Why did God Design You as He Did? Personal Assessments, $14.99

Have you ever wondered why God made you the way he did? Do you question what God’s purpose is for your life? The personal assessments offered by AssessME.org will help provide significant clarity to these questions. For only $14.99 you will complete the ePersonality, Leadership Style, and GraceGifts assessments. For more information regarding these assessments, select from the options below:

Click Here to Learn About the ePersonality Assessment

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The ePersonality assessment (i.e., personality test) is a 4-quadrant assessment tool which divides the spectrum of Christ Followers into 16 Ministry Temperaments. The exclusive objective of the ePersonality assessment is to identify how God designed you for ministry service, and the assessment reports clearly reflect this priority. Your Ministry Temperament is a unique ministry style which is defined by God-ordained personality dynamics. God knew the “good works” that He prepared in advance for you (Ephesians 2:10), and so he equipped you with everything good for doing His will (Hebrews 13:20,21)…this includes your personality inspired Ministry Temperament.

Your ePersonality report will contain a descriptive title that is relevant to ministry, ministry service highlights, a summary description of your Ministry Temperament profile…i.e., who God made you to be, and what you can contribute to the local church ministry, as well as an explanation of how church leadership may help ensure your ministry success.

Sample Report: The Planner Profile

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Highlights

•   Excels at strategic planning
•   Sees all the steps necessary to accomplish any project
•   Is proficient at managing projects through all stages of development
•   Prefers science, technology and organizational philosophy
•   Has very demanding expectations
•   Is stimulated by vision, and will pursue a vision relentlessly to its conclusion
•   Are strong strategic leaders and consultants

Who God Made You To Be

The Planner excels at strategic planning regardless of the size of a project. They have a God-given ability to visualize all the steps that need to be accomplished in order to successfully conclude a venture. Planners apply logical and technical systems. They can quickly size up and organize an abstract idea and devise a solid system that will provide positive results. Because of this ability, they often serve as corporate executives, business owners and technology designers.

The Planner is virtually tireless in his or her obsession to create innovative and original solutions to problems. Originality is a very important attribute of their personality. Planners are at their best when presented with a challenge that currently has no known solution. They are very adept at observing such opportunities for innovation and leading the team to create the product, service or organization that will address the observed need.

While Planners develop systems and solutions that must have a practical application, their mind spins in the world of operational philosophy. Better than any other personality, Planners excel at taking an abstract idea and developing a practical solution. Although the Planner does invent, he or she is not satisfied until the invention has been properly designed, developed, completed, and generally accepted. It is the ability to lead throughout the stages of any large and innovative project that makes the Planner so unique.

The Planner is typically an intellectual, often with almost genius capabilities. The Planner is well versed on many topics; but leans toward science, technology and organizational philosophy.

The Planner will be relentless in his or her pursuit of a vision. They are often found working many hours, even to the point of neglecting food and sleep. In fact, Planners may often have difficulty sleeping because their mind is constantly in motion. They cannot help but analyze the information of the day, envision possibilities for the future, and construct innovative systems.

Planners tend to work alone much of the time but value having a highly skilled team to lead. The Planner must have a high regard for the professionalism and skill of each team member. Because of the demanding nature and high standards held by the Planner, people around him or her may have feelings of inadequacy. The Planner will build team commitment by selling the virtue of the system, product or organization to the team members.

What You Can Contribute To The Ministry

Planners will be very helpful in guiding ministry leaders through strategic planning, designing new ministry structures, and leading church planting and satellite ministry development ventures. Planners also make excellent teachers, consultants, leadership equippers, and software developers.

How Leadership Can Support You

Ministries may have difficulty identifying Planners. This may be because Planners are the rarest of all personality types. Many ministries seek to apply proven models and have not developed an attitude of valuing ministry innovation. By their very nature, Planners do not fit well in the establishment .

When Planners are empowered for a task, they may envision and speak about the future of the project as though it is already a reality. To them it is! Leadership, in such cases, will need to work hard to catch up to the Planner. If leadership does not make this effort, they will either default to “followership” or reject the work of the Planner (and thereby the Planner him/herself) as too complex.

Click Here to Learn About the Leadership Style Assessment

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The leadership Style Assessment may look simplistic, but the theory that under-girds this assessment tool is quite profound. The Leadership Style Assessment examines the aspect of our temperament that governs our unique style of influence. Every person has a unique style of influence. So, whenever a person exerts influence over others, for either good or bad, they are at that moment acting as a leader. The most basic definition of leadership is: Leadership = Influence.

The Leadership Style Assessment is designed to support healthy team building, identifying what function each team member should play in support of the team. The data is also helpful for constructing leadership development programs for each unique leadership category. The data can be used to guide succession planning strategies. It can also raise red-flags if the assessment conveys a “flat-line” report, which can occur because an individual does not know themselves very well, or because he/she is recovering from issues of emotional, physical, sexual, or spiritual abuse.

