Personality Test, Personality Profile & Potential Analysis

Are you interested in your individual personality profile?

Knowing your own strengths, weaknesses and behavioral patterns offers significant benefits.  A personality test gives you an objective view of your own personality. This perspective makes it easier for you to identify those areas that you can rely on. On the other hand, you also have the opportunity to identify aspects that you need to work on to become an even more effective leader. Whether you need help improving your communication skills or assisting in the effective management of your business, knowing your individual behavioral tendencies and motivations can greatly assist you in your career as a leader.

A scientifically based personality test and the resulting personality profile or potential analysis (personality diagnostics) provide an ideal basis for this.

Advantages of Personality Inventories

Professionally created personality profiles and personality assessments provide valuable services in career counseling, executive coaching and personnel selection. The objectified presentation and analysis of one’s own strengths and weaknesses is almost always a start to a successful coaching. The same applies to a successful career counseling.

Because numerous studies show that intelligence and professional qualifications (such as a certain vocational training or a specific degree) can predict career success only partially. A person’s personality is at least as strong an indicator of future success.

Especially when filling management positions, many companies now rely on the support of a professionally created personality profile: After all, an objectively conducted assessment of the personality (profiling) of the candidate allows for a sustainable fit of the personality profile with the advertised position.

But what exactly can you expect from a personality test and the personality profile based on it? In the course of an (online) personality test (eg MPA – Master Person Analysis) essential personality traits, motives, characteristics and behavioral tendencies are collected. The evaluation of such tests provides answers to a number of questions:

My Personality Profile

What motivates me? And where are my potentials?

In both career counseling and personnel selection, it is crucial to have the clearest possible (objective) view of what motivates and motivates a person. The goal is to gain a better understanding of which motives provide us with the energy to make daily decisions and inspire desire to act in us.

In order for us to develop professionally, our motives must be in harmony with our (future) tasks. If this is not the case, the achievement of professional goals becomes a daily overcoming. As a result, we are quickly exhausted and lose our capacity. But if our job responsibilities are in line with our existing behavioral and motivational motivations, we can handle challenges with greater ease. We remain efficient and are more successful in the long term.

A scientifically based personality profile provides answers to the following questions:

  • What kind of tasks do I find stimulating?
  • Am I more motivated by short or long term goals?
  • How strong will I assert myself in a particular context, how assertive will I be?
  • Do I prefer to focus on one thing or do I tend to do multiple tasks at the same time?
  • And how do I behave when I’m under pressure?

Another interesting aspect of one’s own temperament is how to deal with the personal energy balance and the need for rest, security and relaxation. People with a low need for rest like to take risks and are adventurous, courageous and fearless. People whose need for rest is higher need comparatively more relaxation. This helps to avoid anxiety, stress and worry.

Free Initial Consultation

Free 30-minute consultation about your personality profile at +43 664 954 53 09

The Properties of Pesonality Profiles

Conscientiousness

This property stands for orderliness, responsibility and attention to detail. It gives answers to the following questions:
Do I like dealing with details or do I prefer a more global view of new projects, issues and tasks?
What significance does order and structure have in my daily work processes?
People whose need for structure and order is particularly pronounced pay attention to details and are happy to organize. They feel most comfortable in a stable and predictable work environment. You have good qualifications for a career in a hierarchically structured company. On the other hand: People with little need for structure and order like to leave the planning and organization to others. They value flat hierarchies, flexibility and are tolerant of uncertain (ambiguous) situations. Often they have a high ambiguity tolerance.

Openness to new experience

Do I prefer the routine and value predictable work processes?
Do I stick to good practice or do I stand for innovation and creativity and strive for freedom in a professional context?
In this context, curiosity also plays a role: people who have a strong need for new intellectual stimuli are often inquisitive, appreciate new information, theoretical questions and discussions and want to understand their meaning and larger connections. People with less curiosity prefer concrete problems and their practical solutions.
Answers to questions about a person’s typical work habits will most likely help to find the right candidate, position, and employer.

Labor Practices

How do I approach my daily work?

The typical way of working of a person can be crucial for the long-term success in his professional development. Depending on which tasks are at the center of a job description, answering the following questions will be crucial:

What is my risk affinity?
Am I risk-taking and tend to make quick decisions or do I tend to sleep over important issues again?
In other words, do I try to avoid risks? Do I accept longer-lasting decision-making processes?

Communication Behavior

How do I communicate?

Tests can also provide an answer to the question of what kind of communication you tend to prefer. It is also about the perspective from which you enter into the communication with others, such as, for example:

From an enthusiastic perspective?
From a supportive perspective?
From a pragmatic perspective?
From an analytical perspective?

