a simple, workable system for organizing the different
ways in which human beings think. Dr. Hartman conducted extensive research, and he proposed that there are three basic
ways in which we can perceive or think about anything in the world; as people, as things or as concepts.
People (personal style) obviously refers to the category of individual persons. Things (practical
style) represents any tangible, inanimate object, and Concepts (analytical style) has to do with our intangible mental
awareness of thoughts and ideas. According to Dr. Hartman, any entity that a person can conceive of can be categorized into
one of these three dimensions of thought.
Dr. Hartman also demonstrated that how we think about something has a direct
correlation on how we value it. To value is to assign specific meaning, richness and importance of properties to something.
We generally make valuations within each of these three dimensions of thought (i.e., people, things and concepts)
in different ways. When valuing people, we generally focus on the individuality and uniqueness
of the person. We concentrate on those aspects that make a person special. Dr. Hartman called this the Intrinsic Dimension
of value. When valuing things, we generally focus on their application and usefulness, and Dr. Hartman
labeled this valuation style as the Extrinsic Dimension of value. In valuing concepts, the emphasis is
on the organization and structure of the concept, which Dr. Hartman called the Systemic Dimension of value.
degree of emphasis a person places on the valuation of people, things and concepts can tell us a great deal about why
people think and act as they do and can help identify natural talents and aptitudes (attributes)
that result from a persons unique balance of thinking/decision-making preferences.
Our approach is unique in that we
measure where an individual is now and what his or her individual elements are. It is also outcome-based. Rather
than simply providing information about a a person's unique decision-making style, the Attribute Index
profile is supported by a comprehensive action planning process that can help a person chart a course for increased success
and happiness. There are two phases in the Attribute Index process. Participants first complete an
online a questionaire in which they are asked to force-rank specific items and phrases relating to themselves and their environmemnt.
This is them followewed by a personal debrief of each participants' profile (either in person or by telephone) to help them
clearly understand the relevance of their results and to effectively identify and apply strategies for increased success
in work and in life. All debrief interviews are conducted by certified Attribute Index facilitators.
By understanding the way in which we think, it becomes possible to leverage that knowledge to make better decisions,
maximize strengths, minimize weaknesses and achieve greater effectiveness in everything we do. When we gain this understanding
for another person in an organizational setting, it increases understanding, allows for better utilization of skills and alignment
of work, increases management efficiency and effectiveness, and can have a positive impact on the organizations overall
health and performance.