I decided to drop out using assessments and do personality profiling instead.

Assessments can be reductionist, narrowing down the richness of personality traits and life experiences to simple explanations of a binary model of 1 or 0.

You have it, or you don’t.

Personality tests, such as the Process Communication Model® (PCM®), give a more integral and functional description introduced and led by a qualified PCM® coach.

This article describes how you can use the Process Communication Model® (PCM®) for good at work and in your personal life.

What is the PCM personality test?

The Process Communication Model® (PCM®) is a psychological assessment tool developed in the '70s by the American psychologist Taibi Kahler, Ph.D.

PCM® is all about understanding our needs, personality, and communication style before we enter a relationship with others – being our parents, children, colleagues, teams, or clients.

The basis for the PCM® test is transactional analysis. This model describes how people interact with each other and emphasizes the importance of understanding the needs and perspectives of the other person to communicate effectively.

What does the PCM test consist of?

The Process Communication Model® test consists of 47 questions. Each question gives you a real-life situation to reflect on and presents six possible answers, among which you choose and rank a maximum of five.

That's the joy: no right or wrong answers.

Instead, you get thought-provoking possibilities requiring from you nothing but brutal honesty!

Some questions may be obvious to you and take seconds to ponder. Most will highlight nuances about your preferences, choices, behavior, and habitual reactions you were oblivious to before taking the test.

The Process Communication Model® tests result in a thorough report covering 12 items, among which your:

1. Personality structure
2. Perceptions
3. Character strengths
4. Interaction style
5. Channels of communication
6. Action Plan (that's a game changer!)

It's important to know that in the Process Communication Model®, nothing is set in stone.

The components are always the same, but their combination and preponderance vary depending on this phase of your life. That's why you get a 1-to-1 session with your PCM® coach for a correct interpretation and application in your life.

The purpose of the Process Communication Model® (PCM®)

We all want to overcome the irritations, setbacks, and miscommunication that stand in our way. The best thing is that we can learn to decode human behavior and build better relationships by speaking each other´s language.

The PCM® model helps understand your personality structure to:

1. Improve self-awareness
2. Understanding others
3. Effective ways to connect and lead

Benefits of using the Process Communication Model® personality test

For over 30 years, NASA has used the Process Communication Model® to recruit its astronauts. You can use it for business, parenting, and learning how to communicate in stressful situations.
The Process Communication Model® can be used in the following fields:

• Leadership Development
• Team Management
• Prevention and resolution of conflicts
• Support for recruiting
• Sales, negotiation, and customer support
• Organizational and personnel development
• Presentation and facilitation techniques
• Coaching, consulting, personal development
• Patient-caretaker relationship
• Teaching and Education

How does the Process Communication Model® (PCM®) test work?

PCM® is not about types OF people but personality types IN people. The test covers six personality types and how they combine to form your personality structure and communication style.

1. Six personality types. A personality type is a set of behaviors that occur together with consistency—the PCM® groups personality types as thinker, persister, harmonizer, imaginer, rebel, and promoter. Throughout our history, we all develop the six types to different degrees.
2. Your Personality Structure. Your personality structure is the particular combination of types at a given moment. You learn how they combine in you, their implications, and their growth potential when you take your PCM® test.
3. Your Communication Style. HOW we say, something is just as important and sometimes more important than WHAT we say. Each personality type perceives, communicates, and thrives best under conditions that nurture their strengths and balance their weak spots. Learning yours is a game changer.

Personality type and communication style: quick summary

PCM describes your personality structure using the metaphor of a Condominium with six floors, each of which is a distinct Personality Type. When creating your report, one color is assigned per personality [Image]:

• Thinker
• Persister
• Harmonizer
• Imaginer
• Rebel
• Promoter

* Picture source and property of Kahler Communications Inc.

Important: Please, remember that your personality structure is composed of several or all of them at this point in your life. Understanding their combination highlights your potential, stress factors, and action points.

These are the six primary personality types identified in the Process Communication Model.

Thinker personality:

Thinkers are logical, analytical, and detail-oriented individuals driven by a need for clarity and certainty. They tend to be reserved and reflective and value logic and reason. Thinkers are often intellectual and analytical and excel at tasks requiring problem-solving and critical thinking. They may struggle with emotional situations and need extra support and guidance when dealing with feelings. Thinkers are typically calm and composed, and others often respect them for their intelligence and rationality.