Learn more about how to use the Leadership Style Assessment data within your church by ordering David’s book: Made for a Mission, by CLC Publications.

Sample Report: Pioneering Leader

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Highlights

•  Entrepreneurial individuals who need to be involved leading new ministry development

•  Highly motivated by a noble vision and driven to make the vision a reality

•  Very task oriented, but view the necessary tasks as steps in a grand mission that will result in a positive impact upon many people

•  Bring to the team vision, direction, passion and motivation

•  Value high risk/high reward ministry ventures and will likely be a dominant change agents within the life of an organization

Pioneering Leaders are willing to push themselves and take appropriate risks, striving to discover and reach long term goals: “forgetting what is behind, and straining for what lies ahead” (Philippians 3:12). Pioneering leaders are passionate and are wholly committed to a vision. Paul is a great example of a leader who was focused on pushing out the boundaries of the church, despite the personal risk.

Pioneering Leaders are at their strongest in the early stages of a vision or project, excited by seeking out where God is calling. However, as time passes they may lose interest in the implementation of a vision, eager to be looking ahead to the next challenge. Pioneers are very entrepreneurial. They must be involved in new ministry development. They may also excel in areas of strategic planning, administration or team leadership. However, if Pioneers are asked to serve in such roles without being able to develop new and better ways of accomplishing the work of ministry, they will likely become frustrated.

Pioneers are very task oriented. Pioneers typically claim that they care deeply about people…and will likely cite their passion to reach others for Christ as their justification for developing new ministry systems, programs, and organizations. Because they are naturally vision and task oriented, they may unfortunately be perceived by others as “pushy” or lacking in sensitivity. The Pioneer is typically unaware of how other people may be feeling in this regard. The Pioneer is so motivated by the noble nature of the vision, and the exciting process of creating new and better ministry systems, that they may assume all people are motivated by these same criteria. In fact, most people types are not risk takers like the Pioneer, and are motivated by a sense of stability and security. The values of the Pioneer threaten the values of most people who prefer to move slowly when implementing any change from the status quo. When non-pioneers, who value slow incremental change, are empowered to dictate the pace of an entrepreneurial venture and try to reignin or control the Pioneer, the consequences are typically devastating to all involved as well as to the project. The Pioneer must be empowered to lead. Appropriate support and accountability structures for the Pioneer should be built into the team dynamics of the Pioneer’s team.

In a team context, the Pioneer will bring vision, direction, passion and motivation to the team. The Pioneer should be given full responsibility for leading and implementing the various tasks associated with the project. Since the Pioneer is uniquely capable in their ability to grasp a vision, they may find themselves speaking of the future as though it already exists. For them, it does. Their mind already sees themselves in that future state. Pioneers can already sense and feel what it will be like when the new program, system or organization is fully established. This unique ability to “live in the future” may frustrate team members who can only clearly perceive the present. These team members see all the obstacles that must be overcome in the present and may feel overwhelmed by the enormity of it all. Team members may accuse the Pioneer of being a “dreamer”. The Pioneer is not blind to such obstacles. The Pioneer, however, is able to envision their way through the obstacles in ways that others cannot. A negative consequence of this special insight ability can be that the Pioneer may not adequately affirm nor address the emotional, conceptual and practical needs of other team members. In such cases, team members may feel that the Pioneer simply disregards their concerns and devalues them as individuals. From the Pioneer’s perspective, the more team members raise objections to completing the mission, the more frustrated the Pioneer will become. In his or her frustration, the Pioneer will typically become more forceful in appealing to the vision. The Pioneer may begin to feel that team members are not truly committed to the mission or may spiritually lack the necessary faith to complete the mission.

Because of the relational challenges typically experienced within a team environment, Pioneers should have responsibility over the task elements of a project, while the human elements of the project should be addressed by a Team Leader. Similarly, the Pioneer typically prefers to stay in the “Big Picture” of the project and may become frustrated when having to deal with the fine details associated with a task. Operational details should be addressed by an Administrator. Many Pioneers are excellent Strategic Planners and can create elaborate road map strategies that enable Administrators and Team Leaders to properly fulfill their duties. However, some Pioneers may lack such strategic planning skills. In such cases, a Strategic Planner should be added to the team. And finally, developing new systems, programs and organizations are high risk ventures. Often high risk creates high stress within a team, especially as the project proceeds over many months. The Pioneer is generally ill-equipped to pastor and encourage the team through stress related issues. Every entrepreneurial team should have one team member whose primary responsibility is to pastor and encourage the team members emotionally, spiritually and relationally.

It is important that Pioneering Leaders realize that they cannot accomplish the vision alone…they need their team members and the team members need the Pioneer. 1 Corinthians 12 affirms that the Body of Christ is comprised of many different members who all need one another. It also affirms that God positions the members of the body, just as He has determined. God created the Pioneer and positioned him or her strategically in this world, at this particular time, and within specific churches because God intends for them to create new ministries, systems and organizations that will propel the Kingdom of Christ forward within a world that desperately needs to know the power and love of their Creator God.

