About the PEIP assessment

The PEIP assessment is a developmental profiling tool designed to help professionals understand where their energy naturally flows in the workplace. It maps your preferences across thinking styles, delivery styles, and social / ambiguity tolerance, and uses these to suggest project phases, role families, and team positions where you are most likely to experience flow.

It is intended for career conversations, team design, and project-fit decisions — not for hiring, performance evaluation, or clinical diagnosis.

The assessment captures 15 dimensions across four sections:

Each question is a 5-point Likert response ("Strongly disagree" to "Strongly agree"). A small number of items are reverse-scored. Scores for each dimension are averaged and converted to a 0-100% scale.

Four energy indices are then computed as equally-weighted averages:

• Dynamic = average of Exploration, Ideation, Influence
• Foundational = average of Execution, Coordination, Operational
• Divergent = average of Divergence, Strategic, Flexibility
• Convergent = average of Convergence, Operational, Structure

The energy quadrant plots you on two axes: Dynamic − Foundational (vertical) and Convergent − Divergent (horizontal). The resulting position maps to one of four profiles: Innovator / Catalyst, Driver / Closer, Architect / Designer, or Operator / Optimizer.

A low score is not a measure of incompetence. It indicates that the individual tends to exhibit lower energy or engagement when performing tasks in that area. Sustained work in low-energy areas can lead to burnout or frustration over time.

• Contribution archetype — a label derived from your top two core dimensions (e.g. Strategic Explorer).
• Energy indices and quadrant — your dominant pulls on each axis.
• Project phase fit profile — how well your energy matches six project phases from Opportunity through Execution.
• Role family alignment — fit against six role families (Direction & Strategy, Integration & Orchestration, etc.).
• Friction & flow flags — patterns that may cause burnout or drive strong engagement.
• Professional layer — whether you lean Strategic, Tactical, or Technical.

When team members opt in to share their results, aggregated team views become available showing the team's average energy profile, quadrant balance, phase gap analysis, and working-style distribution. These views are intended to support team composition and project-staffing conversations.

A quadrant balance section flags over- or under-representation. For example, a team with too many Innovators may generate lots of ideas but struggle to deliver; a team with too many Operators may deliver reliably but miss innovation.

This tool does not incorporate or claim to measure:

• Spiral Dynamics — the value-systems / worldview model (Beck & Cowan) is not included. PEIP measures energy preferences in professional contexts, not developmental worldviews or value hierarchies.
• Big Five personality traits, MBTI types, or any other clinical / personality instrument.
• IQ, competence, skill level, or experience.
• Fit-for-hire or performance-evaluation judgements.

Results are a developmental snapshot, not a fixed label. Energy profiles evolve as roles, contexts, and development goals change.

Your results are visible to you by default. Sharing with a team is opt-in per team and can be toggled at any time from your dashboard. Organisation admins can see members who have opted in to share, and all assessments are stored securely against your account.