My Secret Potential STANDARD Test

My Secret Potential STANDARD
Warning: this document contains private information. Power by CA Method

MSP Standard Example
Date of testing: 04.03.2012 22:48:43 CET Validity of the test: 3 months
CONTENT
1 Introduction..............................................................................................................................................3
2 Basic personal characteristics.................................................................................................................4
2.1 Use of own abilities..........................................................................................................................4
2.2 Your development potential.............................................................................................................4
3 Atmosphere of relationships....................................................................................................................5
4 My day-to-day roles.................................................................................................................................7
5 How do you respond to stress?.............................................................................................................13
6 How do you respond to change?...........................................................................................................14
The operator of www.mysecretpotential.com is not reliable for any damages caused by misinterpretation.
www.mysecretpotential.com E-mail: support@mysecretpotential.com 2

1 INTRODUCTION
When reading “My Secret Potential STANDARD” please bear in mind that:
1. None of the values can be labeled “good” or “bad”. The values must be interpreted in the
context of the personal and professional aspirations of the individual and the specific personal
and professional environment. Values that are crucial in one occupation or a particular firm
could be a block to work in another job or differently run firms.
2. All values can change and the individual’s performance can be improved. “My Secret
Potential STANDARD” provides key information for understanding the individual’s strength and
weaknesses, which permits the development of effective strategies for personal development
and correct management. Do not look at “My Secret Potential STANDARD” as a psychological
typology but as a real aid to better professional engagement.
3. A person is usually part of a group. All the measured values therefore describe individuals’
attitudes and behavior within their respective groups and specific conditions. They represent the
mutual influence (interaction) of individuals and their environment. For effective overall group
performance it is important to have a variety of roles and approaches within a team. Diversity is
essential for the creation of an optimal team, but it can also be a source of conflict
4. Where there is a "normal" position in the graphs, it is based on a research project, where
300.000 individuals were diagnosed. It is thus only an average value and should be used only
for comparison.
5. This document contains sensitive personal data. Take care that it is used ethically, with
discretion, and in accordance with the law on personal data protection.

2 BASIC PERSONAL CHARACTERISTICS
The basic analysis looks at two fundamental parameters that are crucial for you.
2.1 Use of own abilities
Person’s abilities are not used automatically for the benefit of work and personal activities. They
keep their distance and cannot be overburdened.
2.2 Your development potential
Person makes full use of their current development potential.
Uses own abilities automatically
Uses own abilities only in the right conditions
Uses own abilities to block and limit activities
Short-term fluctuations
Overloaded potential
Full use of potential
Potential for improvement
Potential not fully exploited
The ideal distribution is the ratio 70 : 20 : 10

3 ATMOSPHERE OF RELATIONSHIPS
All of us contribute to and share in the atmosphere of relationships around us. In this part of the
detailed test you will find out what sort of an impression you make on those around you.
Overall atmosphere of relationships
Heaven´s Gate
Person accepts with equanimity their working conditions and the existing rules for interaction between
them and those around them (including authority). The rules in effect do not limit communication but
actively support it. They keep their stability and mutual equilibrium for as long as possible. They need
little encouragement to be active, accommodating, to exercise self-control and make use of the space
that those around them (including the authorities) “offer for work”. They try to find and offer solutions to
work problems and to help colleagues without thinking of any reward.
What is the atmosphere of relationships or shared social climate?
We do not live on a desert island and so (whether we like it or not) we are nearly always part of a
smaller or larger group. Through our behavior we contribute to the quality of the social (relationship)
climate within these groups.
This aspect of personality is particularly important for personnel management, but also for the
leaders of all kinds of interest groups. It indicates how the test subject will support the performance and
effectiveness of the group as a whole (proactively, problematically or obstructively?). The shared social
climate has a strong influence on the character of other measured parameters. These parameters must
be taken as interdependent and not judged separately.
Research and analysis have identified the characteristics of eight basic types of climate in three
quality bands. These can be described as nurturing, problematic and obstructive climates. The climates
are given “friendly” names in the following text.

