Measurement Tools

Meelup Management has accreditation to provide the measurement tools from Human Synergistics International to clients. has over 9 years experience with this information and has found very high acceptance and respect in recipients of the material.

• Human Synergistics provide a range of unique diagnostic material which has application for individual, group and organisational development.
• With a focus on measuring the relationship between human behaviours and effectiveness and performance.
• Established in 1970, all of their material is research based and continuously tested for reliability and validity and benchmarked against leaders and organizations in the Australia/ New Zealand/ Asian region.
• Forms a critical component in ’s learning model.
• Easy, practical and user friendly.
• Used in over 20,000 companies and organizations

The Circumplex

Human Synergistics’ distinctive circumplex is a quantitative human behaviour measure. The conceptual model arranges variables in a circular manner based on their similarity.

The circumplex represents a synthesis of a collection of seminal contributions on human thinking and behaviour, specifically those that provide insight to the relationship between task and interpersonal orientations and the impact of constructive versus defensive need fulfilment as drivers (causes) of human behaviour. The circumplex brings together twelve styles of thinking and behaving and clusters these into three general orientations:

1. Constructive (blue) style
2. Passive/Defensive (green) style
3. Aggressive/Defensive (red) style

Constructive Styles

Reflect a healthy balance of people and task-related concerns and promote the fulfillment of higher order needs. Styles associated with this orientation are directed toward the attainment of organisational goals through the development of people. Constructive styles account for synergy and explain why certain individuals, groups and organisations are particularly effective in terms of performance, growth and work quality.

11 O'clock Achievement
Based on the need to attain high-quality results on challenging projects, the belief that outcomes are linked to one's effort rather than chance and the tendency to personally set challenging yet realistic goals. People high in this style think ahead and plan, explore alternatives before acting and learn from their mistakes.

12 O'clock Self-Actualising
Based on needs for personal growth, self-fulfillment and the realisation of one's potential. People with this style demonstrate a strong desire to learn and experience things, creative yet realistic thinking and a balanced concern for people and tasks.

1 O'clock Humanistic-Encouraging
Reflects an interest in the growth and development of people, a high positive regard for them and sensitivity to their needs. People high in this style devote energy to coaching and counselling others, are thoughtful and considerate and provide people with support and encouragement.

2 O'clock Affiliative
Reflects an interest in developing and sustaining pleasant relationships. People high in this style share their thoughts and feelings, are friendly and cooperative and make others feel a part of things.

Passive/Defensive Styles

Represent an unduly strong orientation toward people as opposed to tasks, fuelled by and reinforcing individual insecurity. These styles characterise people who subordinate themselves to the organisation but, in the process, end up creating stress for themselves and allowing the organisation to stagnate. Passive/Defensive styles can produce a predictable and secure situation, but at the cost of learning, adaptability and ultimately survival.

3 O'clock Approval
Reflects a need to be accepted and a tendency to tie one's self-worth to being liked by others. People high in this style try very hard to please others, make good impressions and be agreeable and obedient.

4 O'clock Conventional
Reflects a preoccupation with conforming and "blending in" with the environment to avoid calling attention to one's self. People high in this style tend to rely on established routines and procedures, prefer to maintain the status quo and want a secure and predictable work environment.

5 O'clock Dependence
Reflects a need for self-protection coupled with the belief that one has little direct or personal control over important events. People high in this style allow others to make decisions for them, depend on others for help and willingly obey orders—possibly as a result of recent changes in their personal or work lives.

6 O'clock Avoidance
Reflects apprehension, a strong need for self-protection and a propensity to withdraw from threatening situations. People high in this style "play it safe" and minimise risks, shy away from group activities and conversations and react to situations in an indecisive and non-committal way.

Aggressive/Defensive Styles

Emphasise tasks over people and is driven by underlying insecurities. In the extreme, these styles lead people to focus on their own needs at the expense of those of the group. Though sometimes temporarily effective, Aggressive/Defensive styles may lead to stress, decisions based on status rather than expertise and conflict rather than collaboration.

7 O'clock Oppositional
Reflects a need for security that manifests itself in a questioning, critical and even cynical manner. Though people high in this style ask tough questions that can lead to better ideas, they might also emphasise even minor flaws, use criticism to gain attention and blame others for their own mistakes.

8 O'clock Power
Reflects needs for prestige and influence, and the tendency to equate self-worth with controlling others. People with strong tendencies toward this style dictate (rather than guide) others' actions, try to run everything themselves and treat others in aggressive and forceful ways.

9 O'clock Competitive
Based on a need to protect one's status by comparing one's self to others, outperforming them and never appearing to lose. People high in this style seek recognition and praise from others, view even non-competitive situations as contests or challenges to "prove" themselves and try to maintain a sense of superiority.

10 O'clock Perfectionistic
Based on the need to attain flawless results, avoid failure and the tendency to equate self-worth with the attainment of unreasonably high standards. People high in this style are preoccupied with details, place excessive demands on themselves and others and tend to show impatience, frustration and indifference toward others' needs and feelings.