Persister personality:

Persisters are reliable, dependable, and organized individuals driven by a need for stability and security. They tend to be traditional and cautious and value predictability and routine. Persisters are dedicated, observant, and conscientious. They are committed and faithful, recognized for their high standards and dedication to them. They may struggle with change and need extra support and reassurance when facing new situations. Persisters are typically calm and composed; others often respect them for their level-headedness and dependability.

Harmonizer personality:

Harmonizers are empathetic, sensitive, and supportive individuals driven by a need for connection and belonging. They tend to be compassionate and nurturing and value harmony and cooperation. Harmonizers are often warm and caring and excel at tasks requiring interpersonal skills and understanding. They may struggle with confrontation and need extra support and guidance when dealing with conflicts. Harmonizers are typically calm and composed; others often respect them for their caring and supportive nature.

Imager personality:

Imagers are calm, imaginative, and visionary individuals driven by a need for beauty and aesthetics. They are reflective, introverted, and innovative. Imagers need time and space to come to a decision. They are incredibly patient and can concentrate on a task if needed for hours. They may need help with practicality and extra support and guidance with planning when faced with tasks requiring attention to detail. Imagers are typically imaginative and artistic; others often respect them for their creativity, conceptualization, and vision.

Rebel personality:

Innovators are creative, spontaneous, and adaptable individuals driven by a need for novelty and change. They tend to be adventurous and flexible and value creativity and innovation. Rebels are often imaginative and open-minded, and they excel at tasks that require thinking outside the box and coming up with new ideas. They may struggle with structure and routine and need extra support and guidance when faced with tasks requiring attention to detail. Rebels are typically energetic and enthusiastic, and others often respect them for their creativity and resourcefulness.

Promoter personality:

Promoters are adaptable, persuasive, and charming individuals driven by a need for action and intensity. They tend to be energetic and bold and value enthusiasm and excitement. Promoters are often lively and passionate and excel at tasks requiring energy and enthusiasm. They may struggle with patience and need extra support and guidance when faced with tasks requiring careful planning and execution. Promoters are typically passionate and expressive, and others often respect them for their energy and enthusiasm.

Summary PCM personality types:

How does the PCM personality test improve your performance at work?

The PCM® profile is a growth driver.

I always use the PCM® profile before coaching my clients, individually or in group coaching. Their PCM® profile informs me about the areas that person is going to benefit faster and sets a foundation for our coaching approach.

In return, the PCM® profile helps managers, teams, and employees identify challenging personality traits and makes it much easier to change how we react, adapt behavior, and grow.

The approach for each type is different. Where rebels need a response, harmonizers need a calming word and imagineers space. Learning to provoke others and accept responsibility instead of complaining can give managers and leaders all they need to thrive.

When is a PCM personality test recommended?

I recommend taking a PCM® personality test in three scenarios:

1. Building team efficiency. When a team fails to cooperate and work together, PCM® reveals how to boost team collaboration and engagement based on personality traits and communication.
2. Leadership development. PCM® supports leaders in balancing their personalities and create leadership styles that combine focus, adaptability, and empathy.
3. Training leadership coaching. I recommend PCM® for top managers while they are training their leadership coaching competencies. PCM® gives the awareness and the tools to modulate self-behavior and guide others.

Coaching the six personality types with examples: challenges, actions, and results

Thinkers

• Challenge: Empathy is a thinker's challenge. Thinkers are very rational and work based on facts and data. They excel at micromanaging and are very organized, expecting the same from others. When thinkers come to me for coaching, they see the problem in others, not in themselves: the others aren't organized, they don't respond on time, they don't invest in their professional development, and their bitterness, anger, or disappointment are enormous.
• Action: Thinkers need to understand other people have other needs. By asking the right questions, thinkers can connect emotionally, improve communication and seize expectations, respecting different needs, feelings, timing, and responsibilities.
• Results: Thinkers have a more significant impact when they're compassionate and learn to celebrate success. Emotional intelligence is vital to effective and memorable leadership.

