Testele de mai jos sunt contentuale comparativ cele procesuale iWAM si VSQ (metaprograme, valori) si au fost create in baza unor modele sau din studii empirice. Ele sunt pe larg folosite in corporate assesment in baza nevoii de metrica a transformarii umane.

In respectul presupozitiei emise de Alfred Korzybki “HARTA NU E TERITORIU”, ce fundamenteaza NLP, si a consecintei acesteia ” FIECARE OM ARE PROPRIA SA HARTA DESPRE LUME”, testele de mai jos sunt prezentate doar ca material de lucru pentru o POSIBILA METRICA/SISTEM DE MASURARE A TRANSFORMARII.

Testele sunt prezentate aici cu scop educativ şi sunt utilizate doar pentru informare. Testele nu sunt administrate clinic ca atare rezultatele nu sunt adecvate pentru stabilirea unor decizii. Aceste teste nu sunt infailibile, asa incat dacă rezultatele spun ceva despre tine ce nu crezi ca este adevarat, tu ai dreptate si nu rezultatele. Testele prezentate mai jos sunt create pe baze statistice si deci, statistic, pot produce erori. 

In plus ele eticheteaza fiinta umana, eliminand statistic o cantitate impresionanata de informatii referitoare la:

  • comportamentul,  
  • competentele,
  • metaprogramele
  • valorile,
  • credintele,
  • ideile,
  • identitatea umana,
  • etc.




  • HR professionals who want to ensure that measurement of HR is aligned with organisational priorities
  • learning and development who need metrics for learning and competences achived
  • managers who want to use metrics and measures to maximise return on the skills and abilities of their people
  • consultants working with client organisations to develop measures of effectiveness and impact.


For you: 

  • Apply the findings from the leading-edge Shaping the Future research about assessment and evaluation for sustainable organisation performance.
  • Review the extent to which the tangible and intangible aspects of the organisation’s human capital can be identified and harnessed.
  • Identify key organisation impact areas for HR and line managers to focus upon.

For your organisation: 

  • Ensure clarity about priority issues that affect organisational performance.
  • Develop methods of measurement to develop organisational capability.
  • Develop sustainable measurement practices suitable for both challenging economic circumstances and organisational growth situations.

For your people: 

  • Develop clarity on what ‘counts most’ in their organisation.
  • Use the information garnered to assess the impact of activity and inform their decision-making.
  • See organisational priorities within a wider picture in order to direct and manage themselves with more awareness.


Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism.
Openness to experience: (inventive/curious vs. consistent/cautious). Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the extent to which a person is imaginative or independent, and depicts a personal preference for a variety of activities over a strict routine. Some disagreement remains about how to interpret the openness factor, which is sometimes called “intellect” rather than openness to experience.
Conscientiousness: (efficient/organized vs. easy-going/careless). A tendency to be organized and dependable, show self-discipline, act dutifully, aim for achievement, and prefer planned rather than spontaneous behavior.

Extraversion: (outgoing/energetic vs. solitary/reserved). Energy, positive emotions, surgency, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness.

Agreeableness: (friendly/compassionate vs. analytical/detached). A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of one’s trusting and helpful nature, and whether a person is generally well tempered or not.

Neuroticism: (sensitive/nervous vs. secure/confident). The tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, and vulnerability. Neuroticism also refers to the degree of emotional stability and impulse control and is sometimes referred to by its low pole, “emotional stability”.


” Woodworth Psychoneurotic Inventory “
Often cited as the first personality test, the WPI was commissioned by the United States military during World War I to screen for recruits at high risk of developing shell shock. Finished too late to be put to such use, the WPI instead found its place as the dominant self-report personality measure in academic psychological research during the 1920s and 30s, but has mostly been forgotten since then.


“Enneagram of Personality Scales”

The Enneagram is a model of personality in which there are nine personality types, each with a distinct fundamental property and special relationships with the other types structured according to the geometry of the Enneagram figure.

1 THE REFORMER. The Rational, Idealistic Type: Principled, Purposeful, Self-Controlled, and Perfectionistic

2 THE HELPER. The Caring, Interpersonal Type: Demonstrative, Generous, People-Pleasing, and Possessive

3 THE ACHIEVER. The Success-Oriented, Pragmatic Type: Adaptive, Excelling, Driven, and Image-Conscious

4 THE INDIVIDUALIST. The Sensitive, Withdrawn Type: Expressive, Dramatic, Self-Absorbed, and Temperamental

5 THE INVESTIGATOR. The Intense, Cerebral Type: Perceptive, Innovative, Secretive, and Isolated

6 THE LOYALIST. The Committed, Security-Oriented Type: Engaging, Responsible, Anxious, and Suspicious

7 THE ENTHUSIAST. The Busy, Fun-Loving Type: Spontaneous, Versatile, Distractible, and Scattered

8 THE CHALLENGER. The Powerful, Dominating Type: Self-Confident, Decisive, Willful, and Confrontational

9 THE PEACEMAKER. The Easygoing, Self-Effacing Type: Receptive, Reassuring, Agreeable, and Complacent


Open Extended Jungian Type Scales

A psychometric questionnaire designed to measure psychologicalpreferences in how people perceive the world and make decisions.

Jung’s typological model regards psychological type as similar to left or right handedness: individuals are either born with, or develop, certain preferred ways of perceiving and deciding. The MBTI sorts some of these psychological differences into four opposite pairs, or dichotomies, with a resulting 16 possible psychological types. None of these types are betterorworse; however, Briggs and Myers theorized that individuals naturallyprefer one overall combination of type differences.


