Work styles assessment
How you work with others
You see which of four work styles leads for you, what feels reasonable under pressure, and how the same behavior may land on someone working differently. You learn where friction starts with colleagues and how to work with the other three styles.
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The full report is $20.
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Step 1 of 4
Describe yourself as you are now, not as you think you should be or hope to become.
Statement 1: You keep things tidy.
Statement 2: You have a strong personality.
Statement 3: You make friends easily.
Statement 4: You believe you’re better than others.
Statement 5: Messy people don’t bother you.
Statement 6: You lack the talent for influencing people.
Statement 7: You’re hard to get to know.
Statement 8: You hate to seem pushy.
Statement 9: You want everything to be just right.
Statement 10: You know how to captivate people.
You’ll need to agree to the Terms of use to continue. None of these answers have been added to the research pool, and you can agree later.
What decades of research reveal
These findings come from published research on personality traits. They describe patterns across large groups, not predictions about what will happen to any one person.
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Traits predicted life outcomes as well as family money
Personality traits predicted how long people lived, whether marriages ended, and what work people ended up doing about as well as family money and cognitive ability did.
Roberts, Kuncel, Shiner, Caspi & Goldberg (2007). Perspectives on Psychological Science 2(4), 313–345.
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Across five occupations, conscientiousness predicted performance
Conscientiousness, which covers planning ahead, staying organized, and finishing what you start, predicted job performance across five kinds of work, while extraversion related to it in managing and sales.
Barrick & Mount (1991). Personnel Psychology 44(1), 1–26.
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Higher conscientiousness went with slightly longer life
Across 20 long-term studies, the correlation between conscientiousness and how long people lived was real but small, at 0.11. Persistence and being organized were the strongest parts of the trait.
Kern & Friedman (2008). Health Psychology 27(5), 505–512.
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Conscientiousness added as much as intelligence
Across studies of more than 70,000 students, conscientiousness added as much as intelligence to predicting later academic performance after earlier school results were accounted for.
Poropat (2009). Psychological Bulletin 135(2), 322–338.
Which style leads for you?
Everyone uses all four styles, and your result shows which one leads along with the blend across all four. Calling these published scales Initiator, Host, Moderator, and Planner is our own reading of what they describe.
Initiator
Takes the lead, speaks up early, and pushes ideas and decisions into motion.
From the Assertiveness scale
Host
Brings warmth and energy to working relationships, helping people feel welcome and involved.
From the Enthusiasm scale
Moderator
Cooperates, respects boundaries and authority, and avoids pressing others too hard.
From the Politeness scale
Planner
Creates order, follows plans, and keeps rules and details from slipping through.
From the Orderliness scale
What does this assessment measure?
40 statements
Ratings use the scale from Very inaccurate to Very accurate, 10 at a time
4 scales
- Assertiveness
- Enthusiasm
- Politeness
- Orderliness
4 work styles
- Initiator
- Host
- Moderator
- Planner
One style leads, and you use all four
480 adults
Eugene and Springfield, Oregon, community sample, answered by mail from 1994 to 2002
The Work styles assessment uses 40 short statements from the public-domain International Personality Item Pool. Together, the statements form four published scales described by DeYoung, Quilty and Peterson in 2007: Assertiveness, Enthusiasm, Politeness, and Orderliness. You answer each statement from Very inaccurate to Very accurate, and your result names a leading style while showing how all four blend. Grouping the scales into Initiator, Host, Moderator, and Planner is our own reading.
Each score is compared with the answers of 480 adults from the Eugene-Springfield community sample in Oregon. The group’s own answers give the group’s average and spread, so you can see whether each score is close to, above, or below the group’s average.
Why take it here?
The view from outside
Your report shows how each of the other three styles may experience your way of working, so a colleague’s reaction can make sense without making either of you the problem.
When work gets hard
Your report names the habits you bring to pressure and disagreement, including the response that feels reasonable from inside but can make collaboration harder from the other side.
Work across differences
You get specific ways to frame a request, share a decision, or handle disagreement with each of the other three styles, grounded in how that style may read the same moment.
No downside
Read the full report before deciding whether it was worth the purchase. Within 30 days of buying it, you can receive all your money back without giving a reason.
What the full report shows about you
The paintings, sections, and reading times here come from a made-up person’s report. Your report would be written from your own answers.
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Your blend
How you work, lead, take direction, and handle pressure and disagreement.
- How you work
- How you lead and are led
- Pressure and conflict at work
about 3 min
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Other people
What each work style needs from you, and what people with a different style may misread.
- Working well with each style
- How your style may come across
about 3 min
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Your four scales
The trade-off in each style you use, and how it lands with colleagues who work another way.
- Planner
- Moderator
- Host
- Initiator
about 16 min
Contents
11 sections, 6,350 words, about 24 minutes.
- About this report about 1 min
Your blend
How you work about 1 min- How you lead and are led about 1 min
- Pressure and conflict at work about 1 min
Other people
How your style may come across about 1 min- Working well with each style about 2 min
Your four scales
Planner about 4 min- Moderator about 4 min
- Host about 4 min
- Initiator about 4 min
Your answers
Your answers about 1 min
Common questions
Where do these four styles come from?
The questions come from four published scales: Assertiveness, Enthusiasm, Politeness, and Orderliness, developed from the International Personality Item Pool and described by DeYoung, Quilty and Peterson in 2007. The idea of looking at work through outspoken or measured and task or people sides is familiar, but our grouping of these scales, our four names, and our descriptions are our own reading. No study has tested our grouping. The paper found that Assertiveness and Politeness tend to pull in opposite directions, which is why they sit opposite each other on our map.
Who is my score compared with?
Your scores are compared with 480 adults from a community sample in Eugene and Springfield, Oregon, who answered these statements by mail between 1994 and 2002. The group’s public answers give each scale’s average, the stretch close to that average within half a standard deviation, and the percentile. A score is close to the group’s average when it falls within that stretch, and above or below when it falls farther away. Our statements say “you” and use a five-point accuracy scale. Three of the forty statements were never asked of the group in these words, one each for Assertiveness, Enthusiasm, and Politeness, so those three scales use the other nine statements for scoring and comparison, including the score out of 5, and each of those three statements is still asked. The averages the 2007 paper by DeYoung, Quilty, and Peterson published for this same community sample match the group’s within 0.05.
Can I use this for hiring?
No. Nothing here was built or checked for choosing, promoting, or screening out people. The assessment also measures no ability, intelligence, or employability.
What happens to my answers?
We keep your personal information private and never sell it, while anything that identifies you goes only to the companies needed to run the site and take a payment. To delete your account and everything saved in it, email us at hello@nomigram.com from the account’s own address.
How do these assessments compare with other sites?
The four scales behind Nomigram’s Work styles assessment come from four of the ten aspects in the Big Five Aspect Scales by Colin DeYoung and colleagues, published in 2007. They are Assertiveness, Enthusiasm, Politeness, and Orderliness. The four work styles are Nomigram’s own way of organizing these scales, so the style names and descriptions belong to this assessment rather than to the source scales.
Nomigram is not affiliated with, endorsed by or sponsored by the Myers & Briggs Foundation, The Myers-Briggs Company or NERIS Analytics Limited, and the names are used here only to explain how our assessments relate to them. MBTI, Myers-Briggs and Myers-Briggs Type Indicator are trademarks or registered trademarks of the Myers & Briggs Foundation, Inc. in the United States and other countries. 16Personalities is a trademark of NERIS Analytics Limited.
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