See yourself from more sides
Personality tests and 360° analyses give you a language for your strengths and your patterns. Used well, they create self-insight and can accelerate development.
A test is never a verdict. It is a starting point for a good conversation about who you are at your best, and what happens when the pressure rises.
Three ways to learn more
You can try two of the tools for free right away. I always use 360-degree feedback as part of a programme.
Personality test
Free · about 7 minutesWhat colour is your working style? 40 statements give you a picture of your pace and your focus, and of how you can work better with others.
Take the testTeam test
Free · about 5 minutesSee how your team scores on trust, conflict, commitment, accountability and results. With a shared team code you get an anonymous combined profile.
Take the team test360-degree feedback
In a programme · anonymous answersFeedback from your manager, colleagues and employees on eight roles, reviewed in a conversation so it turns into concrete development.
Read about 360When it can make sense
Tests and feedback give the most when used with a purpose. These are some of the places where they often make a difference.
At the start of a coaching programme
A shared picture of your strengths and patterns gives us a sharp starting point for our sessions.
In a leadership programme
Participants get a language for their own leadership and can follow what shifts along the way.
When a team wants to understand itself
The team sees where it stands and gets a shared language for what is otherwise hard to talk about.
When you lack honest feedback
The higher you rise, the more rarely you hear how you come across to others.
How I use tests in a programme
The numbers are only half of it. The conversation afterwards is what turns them into development.
- Step 1
We agree on the purpose
What do you or your team want to understand better? Based on that we choose the tool and agree who should answer.
- Step 2
Everyone answers online
Each participant gets a personal link. Answers from colleagues and employees are anonymous.
- Step 3
Report and conversation
I gather the answers and review them with you or the team, looking at patterns, surprises and blind spots.
- Step 4
Next steps
We agree what you will keep working on and how you follow up, for example in a coaching programme or in the team.
My own tools build on recognised models, but I wrote the questions myself so they fit the way I work.
Data alone changes nothing. The conversation afterwards is what makes the difference.
Safety makes for honest answers
Feedback only works when people dare to answer honestly. So there are fixed rules for who sees what.
Anonymous
Answers from colleagues and employees are only shown combined, and only once at least three people in a group have answered.
Only for the purpose
Answers are only used in the programme we agreed on and are deleted when it ends.
Your report
You own the result. We agree in advance whether and what is shared with your manager or HR.
Read more
Two cases where tests and reflection were part of a longer development programme.
A strong leadership programme, made even stronger
An international biotech company developed its leadership programme further where it added most value for its leaders.
Read the case CaseFrom skilled specialist to leader
A talent programme where future leaders in the public sector worked on personal leadership close to their own practice.
Read the case ServiceCoaching and individual programmes
A test gives the most when you have a space to work further with what it shows.
Read about coaching
Would you like to use tests in your next programme?
The first conversation is without obligation. We talk about what you would like to understand better and which tool fits best.
- Write to: Ragr@as3.dk
- Call: 41 18 46 73