Nurturing climates
• “Heaven´s Gate” climate
• “Pink Glasses” climate
• “Bulldozer of truth” climate
Problematic climates
• “War Valley” climate
• “Mount Everest” climate
Obstructive climates
• “Bulldozer of wrath” climate
• “Defense in the Trenches” climate
• “Hell´s Gate” climate

4 MY DAY-TO-DAY ROLES
This section of the test identifies that roles that suit you best and enable you to give your best
performance. The blue color shows roles that you choose automatically, or most frequently consciously
chooses, in everyday situations.
Roles used automatically
Person is an important person for a team, keeping track of long-term shared objectives and binding
the collective together.
Person requires structured, strongly connected and clear work activities that lead to the
achievement of new objectives.
Person prefers to find solutions that are acceptable for all.
Tip
The roles form a “snail” shape with the roles that suit you best at the top where values are highest.
The lowest values are the roles that do not suit you.
What are social roles?
The concept of roles is not limited to plays and movies. They can be defined as an integrated
system of attitudes, arguments, opinions, habits and the specific activities that they produce, which
together make up the typical behavior of a person in a group. In work meetings we can see innovators,
passive participants and permanent critics of everything that happens or is planned. Many of us behave
one way in a “suit” and completely different when at home in a “t-shirt and jeans”. All of us play some
sort of a “role” nearly all the time we are in contact with our surroundings.
There is increasing interest in identifying the social roles that test subjects play. This can be crucial
to putting together a successful team. No matter how much we try to ignore them, we always end up
falling into a role. It is necessary to learn to recognize them and work with them.
The description of roles that we use is based on many years of research and analysis. The names
(e.g. strategist, visionary, endurance athlete etc.) have been chosen to provide the best characterization
of the basic principles of each role.

How to read the results of the graph?
The roles are ranked in the graph from the most frequently to least frequently performed. The test
subject’s ideal roles are situated at the top of the “snail”. Moving clockwise, the roles are in descending
order of how often and with what benefit they can be used.
For a subject, only the first three or four roles are statistically significant (in terms of the frequency
and content of use – the need, taste and tendency to perform or fulfill such a role). At the opposite end
of the scale are three or four roles that the test subject strongly objects to fulfilling or performing.
In everyday life we do not meet with “role monotypes”. On the contrary, roles tend to come in
groups and overlap with each other. It is useful to have a combination of strong and supporting roles.
This overlapping ensures that there will be a strong identification between the individual and the group
and the group and the individual, which reinforces their adaptive potential.
The form of a circular graph emphasizes certain groupings of roles.
We can see the “Snail” – a gradual, balanced decline in the ability to perform a role. The “Seashell”
shows a significant preference for the first half of the roles, while the second half is strongly resisted.
The “Sea horse” has a very strong preference for the first two or three roles and then a gradual fall in
preferences half way round the circle. Beyond the half-way mark values are minimal.
Here too we should apply the principle of strengths and weaknesses.
If the field making up the “snail” is balanced and large, the test subject is able to fulfill and perform
the majority of roles. If the field is oriented towards only a few roles – if there is a strong “snail” shape –
it is better to place the test subject only in those preferred roles. At the same time, they should not be
expected to manage roles that they dislike or have a low affinity for.
The actual performance and fulfillment of roles depends both on personal choice, delegated powers
and other factors such as the structure of the group, function and so on. In groups we are always able
to prefer and use a variety of roles.
Definition of roles according to their use
We can divide the roles covered by our test into three basic categories. They can also be
categorized according to how “broad” and “strong” they are. In the following we will get to know the
roles’ individual characteristics.
Strong, broadly focused rules
These are roles that can be used to good effect in a wide range of social circumstances for the
common objectives of large social groups. The provide general examples and models for decision-
making. They are ideal for identifying smaller social “sub-groups” with different motivations within a
single whole.
Visionary
Visionaries give priority to the identification, integration and establishment of work and human
potential into new functional units – dominant visions. Their priority is the immediate broad availability of
opportunities, activities and people. If the role is expected in the group, this means that the function of
the person performing the role is to make use of his or her aptitude for finding and using opportunities,
activities and human potential.
Team builder

