Assessment Overview and Comparisons
In the world of assessment instruments, we are not aware of any communication assessment tools besides the Kendall Life Languages Profile™ (KLLP™). Instead, people try to use psychological and psychosocial behavioural tests to predict behaviour and communication. Then, these indirect measures of behaviour are generalised to the specific situations or environments desired. The effectiveness of this approach is open to the interpretation of the test administrator and limited by the theory behind it.
Generally, the goal of clinicians is to bring the client to a better understanding and awareness of himself or herself and key relationships with others. The goal of employers is to match job requirements to employee skills and abilities. They may also wish improve employee behaviour and communication skills. Psychological assessments have limited success when applied o anything beyond the scope of self-awareness psychiatric testing is generally effective in diagnosing based on quantitated theories and functional definitions.
Assessment tools may be divided into different categories based on their purpose and design. There are psychological type and personality assessments such as; The four Temperaments Myers-Briggs® Type Indicator (MBTI), 16 Primary Factors (16PF), DiSC®, Keirsey Temperament Sorter. Taylor-Johnson Temperament Analysis®, Gifford Zimmerman Temperament Survey, California Personality Inventory (CPI), Jackson Personality Inventory, Omnibus Personality Inventory, Motivational Appraisal of Personal Potential (MAPP) Assessment, and the Comrey Personality Scales, Employee Reliability Inventory, to name a few. These tests generally contain true-false or multiple choice questions that seek to determine the attitudes, experience, interests, reliability, emotional stability, and other personality features. Some tests seek to predict specific types of behaviour. The theory behind the tests is the basis of measuring the total pattern of responses as to what is consider normal.
Psychological tests that involve projection of the test taker based on specific stimuli are called Projective Tests and include: Holtz Ink Blot Test, Drawing Person (H-T-P), Bender Visual Motor Gestalt, Sentence Completion Technique, Association Technique, Thematic Apperception Test (TAT), and the most famous Rorschach® Ink Blot Test. These instruments have the lowest test/retest reliability due to the subjective nature of interpretation by the test administrator. Projective test interpretation is highly subjective and is not standardised.
Many intelligence instruments try to quantify a set of skills and knowledge that are thought to represent intelligence. These include, the Why B Simon Development Test, the Gilford Intelligence Model, Thurston’s Primary Mental Abilities Test, Piaget’s Stages of Internal Development, Stanford-Binet Intelligence Scales (SB5), Spearman-RHO, SRA Verbal Form, Thurstone Test of Mental Alertness, Wonderlic Personnel Test, the Wechsler Adult Intelligence Survey (WAIS-R), Wechsler Intelligence Survey Child, etc.
Another category of assessment tools is abilities and achievement tests. These attempt to quantify skills and abilities as a predictor of academic success and achievement. These include the California achievement Test (CAT), the Stanford Achievement Test (SAT), the Graduate Record Exam (GRE), the Legal Stanford Achievement Test (LSAT), the Pre Stanford Achievement Test (PSAT), Differential Aptitude Tests (DAT), Flanagan Aptitude Classification Tests (FACT), General Aptitude Test Battery (GATB), the Armed Services Vocational Aptitude Battery (ASVAB), etc.
Career Tests try to predict a person’s vocational success and happiness based on personal interests as compared to the interest of people in similar fields. The most famous of these instruments is the Strong Campbell Interest Inventory (SCII). Some Career tools attempt to match the government occupational speciality code. Other inventories include: Barriers to Employment Success Inventory, Career & Life Explorer Career Exploration Inventory, Career Occupational Preference System (COPS), Exploring Your Career Beliefs, Job Search Attitude Inventory, Leisure/Work Search Inventory, Pathfinder, and the Work Orientation and Values Survey.
The final category of available assessments is the psychiatric and psychological diagnostic assessments. The two that stand out in this category are the Minnesota Multiphasic Personality Inventory (MMPI-2) updated in 1989. This is the most researched and most administered tool. However, only licensed psychologists and psychiatrist may administer this instrument. This instrument helps psychiatric professionals diagnose patients according to the Diagnostic and Statistical Manual IV (DSM-IV)
The KLLP™ Communication Analysis Report
As you can see, there is nothing that in the market today 9that we know of) that is directly comparable to the Kendall Life Languages Profile™ communication analysis tool. The KLLP™ is NOT a psychological, personality, intelligence, skills, ability or achievement test. It is definitely NOT a psychiatric diagnostic tool. It is a communication and relationship tool. And, it can be generalised to a limited extent as a career guidance tool.
It is also important to remember that the Primary Life Language is not to be used as a “personality type” as if the KLLP™ was a personality test. Everyone has a complete 7 Life Language Profile of all seven Life Languages. And, even if a person has the same Primary Life Language as someone else, it does not mean they are the same. Generally, this can be true but you must consider Score, Range, Gap and Intensity. Someone who is Responder 98 with a Gap of 25 to the second Life Language is much different than a Responder 75 with a Gap of 4 to the second Life Language. Even though they both have the same Primary Life Language, they are very different in their communication.