The IRIS Behavioral Assessment is a scientifically validated, non-cognitive measurement tool built on decades of behavioral research. With more than 9,000 participants in its normative sample and cited in over 1,000 academic studies, IRIS delivers data-driven results with exceptional reliability, validity, and EEOC compliance.
The IRIS Behavioral Assessment is grounded in the Adjective Check List (ACL), a landmark psychological instrument created by Dr. Harrison G. Gough and Alfred B. Heilbrun, Jr. at the University of California, Berkeley. First developed in the early days of the Institute of Personality Assessment and Research, the ACL has been in continuous use since 1952 and is one of the 100 most frequently used and cited tests in psychology.
Dr. Gough (1921–2014) was Professor Emeritus at UC Berkeley and one of the most influential figures in psychological assessment. His two defining works — the California Psychological Inventory (CPI) and the Adjective Check List (ACL) — have each been translated into more than 40 languages and are backed by thousands of academic citations across decades of international research.
IRIS modernizes the ACL with a dynamic, self-descriptive model of 300 adjectives that generates highly personalized behavioral insights. By adding a Real vs. Ideal measurement layer, IRIS transforms a robust assessment instrument into a development-oriented growth tool — revealing not just where someone is, but where they want to go.
Three forms of reliability evidence ensure that IRIS measures are stable, consistent, and free from measurement error.
IRIS demonstrates strong stability of results over time, with correlation coefficients averaging .65 for males and .71 for females across a six-month to one-year interval. Built-in authenticity algorithms detect random, extreme, or inconsistent responses to ensure accuracy and data integrity.
Studies show near-perfect agreement between expert evaluators (r = .95 to .99), confirming that IRIS results align with professional psychological assessments — independent of who is interpreting the data.
Using Cronbach's Alpha, IRIS scales demonstrate high internal reliability ranging from .53 to .95, showing that each behavioral trait is measured cohesively across multiple data points within the instrument.
Validity evidence demonstrates that IRIS measures the right things, accurately, across diverse populations and contexts.
Normalized with a diverse group of more than 9,000 participants across ages, genders, and professions. Translated into 25 languages, ensuring broad cross-cultural applicability.
Advanced factor analysis organizes 300 adjectives into 37 behavioral scales and six global factors, capturing the full spectrum of human behavior with strong convergent and discriminant validity.
IRIS scales correlate significantly with established instruments — the California Psychological Inventory (CPI) and the Minnesota Multiphasic Personality Inventory (MMPI) — confirming predictive alignment with validated psychological measures.
Rooted in the Adjective Check List, one of the most widely translated psychological instruments in history, the ACL has been successfully used in cross-cultural research across dozens of languages and countries.
Independent studies confirm that IRIS results are non-discriminatory across race, gender, age, and disability status. The assessment fully complies with Title VII, ADA, and ADEA standards, ensuring fairness in all selection, development, and coaching applications.
Normalized across diverse ages, genders, and professions — ensuring the assessment is meaningful and fair for a global workforce.
Many behavioral assessments are excellent tools — each designed with a specific purpose. The difference with IRIS is orientation: most tools describe where people are; IRIS is built to develop where people can go.
| Dimension | IRIS | Other assessments (Hogan, DISC, MBTI, Predictive Index, etc.) |
|---|---|---|
| What it measures | Coachable, changeable behaviors and mindsets — what people can grow | Fixed personality traits, stable preferences, or inborn type |
| Change lens | Built for growth — measures current awareness and desired direction | Mostly descriptive; rarely developmental |
| Time orientation | Dynamic: captures how someone evolves over time | Static: a one-time snapshot |
| What the data shows | Where someone is now, where they want to grow, and the size of the stretch | Enduring dispositions, stable styles, or dominant talents |
| Coaching conversation | "Here's how you show up. What do you want to dial up next?" | "Here's who you are" or "Here's your type" |
| Underlying model | Modernized ACL — measures ~100 attributes, Real vs. Ideal to reveal growth gaps | Trait psychology, Jungian typology, behavioral styles, or factor models |
A note on comparison: Tools like Hogan, DISC, MBTI, CliftonStrengths, and the Predictive Index are widely used and well-validated within their intended purposes. IRIS is not a replacement for these instruments in the contexts they are designed for. The distinction is orientation: static tools answer "who are you?" with precision. IRIS is designed to answer "how are you growing?" — making it uniquely suited to coaching, development, and longitudinal tracking across the employee lifecycle.
Validated for use across the full employment lifecycle.
Track and enhance non-cognitive skills that improve academic outcomes and workforce readiness.
Match candidates to roles, identify leadership potential, and guide coaching plans with precision.
Use IRIS data to develop cultures of self-awareness, engagement, and performance improvement.
We're happy to share additional evidence, answer technical questions, or discuss your specific use case.
Review the full reliability and validity evidence and the comparative assessment landscape in our technical documents.