Team builders emphasize relationships, a human model of cooperation and a working atmosphere
conducive to long-term collective activity towards a common goal. Their priority is general satisfaction
with the group and relationships. If the role is expected in the group, this means that the function of the
person performing the role is to ensure group satisfaction through support for functional models of
cooperation and the maintenance of long-term common objectives.
Endurance athlete
Endurance athletes emphasize consistent and long-term development of working procedures that
require skill and the acquisition of knowledge. Their priority is the continuous development and
application of knowledge. If the role is expected in the group, this means that the function of the person
performing the role is to maintain continuity in work procedures, skills, the use of knowledge and its
development.
Leader
Leaders prefer quick, dynamic and successful work activities involving a high level of personal
influence. Their priority is victory, speed, collective and personal success. If the role is expected in the
group, this means that the function of the person performing the role is to undertake fast and successful
activity that produces the expected benefits for all stakeholders.
Strong, more narrowly focused roles
These roles are effective and useful particularly in small and medium-sized social groups and for
the specific common objectives of these groups. The roles provide specific templates and models of
decision-making for the personal identification of groups and individuals.
Communicator
Communicators focus on team activities, contact and cooperation that support positive atmospheres
in relationships. Their priorities are contacts, atmosphere, the team and common objectives. If the role is
expected in the group, this means that the function of the person performing the role is to maintain
contacts, a high quality creative atmosphere and the group’s focus on its shared objectives.
Workhorse
Workhorses emphasize fast, automated work procedures and processes with an emphasis on
productivity and success. Their priorities are action, work and measurable successes. Workhorses
demand this also from themselves. If the role is expected in the group, this means that the function of
the person performing the role is to achieve measurable results in monitored areas.
Innovator
Innovators prefer precisely structured, strongly interconnected and clearly defined work activities
that lead to the achievement of new objectives. Their priorities are long-term strategic decision-making
which they attempt to guide themselves. If the role is expected in the group, this means that the function
of the person performing the role is to define concepts that are linked to work activities that will lead to
the set objectives.

Inventor
Inventors are interested in discovering new means and areas for the application of knowledge and
abilities, in particular the performer’s own. Their priority is to put new knowledge into practice and to use
it to help achieve group aspirations. Innovators do not leave out their person ambitions. If the role is
expected in the group, this means that the function of the person performing the role is to offer more and
more new applications within the existing system so that all stakeholders can achieve their objectives.
Complementary (support) roles
This group includes roles that can be used effectively in specific social activities. They support and
facilitate the personal identification of individuals.
Democrat
Democrats prefer a shared arrangement of generally accepted life values. In their work activities,
democrats need to be part of a group and in contact with it. The role’s priority is the functionality of the
whole. They are able to tolerate differences. If the role is expected in the group, this means that the
function of the person performing the role is to ensure stable and good quality of contacts, a common
framework that supports communication and shared values.
Appraiser
Appraisers concentrate on setting and implementing criteria for work activities through the use of
rationality. Its priority is distinguishing the quality of activity. If the role is expected then it is expected that
the person performing the role will primarily act as a corrective by applying reasonable criteria for
decision-making which assign priority and distinguish quality in activities.
Strategist
This role prefers logical and clearly defined cooperation. Strategists promote such forms through
their own work. Their priority is mixed working groups, relationships and connections in work. If the role
is expected in the group, this means that the function of the person performing the role is to explore and
propose forms and methods of cooperation.
Executor
Executors prefer to apply their work aptitudes and skills within clear and logical rules and
procedures. Their priority is contact and self-fulfillment.
Organizer
Organizers prefer quick and dynamic work activities. They have a need to influence collective work
activity. Their priorities are vitality, expansion and success. If the role is expected in the environment,
this means that the function of the person performing the role should be a source of fast work activities,
high levels of vitality, expansion and consequent success.
Commander

