Creative Style Assessment

Gregg uses two creative style measures in his work, FourSight and the KAI.

FourSight Online

FourSight is a creative style measure that profiles individuals and teams in their strengths and weaknesses related to problem solving. It’s a highly useful tool for building awareness on innovation teams of why diversity of thinking matters. FourSight was developed the the highly regarded creativity and innovation academic Gerard Puccio, PhD.

As the name implies this measure is available online (unlike the KAI detailed below). For that reason it is a great tool to use for widely spread groups, or, in preparation for an innovation or team workshop.

Gregg is a certified FourSight administrator and can make the assessment available to your organization.

The KAI Measure

The KAI is a psychometric instrument used to determine a person’s creative style preference. It’s used in conjunction with Adaptor-Innovator theory. A-I theory and the KAI measure were brought to life by British academic and business consultant, Dr. Michael Kirton. It’s an interesting, useful, and well researched framework. It assumes that everyone is creative — but in different ways. It also assumes that creativity is foundational to problem solving, decision making, and innovation.

This measure provides a discreet, non-pejorative indication of a person’s style. Because of this focus on creative style, it is much easier to explain and understand than more complex measures such as the MBTI. The KAI focuses only on creative style. It does not attempt to measure creative level, cognitive ability, or personality traits.

Gregg Fraley is a certified administrator of the KAI inventory. He’s worked directly with Dr. Kirton in learning A-I theory, the KAI measure and its implications for individuals and groups. Gregg can administer the KAI as a stand alone service, or can integrate it into a keynote speech or creative problem solving workshop.

The benefits of using the KAI measure in an organization include:

  • Understanding the diversity of thinking in groups and teams
  • Making people mindful of the value of different thinking and problem solving styles
  • Re-focusing people and their teams on the organization’s primary mission, and away from internal conflicts
  • Enhancing team cohesion
  • Educating leaders on how to leverage thinking style diversity

For more information contact Gregg.