Below you will find a number of behavioural and personality tests. Select one or more in agreement with your coach.
This questionnaire measures the extent to which candidates believe they possess certain competences. By comparing themselves to others, candidates can assess whether they are better or less able at engaging in specific behaviour linked to various skills. The questionnaire also aims at evaluating a person’s knowledge of his/her strengths and weaknesses.
The Social Style Model distinguishes between four unique behavioural patterns:
Roos of Leary
According to the American psychologist Timothy Leary individual behaviour has consequences for other persons’ conduct. By behaving in certain ways one influences other people’s demeanour. His findings resulted in the Rose of Leary.
The DISC-tool performs a personality analysis. DISC provides people with an in-depth understanding of their personality style and that of others. The DISC-descriptions shed a light on behaviour and communication in comprehensible language. Research shows that behavioural traits can be clustered in four personality styles. Persons with similar styles exhibit specific behavioural characteristics typical of that style. The letters D, I, S and C represent the four personality styles this tool distinguishes.
The Myers-Briggs Type Indicator (MBTI) is a tool which provides people with a more thorough insight into their own personality style and that of others. As a result, differences between various personality types are better understood and appreciated and teams/team members are able to collaborate more efficiently, improve communication and reduce conflicts.
The Keirsey Temperament Sorter (KTS) is a personality test which aims at a better understanding of oneself and others. David Keirsey, who developed the KTS, draws upon on Hippocrates’s and Plato’s ancient four humours theory. He divided the various personalities into four temperament types. To that purpose he made use of the four terms which also Plato employed: the Artisan, the Idealist, the Rationalist and the Guardian. He subdivided these temperaments into two roles, with two more variants for each of these roles. This results in 16 role variants that more or less coincide with the four personality types of MBTI.
The Big Five theory provides five dimensions by means of which it is possible to describe a person’s personality. For each of these dimensions – extraversion, mildness, orderliness, emotional stability and autonomy – there should be an indication in how far it is more or less applicable to that person.
Emotional intelligence, measured by the EQ index, is complementary to the traditional IQ. Although it’s unclear what exactly an EQ test measures, it roughly means that someone with a remarkably low EQ can be characterised as self-willed, whereas a high EQ person is more conformist. EQ advocates claim that someone with a high EQ is more empathic and thus more successful. Critics of this doctrine do not contest that someone with a high EQ may be more successful, but claim this has more to do with an amoral opportunist mentality, rather than with an empathic nature. It also remains to be demonstrated whether one is born with a high or low EQ and what the likely influence is of culture, socio-economic status and upbringing.
Team roles describe the behaviour that is distinguishable when collaborating. Each team role is in fact a strategy in dealing with work and with colleagues. In other words: a favourite collaboration style which is discernible when working together with others. For teams, team roles are the ultimate tool to successfully combine different collaboration styles.
This simulation test allows you to get acquainted with the challenges entrepreneurs face and to learn more about your potential to become a successful entrepreneur. Hunchup measures your insight in effectively executing the three roles that are essential throughout the entrepreneurial process.