Conclusion:

The Pioneer typically functions as the Team Leader during the early phases of new ministry development. As the new ministry matures, the Pioneer will need to hand off the ministry to a gifted Team Leader.

Click Here to Learn About the GraceGifts Assessment

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The GraceGifts spiritual gifts assessment included in AssessME.org is an important aspect of your ministry mobilization program. Unlike other spiritual gifts assessment tools, AssessME.org filters the practical ministry gifts through your personality preferences. We call these results: “Gift Expressions”. So for example, two people may assess with the gift of teaching. However, the first person is highly relational and so would prefer to use their teaching gift in a small-group or one-on-one. Whereas the second person may be highly task-driven, and so he/she values the content to be taught, preferring a classroom or large-group teaching environment. So if you are asked to serve within the wrong context, ignoring your Gift Expression, you will likely be ineffective.

So filtering gift results through personality dynamics is a crucial step to ensure that you are serve Christ according to your created design.
For this reason, we recommend that you take the Personality test and Leadership Style test prior to taking our Grace Gifts spiritual gifts assessment.

Serving from Our Strengths

Another powerful feature of the Grace Gifts spiritual gifts test is that the report format focuses on your top six gifts. It is essential that you are affirmed for the strengths that God has given you, and restrict your service commitments to roles that are consistent with your design, leadership style, and giftedness.

If you commit to serve from your weaker spiritual gifts, you will likely experience higher levels of stress, lower levels of satisfaction, and limited effectiveness. While the Bible says, “when we are weak, God is strong”, the whole reason for exploring Spiritual Gifts is to learn how God is working and empowering people for effective ministry…serving from our strengths is a foundational mobilization principle.

Spiritual Gift Types

  1. Spiritual gifts are represented in two distinct categories: personality-dependent gifts and self-evident gifts.Self-evident gifts, also know as “Revelatory Gifts”, are generally understood to be tongues, interpretation of tongues, miracles, etc. In his book, “Made for a Mission”, David A. Posthuma describes the nature of revelatory gifts on page 183:

    “A second category of spiritual giftedness exists that is strictly revelatory in nature. In other words, God “reveals” them through us only at the moment the specific gifts are needed. The revelatory gifts are distinctly different in nature from the practical ministry gifts. While the practical gifts are augmentations of our created nature and their utilization is filtered through our personalities, this is not the case with revelatory gifts. Instead, they are used in the moment as directed by the Holy Spirit. For example, a Christ follower may have a sudden and overwhelming awareness that God desires her to pray over someone for their healing. When she prays for the individual, God in turn heals. The Christ follower may or may not ever again be able to repeat the use of such a miraculous gift. Nor does her personality dictate how the prayer for healing should occur. When referring to revelatory gifts, it may be more accurate to communicate that “God has used me to heal others,” rather than “I have the gift of healing.” Revelatory gifts are not something that we can possess. They are not natural to our humanity. These “grace gifts” are extended to us in such a manner that human beings can never take credit for them. They are clear and unadulterated penetrations of the divine into our fallen world. Revelatory gifts may include: Healing, Word of Knowledge, Prophecy, Speaking Publicly in Tongues, and Interpretation of Tongues. Some theologians also include Exorcism within the revelatory list”.

    If God has worked through an individual in such a manner, then that person would definitely be aware of this fact. For this reason, the default setting for assessing spiritual gifts within AssessME.org does not include self-evident (revelatory) gifts. However, the AssessME.org program does support assessing self-evident giftedness as a system option which your account administrator can easily turn-on with a click of a checkbox (See “Center Options” within your ministry’s administrative account).

    Personality-dependent gifts are often called “practical gifts” or “service gifts”. Our God-given personality influences how we apply our various service-gifts. For example, if an individual assessed to have the gift of teaching, their personality would define whether they would serve best within a small group (highly relational) or within a classroom (highly task-oriented). If we fail to filter assessed gift results through personality dynamics, we risk mobilizing people into inappropriate ministry positions. AssessME.org allows the end-user to drill-down and identify how their giftedness is “expressed” (Note: Gift Expressions are sub-categories of general gift categories) based personality dynamics and other practical factors. For this reason, AssessME.org strongly encourages system users to take the ePersonality and Leadership Style assessments, which focus upon personality dynamics, prior to completing the GraceGifts assessment.

  2. The Bible does not offer one definitive spiritual gift list. With this understanding, AssessME.org should be utilized as a human resource tool for the local church, designed to help mobilize every willing Christ follower into ministry service. Our program prioritizes God-given personality traits and encourages system users to evaluate their spiritual gifts through the lens of their God-given personality and leadership style.The use of our three distinct assessment tools provides an intentional check-and-balance with one another, ensuring the accuracy of the assessment results. When an inconsistency between the three assessments exists, leaders are encouraged to explore the inconsistency in a pastoral manner, with the individual.Explore the Personality-dependent service spiritual gifts:

Explore the following revelatory spiritual gifts: