| The question it answers |
Where does this person sit relative to others — and relative to what the role requires? |
How do employees experience the psychosocial work environment here — and where do you differ from Denmark? |
How does this person react, learn and move when AI changes the work — and what will it take for them to succeed? |
How does this person actually lead — decisions, conflict, boundaries, safety, feedback and presence — and where should they start? |
| Typical use |
Recruitment and selection, most often for leadership roles, held against a role profile. It can also be run as a development programme with no role and no match — then they are participants, not candidates. |
A well-being survey across a workplace or its departments. Often as part of a statutory workplace assessment, or an effort that has to be prioritised together. |
AI transformation in an organisation: individual profiles and a leadership dashboard of what you do on Monday. |
Leadership development: individual profiles with a wheel and concrete development areas. The consultant invites, the leader answers. |
| Basis for comparison |
Normative. The raw score is converted to a sten score of 1–10 against a norm group. The norm is provisional and expert-set, and every report states which norm was used. |
Normative at group level. 0–100 on our own bands: green from 75, red at 50 or below. No person is compared with any other person. |
No norm. Unipolar 0–100 scales within the person. Jung axes are bipolar. DISC and workstyle are not in the readiness score. |
No norm. Eight fields on a 1–5 scale within the person. High means more of the construct, not better leadership. |
| What the number means |
How high the person sits on one factor compared with the norm group. A direction, not a precise measurement. |
The group's average on one topic. Green from 75, red at 50 or below. Below five responses, no number is shown. |
Pace and Anchor 0–100, four archetypes. Eight areas along Kübler-Ross and Bridges. A pattern, not a readiness score. |
The mean of six statements per field. A direction in your own behaviour, not a ranking against other leaders. |
| Can be used for selection |
Yes
As one element among several. Never as the only basis, and never as grounds for rejection in itself. |
No
There is no individual score. A group report cannot be used to select, move or dismiss anybody, and we are not building a route to it. |
No
A development and transformation tool. Not used for hiring, dismissal, promotion, or “unsuited to AI”. |
No
A development tool. Not used for hiring, dismissal or promotion. “As seen by the team” is inferred, not measured. |
| Time for the participant |
About 35 minutes across four parts. Can be taken on a phone and resumed. |
About ten minutes. Can be taken on a phone and resumed. |
About 12–18 minutes. Can be taken on a phone and resumed. |
About 12–15 minutes. Can be taken on a phone and resumed. |
