assessors will assemble a full constellation of the inventories results to describe a candidates best areas and ways they should serve in multiplication based on their unique wiring giving to them by the creator.

The Wiring Assessment utilizes the following inventories:

• DISC

Gives you insight into how you behave in a team environment to accomplish a task.

• EQ

Measure of one’s ability to understand and appropriately know how to use emotions in life. The instrument we use currently uses 7 scales and is uniquely equipped to identify a bias on the part of the person taking the instrument:

1. Being aware of emotions
2. Identifying own emotions
3. Identifying others emotions
4. Managing own emotions
5. Managing others emotions
6. Using emotions in problem solving
7. Expressing emotions adaptively

Most of us have never really thought of intentionally developing the specific skill sets of each of these constructs. EQ measures how developed each of these constructs are in a person’s life.

• VALUES

Your internal drivers or motivators; what drive you. Intellectual or Instinctive evaluate how you learn; Resourceful or Selflessaddress how you view the return on your resources: Harmony or Objective focus on how you view your environment; Altruistic or Intentional identify how you seek to serve other’s social needs; Commanding orCollaborative measures your desire for personal power; and Receptive orStructured assesses how you value open or closed systems.

• TKA

Your preferred approach in handling conflict. Thomas and Killman identified these five modes of conflict resolution almost 50 years ago. We all use each of these depending on the context. Winning is you believe you have the right answer and you must prove you are right whatever it takes. Avoiding is not pursuing your own rights or those of the other person. Yielding is neglecting your own interests and giving in to those of the other person. Compromise is finding a middle ground in the conflict. Resolving is attempting to work with the other person in depth to find the best solution regardless of where it may lie on the continuum. The version used in this assessment was developed by Dr. Wiens and Al Ells.

• 16PF

Measures five global factors: Extraversion, Independence, Tough Mindedness, Self Control and Anxiety. Each of these global factors are constructed through the combination of four or five of 16 Personality Factors (thus the 16PF). For instance, one’s Extroversion score is a combination of Warmth, Liveliness, Social Boldness, Privateness and Self-reliance. The Independence factor is composed of Dominance, Social Boldness, Vigilance and Openness to Change. Tough Mindedness is composed of Warmth, Sensitivity, Abstractedness and Openness to Change. Self Control is composed of Liveliness, Rule Consciousness, Abstractedness and Perfectionism. Finally, the Anxiety factor is composed of Emotional Stability, Vigilance, Apprehensive and Tension. Some of the strengths of this instrument are it’s validity scales as well as it correlation to the Holland vocational scales.

• Leadership Competencies

Measures likely effectiveness inside of 20 critical leadership competencies. This inventory indicates the respondent’s likely performance on a range of competencies. The competencies in the IPAT Competency Model represent those that are most commonly used across different organizations. A respondent’s potential is predicted from their profile on the 16pf questionnaire; this is evaluated on the basis of past research about the relationship between the 16pf instrument and competencies, and compiled using expert judgment.

For married candidates we recommend a full counselor interview with our licensed counselor in order to assess and get a clear picture of the candidates marital and emotional health.

The Assessment will culminate with a debrief between the candidate, the sponsor and the assessor/s. During the debrief the assessor will discuss the findings of all the inventories as well as the findings of the counselor.  The assessor will clearly describe how all of the components fit together to give a overall picture of the beautiful and wonderful way God has wired the candidate and fit them for ministry.  This debrief will include time to discussion and Q&A.  It will also include coaching points/recommendations for the candidate as they move forward.  Shortly after the debrief, all of the information will be placed into a report detailing the content of the debrief including the coaching points.  The written report along with the counselor’s report (if applicable) will be sent to the candidate and sponsor to use as a map for coaching and training.

Next Steps and Timelines