Team roles

Which team role is best for me?

Do I stick to good practice or do I stand for innovation and creativity and strive for freedom in a professional context?

In this context, curiosity also plays a role: people who have a strong need for new intellectual stimuli are often inquisitive, appreciate new information, theoretical questions and discussions and want to understand their meaning and larger connections. People with less curiosity prefer concrete problems and their practical solutions.
Answers to questions about a person’s typical work habits will most likely help to find the right candidate, position, and employer.

Need for recognition and acceptance

Almost all people share the need for social acceptance and recognition. However, this need is very different for individual people. People with a high need for recognition and acceptance want to be valued first and foremost by others. Conflicts tend to avoid such people. They react comparatively sensitively to criticism and rejection. People with a low need for recognition tend to be more objective with criticism, self-confident, and sometimes perceive criticism to a lesser extent. Such findings help significantly in successful conflict management.

The social behavior of people is shaped not least by their interest in prestige and status. People with a high interest in status and reputation are particularly important in their reputation and their social position. They are therefore attracted to situations that enable them to realize this motive. If people have a comparatively low interest in status, neither their own social position nor the social status of other people is important to them. The motive or need for status and prestige determines the way, which social contacts we find attractive and which friendships we choose and maintain.

Extraversion or Introversion

One factor that significantly influences the communication behavior of people is the need for social stimulation, that is for relationships and sociability. It is all about the question of how happily a person makes new contacts and friendships. More scientifically, this is the question of whether a person has a more introverted or extraverted personality. An introverted person tends to seek communication with others when he sees objectively necessary reasons. Although he has close friends, he is not always keen to establish new relationships. By contrast, an extroverted person will seek to make new contacts and thus exchange and communicate with others at a much higher frequency. And regardless of whether there is an objective need for it.

Self-assertion and dominance

Also, the interest in competition and the motive to assert oneself plays an essential role in the communication with others. People with a keen interest and competition and a high level of assertiveness seldom avoid conflicts. On the contrary, they are attracted to competitive situations and conflicts. People whose competitive interests are comparatively low try to avoid conflicts as far as possible. They prefer a harmonious collaboration and avoid situations in which they compete with others.

Social Behavior

How do I relate to colleagues and employees?

One factor that significantly influences the communication behavior of people is the need for social stimulation, that is for relationships and sociability. It is all about the question of how happily a person makes new contacts and friendships. More scientifically, this is the question of whether a person has a more introverted or extraverted personality. An introverted person tends to seek communication with others when he sees objectively necessary reasons. Although he has close friends, he is not always keen to establish new relationships. By contrast, an extroverted person will seek to make new contacts and thus exchange and communicate with others at a much higher frequency. And regardless of whether there is an objective need for it.

Scientific Basis

High quality personality tests are based on current scientific results. International personality research has been based almost exclusively on the so-called five-factor model (five-factor model or “big five”) for decades. This model collects the following five elements of the human personality:

1. OPENNESS (in terms of intellectual or creative aspects of personality)
2. EXTRAVERSION (social orientation and self-assertion)
3. CONSCIENTIOUSNESS (sense of purpose and purposefulness)
4. AGREEABLENESS  (friendliness and courtesy)
5. NEUROTICISM  (emotional stability)
All high-quality instruments for measuring personality traits at least have the above five relevant characteristics. The testing of a lower number of properties would not capture the entire personality and thus not provide a comprehensive picture of the personality. Therefore, “smaller” scale tests are not scientifically recommended.

Tests that meet these requirements are, for. B. Hogan, MPA, Bochum inventory, The Big Five Aspects Scale. Some of these tests also refer to further facets of the listed properties.

Aim and use of personality tests and personality diagnostics

One factor that significantly influences the communication behavior of people is the need for social stimulation, that is for relationships and sociability. It is all about the question of how happily a person makes new contacts and friendships. More scientifically, this is the question of whether a person has a more introverted or extraverted personality. An introverted person tends to seek communication with others when he sees objectively necessary reasons. Although he has close friends, he is not always keen to establish new relationships. By contrast, an extroverted person will seek to make new contacts and thus exchange and communicate with others at a much higher frequency. And regardless of whether there is an objective need for it.

In short: The aim of personality diagnostics (“profiling” of personalities) is to create a basis in the coaching of executives, in the HR area and in personnel selection to capture and present the personality traits, behavioral tendencies and potentials of people with the greatest possible objectivity can.

On the one hand, personality tests can increase trust and accuracy in terms of personnel selection, on the other hand they can lay the foundation for successful careers.

Years of Experience

Satisfied Costumers

Hours of Training and Coaching