SDI – A Research-Based Mapping

SDI – A Research-Based Mapping for Developing Relational Intelligence (RQ)

Recently, various media have discussed the use of personality tests in recruitment and organizational development. Several methods have been criticized for lacking scientific foundation.
It is therefore important to clarify that SDI – Strength Deployment Inventory is not a test, but a research-based mapping and reflection tool designed to strengthen relational intelligence, self-awareness, and collaboration.

Scientific foundation and history

SDI is based on Relationship Awareness Theory, developed by Dr. Elias H. Porter (1914–1987), psychologist and contemporary of Carl Rogers, one of the most influential figures in humanistic psychology.
Porter’s research focused on understanding why people act the way they do in relationships – both when things go well and when conflict arises.

The theory was further developed by Dr. Tim Scudder, PhD, and the research team at Core Strengths in the United States.
The most recent version of SDI summarizes over 70 years of theoretical and empirical work, with documented reliability and validity. SDI is a digital, algorithm-based assessment that ensures consistent, objective, and reliable reporting for every participant.
The research integrates insights from Erich Fromm, Karen Horney, and Carl Rogers, placing SDI within the tradition of humanistic and relational psychology.

What SDI is – and what it is not

SDI is not a test. There are no right or wrong answers, and it is not used to judge, categorize, or compare people.
It is a self-reflective mapping that helps individuals understand their inner motivational drivers, what inspires them in interactions with others, and how their strengths can be perceived – both when used effectively and when overdone.

The purpose is to create self-awareness and dialogue – not about the person, but for the person.

Four perspectives that create a whole

SDI consists of four interrelated components that together provide a comprehensive view of how an individual relates to others:

Motivational Value System (MVS) – what motivates us when things are going well.
Conflict Sequence (CS) – how we respond under stress or conflict.
Strengths Portrait – the strengths we rely on most at work.
Overdone Strengths Portrait – strengths that, when overused, can become obstacles in relationships.

Unlike many tests, SDI results are instantly available to the participant.
Immediately upon completion, each participant receives a personal PDF report, enriched with short explanatory videos, reflection questions, and practical tips to deepen understanding.
SDI is available in over 20 languages, making it accessible and relevant across multilingual and international organizations.

A unique blend of motivations – not colors

In SDI, no person is a color.

To make the theory accessible and easy to remember, Porter introduced colors as a visual and pedagogical aid – not to label people, but to facilitate understanding and dialogue about motivation and relationships.
Each of us represents a unique blend of motivational drivers, and there are no rigid boundaries within the SDI triangle.
We all draw on three core motivations – People, Performance, and Process – but in different proportions.
This diversity creates creativity, adaptability, and strength in collaboration.
SDI helps us view these differences as complementary, not opposing.

Relational intelligence in practice

SDI is a tool for developing Relational Intelligence (RQ) – the ability to understand and manage relationships with awareness, respect, and effectiveness.
It helps people to:

Communicate successfully with a focus on the receiver,
Give and receive feedback constructively and respectfully,
Build trust, understanding, and collaboration – even in challenging situations.

With greater self-awareness and understanding of others’ motivations, it becomes easier to prevent misunderstandings, resolve conflicts, and create lasting, productive relationships.

Areas of application

SDI is used globally across organizations, companies, and the public sector in areas such as:

Leadership development – understanding how different motivational patterns influence leadership and collaboration.
Team and culture development – creating psychological safety and a shared language for teamwork.
Communication and conflict management – understanding the motives behind behavior and acting with intention.
Personal development – strengthening self-awareness, accountability, and relational competence.

Why organizations use SDI

Built on well-documented research (Porter, 1950–1987; Scudder, 1995–>).
Promotes self-awareness, reflection, and dialogue – not judgment.
Is inclusive, ethical, and non-evaluative.
Creates practical value in everyday work, leadership, and relationships.
Enhances relational intelligence and collaboration – the foundation for sustainable results.

Sources and further information

Porter, E.H. (1950, 1973, 1985, 1996). Relationship Awareness Theory and Strength Deployment Inventory.
Scudder, T. (2019). History and Development of the SDI 2.0. Core Strengths, Carlsbad, CA.
Core Strengths: www.corestrengths.com
Crucial Learning: www.cruciallearning.com

Would you like to learn more about SDI and see how it can enhance understanding, collaboration, and results in your team and organization?

Get in touch with us – we’d be happy to tell you more!