Commanders prefer their own activities, working methods and ambitions. They also try to implant
these in their environment. Their priority is personal influence and share in the group’s work activities. If
the role is expected in the group, this means that the group is willing to respect the working methods
and ambitions chosen or imposed.
Proposer
Proposers prefer their own ideas, knowledge and work systems, which they see as being necessary
and beneficial also for others. Their priority is to implement their ideas and proposals. If the role is
expected in the group, this means that the function of the person performing the role is to present
suggestions, ideas, working methods and other such activities.
Reformer
Reformers promote their own knowledge and skills as the basis of change Their priority is to teach
others their model of cooperation. If the role is expected in the group, this means that the group is willing
to accept the model of cooperation promoted by the reformer.
Diplomat
Diplomats prefer and emphasize common criteria, common objectives and working together as the
basis for satisfaction and success in work. Their priority is their own model for involving the whole group.
If the role is expected in the group, this means that the function of the person performing the role is to
implement common objectives and rules to the satisfaction of all participants.
Defender
Defenders prefer the use of their own specific ambitions, knowledge and experience as the basis of
shared success in work. Their priority is their own model of self-fulfillment, which they offer to the others.
If the role is expected in the group, this means that the function of the person performing the role is to
apply their ambition and experience in a way that others can use.
Spokesperson
Spokespersons prefer communicating and publicizing common objectives and work activities as a
means to their own fulfillment. Their priority is to speak for others and to be visible. If the role is
expected in the group, this means that the function of the person performing the role is to present
collective activities, objectives, work procedures, results and so on.
Preacher
Preachers prefer their own understanding and criteria of collective work activities as the only
specific correct approach to work. Their priority is to promote their own model of criteria to others. If the
role is expected in the group, this means that the function of the person performing the role is to
promote their criteria, procedures etc.

5 HOW DO YOU RESPOND TO STRESS?
Stress is a feature of normal everyday life at nearly every step. All of us respond to it differently.
Some of us remain entirely calm even under high levels of stress. Others skillfully hide the effects of
stress. For others, even the effects of a little stress can be a big problem. The results for will tell you
how it is with you.
Response to stress
Person experiences a higher level of internal stress and is strongly motivated by stress; they show
normal handling of stress outwardly.
What is stress?
Stress is unavoidable. It is an integral part of our work and personal life.
A stress reaction is an automatic reflex. It may be perceived positively (stimulation, activation) or
negatively. Stress affects not only physical parameters but also inward emotional experience, reasoning,
outward behavior and relationships.
Showing nothing
Attempted cover up
Moderate expression
Stress expressed at high levels
Stress always shown

6 HOW DO YOU RESPOND TO CHANGE?
Adaptability is one of the most valuable abilities and characteristics for every person. It has played
and plays a key role at all stages in human development. It is precisely a person’s level of adaptability
that creates the fundamental differences in how we cope with life. How able are we to adapt to
changing conditions and how able are we to adapt conditions to our needs? The results of this part of
the test will help to guide your own reactions to changing conditions and your ability to respond to them.
Is person able to make changes?
Person is internally strongly in favor of change, adapts to it quickly and makes it central to life.
Changes they think of and see as necessary, they quickly, reliably and acceptably carry out.
What is change?
Being able to adapt to change is one of the basic conditions of successful survival. Our potential for
coping with change and adapting to it is an important condition for our social integration and for our
success.
Would you like more information?
On the website www.mysecretpotential.com/manual you will find a manual that will help you to
understand the results better.
Nearly none
Little and seldom
Realistically and normally
Quickly and often
Excessively and recklessly

My Secret Potential STANDARD Test

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My Secret Potential STANDARD Test