The percentage shows how far your way of working leans toward one of the two sides of each aspect. The two sides always add up to 100%. For example, Directing 66% and Guided 34% means your way of working leans more toward Directing. The score below each side shows your average answer for that side on a scale of 1–4.

If the scores on both sides are fairly close, you will see an extra note on that aspect. It shows that you are fairly flexible in using both ways of working, so the tendency shown should be read as a relatively slight one.

Your persona shows the working-style tendency that stands out most in your answers. You still have characteristics of the other personas to varying degrees. This result helps describe the working pattern that shows up most often in you.

No. Each persona has different strengths, challenges, and contributions. No persona is better overall, because a person's effectiveness depends more on their role, tasks, and work environment.

Yes, although it usually does not change drastically in a short time. Work experience, role demands, and personal growth can shape the way you work, so your persona tendencies can shift over time. Retaking the assessment within a short period can also give slightly different results, especially on aspects where the scores are almost balanced.

That is normal. Your persona summarizes your most prominent working-style tendencies, so some sides of you may not be captured. Your result is also shaped by how you answered. If your answers describe how you would like to work more than your actual everyday habits, the result can differ.

If the scores on both sides are almost balanced, you may feel that both fit you. This shows that you are fairly flexible in using both ways of working.

Work Drive describes your working intensity and rhythm, including how much energy, effort, and drive you usually put into reaching your goals. The result is shown as Driven or Steady.

Driven shows a tendency to work with high intensity and be motivated by targets, while Steady shows a tendency to keep a stable, sustainable working rhythm. Both describe different ways of working that match your natural tendencies.

These results are best used as one source of information in a decision-making process. They can help in understanding a person's working style, way of collaborating, and development needs, together with interviews, competency assessments, and other methods.

No. The work environment described reflects the conditions that generally best support your natural working style. In a different environment, you can still adapt and work effectively according to the demands of your role and situation.

Directing. The tendency to set direction, make decisions, and influence how work is carried out by others. People with this tendency are generally comfortable when they are responsible for directing work, including deciding what needs to be done and how it is done. When opinions differ, they also tend to share their views directly.

Guided. The tendency to work within a direction set by others. People with this tendency generally work more effectively when the expectations, priorities, and boundaries of their work are clear from the start. They feel no particular need to set the direction or manage how others do their work.

Systematic. The tendency to work through order, precision, and clear planning. People with this tendency are generally more comfortable when they can prepare their steps in advance, keep the process orderly, and work with clear standards and procedures.

Fluid. The tendency to work flexibly and adjust each step to the situation at hand. People with this tendency can generally start working even when the structure or procedures are not fully in place, and they change their approach more easily when conditions or needs change.

Connector. The tendency to work through interaction and relationships with others. People with this tendency are generally comfortable starting conversations and building relationships with colleagues, and they feel more energized when their work involves a lot of interaction.

Independent. The tendency to work with more limited interaction. People with this tendency can generally stay productive without much interaction, and they tend to keep a clear line between work relationships and personal ones.