Behaviour assessment tool 

People illustrate their emotions through behavior using the four behavior types called Dominance (D), Inducement (I), Submission (S), and Compliance (C). Also, these behavioral types came from people’s sense of self and their interaction with the environment.

Dominance: Perceives oneself as more powerful than the environment, and perceives the environment as unfavorable.

Inducement: Perceives oneself as more powerful than the environment, and perceives the environment as favorable.

Submission: Perceives oneself as less powerful than the environment, and perceives the environment as favorable.

CompliancePerceives oneself as less powerful than the environment, and perceives the environment as unfavorable.

There are two dimensions that influenced people’s emotional behavior.

The first dimension is whether a person views his environment as favorable or unfavorable.

The second dimension is whether a person perceives himself as having control or lack of control over his environment.


Rosenberg self-esteem scale 

The RSES is designed similar to social-survey questionnaires. Five of the items have positively worded statements and five have negatively worded ones. The scale measures state self-esteem by asking the respondents to reflect on their current feelings.


Adjusting Behavior Change (Flexibility)

The self monitoring scale measures the extent to which an individual has the will and ability to modify how they are perceived by others.


The empathizing–systemizing theory developed by autism researcher Simon Baron-Cohen proposes that on a level below normal personality there are individual differences in the wiring of the brain that result in two different modes a person may process information: empathizing and systemizing.


Harrower-Erickson Multiple Choice Rorschach

Subjects’ perceptions of inkblots are recorded and then analyzed usingpsychological interpretation, complex algorithms, or both. Some psychologists use this test to examine a person’s personality characteristics and emotional functioning. It has been employed to detect underlyingthought disorder.

Harrower-Erickson  Multiple Choice Rorschach Test is  a multiple choice version of the original test where subjects would choose from a list of ten options.


Holland Occupational Themes

The Holland Codes or the Holland Occupational Themes (RIASEC), is a theory of careers and vocational choice based upon personality types.  It groups people on the basis of their suitability for six different categories of occupations. The six types yield the RIASEC acronym, by which the theory is also commonly known.

Doers (Realistic): Independent, stable, persistent, genuine, practical, and thrifty tasks that are tactile, physical, athletic, or mechanical, being outdoors, using tools, operating machines, interacting with animals, and working with their hands.

Thinkers (Investigative): Intellectual, introspective, and inquisitive. They are curious, methodical, rational, analytical, and logical scholarly, scientific, technical, or medical, avid readers. They like to solve problems, perform experiments, and conduct research.

Creators (Artistic)Creative, intuitive, sensitive, articulate, and expressive. They are unstructured, original, nonconforming, and innovative. They rely on feelings, imagination, and inspiration. They like to work with ideas, abstractions, and concepts. They are spontaneous and open-minded.

Helpers (Social): Kind, generous, cooperative, patient, caring, helpful, empathetic, tactful, and friendly. They excel at socializing, helping others, and teaching. They like tasks that involve teamwork, social interaction,relationship building, and improvement of society.

Persuaders (Enterprising): Adventurous, ambitious, assertive, extroverted, energetic, enthusiastic, confident, and optimistic. They are dominant, persuasive, and motivational. They like influencing others, being in charge, taking risks, debating, and competing.

Organizers (Conventional): Conscientious and conservative. They are logical, efficient, orderly, and organized. They are thorough and detail-oriented. They value precision and accuracy. They are reliable. They enjoy practical tasks, quantitative measurements, and structured environments. They follow the rule.

TEST  Emotional Intelligence.


Emotional intelligence (EI) can be defined as the ability to monitor one’s own and other people’s emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior. There are three models of EI. The ability model, developed by Peter Salovey and John Mayer, focuses on the individual’s ability to process emotional information and use it to navigate the social environment. The trait model as developed by Konstantin Vasily Petrides, “encompasses behavioral dispositions and self perceived abilities and is measured through self report”. The final model, the mixed model is a combination of both ability and trait EI. It defines EI as an array of skills and characteristics that drive leadership performance, as proposed by Daniel Goleman.


Gardner’s Multiple Intelligences (GMI)

The theory of multiple intelligences is a theory of intelligence that differentiates it into specific (primarily sensory) “modalities”, rather than seeing intelligence as dominated by a single general ability. This theory is in accordance with NLP Epistemology an 6-tuple principle of NLP.

Gardner articulated seven criteria for a behavior to be considered an intelligence. These were that the intelligences showed: potential for brain isolation by brain damage, place in evolutionary history, presence of core operations, susceptibility to encoding (symbolic expression), a distinct developmental progression, the existence of savants, prodigies and other exceptional people, and support from experimental psychology and psychometric findings.

Gardner chose eight abilities that he held to meet these criteria:

musical–rhythmic, visual–spatial, verbal–linguistic, logical–mathematical, bodily–kinesthetic, interpersonal, intrapersonal, and naturalistic.

He later suggested that existential and moral intelligence may also be worthy of inclusion that we rather include in NLP Principle of Ecology (Freedom & Resorces) .

Although the distinction between intelligences has been set out in great detail, Gardner opposes the idea of labeling learners to a specific intelligence. Each individual possesses a unique blend of all the intelligences. Gardner firmly maintains that his theory of multiple intelligences should “empower learners”, not restrict them to one modality of learning.


Adult ADHD Self-Report Scale (ASRS)

ASRS developed in conjunction with the World Health Organization(WHO), and the Workgroup on Adult ADHDwhich included researchers from New York University Medical School and Harvard Medical School.


Interpersonal Attraction Scale (IAS)

Socially oriented attraction is related to how much you the individual’s personality.

Physically oriented attraction is related to how much you like the individual’s body.

Task oriented attraction is related to how much you like or admire the individual’s abilities.