2. Co-Branding
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3. Motivation, Intention, & Behavior
Your self-perception Their perception of
is based on… you is based on…
COMMENT:
Animation
reveals internal
MOTIVATION MOTIVATION
intentions and
internal
motivations
…what you are trying to do. …what they are seeing you do.
6. Blue
ALTRUISTIC–NURTURING
MOTIVATIONAL VALUE SYSTEM
Concern for the protection,
growth and welfare of others
VALUED RELATING STYLE:
Being open and Trying to avoid being
responsive to the needs a burden to others
of others Ensuring others reach
Seeking ways to bring their potential
help to others Ensuring others are valued
Trying to make life easier Defending the rights of
for others others
7. The higher
the number, the
more frequent
the motivation.
Frequency of motivation
is not an indicator of
skill, competence or
effectiveness.
8. Activity
MVS Color
How to
Like Dislike
4 MVS Groups influence
B
COMMENT:
Slides that prompt
R
chart creation for
groups give a clear
starting point for the
G
chart.
H
9. The Dot vs. The Arrowhead
Motivational Value Conflict
SYSTEM SEQUENCE
3 types of motivation 3 types of motivation
working TOGETHER working in ORDER
10. Red-
Red-Blue
Fair
Fair Blue Red
Hub
Fair
Blue-
Blue-Green Red-
Red-Green
Green
The connection
between motivation Fair
and behavior
11. COMMENT:
Activity: “Where Do You Stand?”
New activity
documented in
Facilitation
Guide text.
1 2 3 4 5 6 7 8 9
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15. Elias H. Porter, Ph.D.
Prominent psychologist, peer of Carl Rogers
Author of Introduction to Therapeutic Counseling
and Manpower Development
Developer of Relationship Awareness Theory
Key Influences: Sigmund Freud, Erich Fromm
Elias H. Porter
Author of the SDI 1914 - 1987
BLUE (Altruistic-Nurturing)
16. Ethical Use of SDI
SDI Does SDI Doesn’t
Generate Diagnose
conversations Predict
Build Make selection
relationships decisions
Manage conflict Prescribe
Create
understanding
17. Our Vision
We look into the future and see a world where:
Effective relationships are viewed as essential to the
success of individuals and organizations
Preventable conflict is eliminated
All conflict is managed to create positive results and
restore the self-worth of the parties involved
People's strengths are recognized and valued because
their motives are understood – by themselves and by
others
People feel empowered to choose their behavior based
on the intended result of the behavior
We are approaching that future by creating a common
language for relationships; making SDI a part of our
clients’ culture.
