PersonalityIntelligence
A Jung-based preference evaluation for people and teams
A Jung-based preference evaluation for developing people and teams. A Danish instrument with an English translation. PersonalityIntelligence describes how a person prefers to work and to work with others, through four energies that share 100 per cent within that person's own answers. There is no norm group and no rank order: the profile can say what this person weights highest, and cannot say whether she is better than anybody else.
The evaluator
What the participant meets
28 blocks with four statements in each. The participant ranks them from most to least recognisable — there is no scale to sit in the middle of, and all four have to be placed.
Scope
28 blocks, 112 statements
20–25 minutes in one go. Can be taken on a phone and resumed if the tab closes. No time limit.
The block's rule
Same situation, same standing
The four statements in a block describe the same situation at the same level of social acceptability. Otherwise the choice would be between a virtue and a vice, everybody would pick alike, and in an ipsative instrument that skew cannot be corrected afterwards.
Controls
20 measuring, 8 checking
Four blocks contain one deliberately more flattering statement, so self-presentation can be read. Four are repeats of earlier blocks, at least eight places away, so the distance between the two placements becomes a consistency measure.
Order
Not the same for any two people
The order of statements within a block is counterbalanced per participant and deterministic: it survives a browser back button and can be reconstructed years later. Otherwise "always picks the top one" and "always picks Drive" would be the same observation.
Languages
Danish and English
The evaluator, the consent, the invitation email and the report. The consultant picks the language per participant.
Access
A personal link, not a login
The participant gets their own link and creates no account. The link can be used once and afterwards leads only to that participant's own data.
The model
Four energies sharing 100 per cent
The ranking distributes a fixed quantity between four energies. That is why the numbers are always present in all four places, and why they can only be read against each other — never against another person's.
01
Drive
Pace, initiative and visible momentum. Starts, and works the rest out on the way.
02
Spark
People, mobilisation and enthusiasm. Talks it through before the decision lands.
03
Anchor
Stability, loyalty and what already works. Builds on rather than starting over.
04
Focus
Analysis, precision and verifiability. Lays a plan that holds all the way.
The PI wheel
Eight types, three focus modes, two positions
- Drive
- Spark
- Anchor
- Focus
The eight types
The two strongest energies determine the position on the wheel. A type is a name for a place, not a box: two neighbours resemble each other more than the numbers suggest, and the opposite always lies directly across.
- Initiator Drive → Spark
- Champion Spark → Drive
- Bridge Spark → Anchor
- Presence Anchor → Spark
- Finisher Anchor → Focus
- Examiner Focus → Anchor
- Builder Focus → Drive
- Pathsetter Drive → Focus
Three focus modes
How sharply the profile leans decides how it is read. Supporting: the energies sit close together and the approach shifts with the situation. Classic: a clear main direction with a visible second energy. Directing: a pronounced lean, where the same approach is used almost regardless of the task.
The opposite pole
The wheel also marks the opposite pole: the style that sits across from the participant's own. It is not a second measurement but the same position mirrored — and the report uses it for one chapter on where collaboration typically rubs, not as a finding in its own right.
Breadth
One number from 0 to 100 for how evenly the four energies are distributed. 0 is one sharp signature; 100 is four energies sitting level. A high number is not praise — it means the profile does not point any particular way. If the four sit within a couple of points of each other, the report states that the type is a tendency rather than a signature.
The process
What a session consists of
PI is built to be used in a room with a facilitator, not to be sent out as a report that lands in an inbox.
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The session is created and everybody is invited on one screen: title, client, deadline, and the list of participants pasted straight from a spreadsheet or an email. The client can be written while you are there — it does not have to exist beforehand.
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Every participant gets their own link in the language chosen for them, with the deadline, a six-digit code if the link misbehaves, and your name as the sender. If they do not answer, the system reminds them up to twice and then stops.
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The participant answers after reading and accepting the consent, which is versioned and stored with the text that was actually shown.
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The profile is calculated immediately and is visible to the consultant. The same response always gives the same result.
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You are told when somebody finishes — one combined email, not one per person. The report is gone through during the programme, and the participant gets a receipt with a link to their own data regardless.
The report
The personal profile
A PDF that can be read alone and used in a conversation. The consultant picks the chapter set per session, so a team day does not have to drag leadership and sales sections along with it.
Overview
Style, interaction, decisions
Personal style, interaction with others and the way decisions get made, written from the type and the focus mode.
Strengths
And what they cost
Strengths set against the price the surroundings pay when the same pattern is used one-sidedly. No strength without a cost in the same section.
Collaboration
Communication and blind spots
What works in contact with this person, what gets in the way, and what she is reasonably unlikely to see herself.
The opposite
The type across the wheel
Not an opponent, but the training ground breadth grows in. The aim is to be able to borrow from it, not to become somebody else.
Optional
Leadership, sales, performance
Three chapter sets that only come along when they are relevant — plus interview questions for a development conversation.
Figures
Wheel and energy distribution
The position on the PI wheel with the opposite pole marked, and the four energies as bars with numbers.
The team
The team wheel
The team on one wheel, plus its average energy mix. It shows where the team sits densely and which sectors stand empty — who is missing when the task calls for something other than what the team is already good at. It is a description of the composition, not a verdict on the team, and the average of four ipsative profiles is still ipsative: it cannot be compared with another team's.
Data
Where the information sits
The texts
Written in advance, summarised by a model
Every chapter in the PI report is written in advance and selected from the profile. On top of them sits a short summary that a language model writes from the finished scores and the already-selected sections — never from raw answers. It runs EU-hosted, and you can turn it off; the report is complete without it.
Retention
Three months by default
After completion, anything identifying the participant is removed automatically. The deadline is part of the agreement: if it should be something else — or nothing — we agree it, and then it is in the data processing agreement.
The participant
Gets answers through the consultant
The receipt contains a link showing what is recorded and who is responsible. Access and deletion go through the consultant who invited them — that is who the participant has an agreement with. In Indikator the candidate can download their own data and request deletion directly in the app.
Audit trail
Every view is logged
Who opened which profile, when, and who downloaded the PDF. It can be produced if a participant asks.
Forbehold
Where the limits are
PersonalityIntelligence is ipsative, and that governs what a profile can say. It can say what this person weights highest, what she reaches for less often, and where a team is densely staffed. It cannot say whether one person has more Drive than another, cannot rank two people, and cannot be used to choose between candidates — there is no suitability score, and there will not be one. The instrument is also new: the item bank was written and balanced in house, the English edition is translated and not independently validated, and reliability and predictive validity are not yet documented. The profile rests on self-description at one point in time and is a starting point for a conversation, not a conclusion about a human being.