COMPLEMENTARY INSIGHT FOR SENIOR APPOINTMENTS
Career Styles Inventory (CSI) assessment
SPQ*GOLD remains the primary assessment of sales suitability. For a senior sales, management or leadership appointment, CSI adds a broader view of how the individual is likely to approach work and other people.
THE ASSESSMENT HIERARCHY
SPQ*GOLD first. CSI where the role needs it.
PRIMARY · SPQ*GOLD SALES TEST
Will they actually sell?
Role-relevant evidence about the comfort, motivation and behaviour required to create and progress sales opportunities.
COMPLEMENTARY · CSI
How are they likely to operate?
Broader insight into workplace, management and leadership preferences.
WHAT CSI EXPLORES
Workplace preferences that matter more as responsibility increases
People
Working with, managing and leading other people, including communication and relationship preferences.
Information
How someone prefers to acquire, process and use new information.
Goals
Preferences around pursuing objectives, structure and achievement.
Decisions
How the individual is inclined to evaluate options and make decisions.
Pressure
Preferences and likely responses when work becomes demanding or ambiguous.
Leadership context
Questions to explore when the role includes managing performance, influencing others or setting direction.
TWO PRACTICAL CSI OUTPUTS
Individual insight—and a clearer view of the whole team
The attached examples show the distinction between understanding one person’s workplace preferences and comparing patterns across a leadership or working team.
INDIVIDUAL CSI REPORT
A detailed workstyle profile
The report shows where a person’s preferences sit against the moderate range, then translates the results into practical behavioural implications across interpersonal style, learning, work orientation, decision-making and pressure.
TEAM CSI MATRIX
See similarities, differences and outliers
The matrix places team members side by side across the CSI dimensions. It helps a manager identify contrasting preferences, potential friction points, complementary strengths and areas where one leadership approach is unlikely to suit everyone.
Example team names and scores are shown solely to demonstrate the format and comparative output.
What the client receives
- Overall workstyle interpretation
- Leadership and communication implications
- Questions to explore further
- Management tips for stronger preferences
- Development guidance
- Cross-reference to the demands of the role
When to combine the assessments
Use SPQ*GOLD when selling is central to the role. Add CSI when the appointment also carries meaningful responsibility for people, leadership, complex decision-making or performance under pressure.
The combined view distinguishes two important questions: are they likely to sell? and how are they likely to operate once appointed?