Persisters

• Challenge: Persisters focus and effort to be fair and ensure all work is done according to the company's standards and policies. Persisters revolt around values and respect. In the coaching room, I recognize them because they start numbering the negative around them and the improvements that should take place. They're people focusing on challenges and difficulties rather than successes and achievements. At a meeting or as managers, they can land heavily.
• Action: I coach them to start their next meeting, listing what's excellent and what they find valuable and positive, and then list the challenges and critiques, pointing out what should be done differently.
• Results: Persisters are about improvement. When they identify what's working and show appreciation and attention to their team, they create room for their most challenging requests and gain recognition, and commitment for their work.

Harmonizers

• Challenge: Harmonizers are the ones that start their coaching session by talking about relationships and the people around them. They need their office organized, coffee chats, and comforting time so that "it feels like home." The stress factor for harmonizers is that they would love to be accepted not only as a professional or colleague but as a person and human being. Over-adaptation is their challenge.
• Action: I coach harmonizers to have a sense of worth for themselves and to set boundaries with grace. It's pivotal to experience that if others don't take the time to chat with them, it's not because they don't value or accept them but because they have other drivers and priorities.
• Results: When balanced, they excel thanks to their emotional intelligence and people's wisdom.

Imagineers

• Challenge: When imagineers come for coaching, they stress the organization's lack of strategy. If a lot is going on, they are overwhelmed. They feel they don't know where they're going and think everyone is taking their path. Imagineers need to have direction in their life and their company.
• Action: They need to learn how to focus on one thing, finish it and only then move to the next one. It's healthy for them to withdraw and find their space in the office to think things through. That gives them clarity and direction.
• Results: They can take direction from their leaders and guide their teams. Imaginers are the ones who envision and can create great concepts, working, and living spaces. But for others to understand and understand the world, they need focus, time to develop, and a clear direction. Coaching gives them that.

Rebels

• Challenge: Rebels are creative and innovative. They bring the fun element to the office but can also be disturbing because "they take too much space." The fact is people don't get them. Their challenge is that they're rejected because of their fun, spontaneous reactions, and their ideas don't come through. Rebel clients deal with that pain.
• Action: I coach them to find and stick to their inner drive and communicate their ideas. And not to blame others if they fail.
• Results: They excel through their creative ideas when they communicate in a way that others listen. Rebels will gather a response when they learn to speak to the rational side of thinkers and persisters and give time to imagineers to think everything through. And all they need is a positive response.

Promoters

• Challenge: For promoters, it is not about ideas but action. They devise a solution if there is an initiative, so they're constantly looking for new challenges. When they come to me, they complain about feeling bored and not having an opportunity to develop: they can't find the challenge in the company anymore. They are fast and expect others to run on their tempo and effectiveness. As directors, delegating is difficult for them. If thinkers believe others can micromanage as well as they do, promoters distrust others to follow their tempo. Their challenge is not to go in a hundred different directions.
• Action: I guide them to identify their priorities and act based on them in their company and private life. They need to sense when other people fall "off the wagon."
• Results: When they understand their priorities, and the pace goes down, they become aware of other people's rhythms and preferences and can invite them in without being so directive.

What is your process communication model? Take your test now.

You can discover your PCM® profile if you fill out an online PCM® questionnaire. Questionnaires are only available via a Certified PCM® coach. You CAN NOT find them anywhere else online, and they are not available for free.

PCM® is an ICF (International Coach Federation) certified methodology and the intellectual property of Kahler Communication Inc.

How to do your PCM® test

Once you select your PCM® coach and register, you'll receive a link to fill up our questionnaire. This link is valid for seven days.

Completion time takes approx. 60 minutes. The test is available in your native language, and I recommend taking it in one sitting for focus and concentration. There's no time pressure, though. Once you finish, you can review your questions before submission.

You will receive your PCM®report plus a two-hour feedback session with a certified PCM coach. This session aims to help you understand your PCM personality profile and how to best incorporate it in everyday use, in private and professional life.

The Process Communication Model® is the profiling tool to make a visible difference in your relationship-building and communication style.

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I'm the founder of BOC Institute, one of the renowned consulting agencies for international companies operating in Slovenia and South-East Europe.

I coach CEOs and top managers 1:1 worldwide. I'm here to save you time, energy, and money through your objectives, decision-making, and leadership development. I understand we can change the world one coaching session at a time!

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Simona Špilak www.simonaspilak.com