The MSCI focuses on a person’s strengths, not limitations. In this experiential career model, I encourage the recognition of all strengths including passion, artistic talents, motivation, and joy. Although these qualities cannot be scientifically measured, they can be deeply felt, stirring one’s emotions and become a good fit to a chosen career.
Thus, the MSCI is not about analyzing past or current cognitive abilities in order to assign a score based on comparisons to others. Systems are fixated on test scores, labels, and a person’s functionality levels. In my view, test scores often present doubts and evoke emotions of lack in an individual. I think when test scores are over emphasized in guiding decisions, we limit seeing the individual’s true potential. Our blocked perceptions can effect their opportunities to learn, have exposure to settings, enjoy life satisfaction, and access work or a career possibilities.
The domains of self expression, personal preferences and emotional strengths offered in the MSCI are often absent from other career assessments. Yet, these domains in combination are important to the understanding of one’s capability for a job or a career. There is no score with the MSCI, but there are rich qualitative findings noted about the individual that can lead to strength development and career possibilities.