Meta Dynamics Profiling Tool

  • The scale is a 32-item Likert scale with items answered on a five point scale - from Strongly Agree to Strongly Disagree.

    Please select from the choices below that best represents how you feel about your preferences for each statement.

    1 - Strongly Disagree
    2 - Disagree
    3 - Neutral
    4 - Agree
    5 - Strongly Agree
     

Scoring

PLEASE READ how the scoring is meant to be calculated.

Sum the scores for all 32 items. The higher the score,
the higher you are in that category.

Strongly Agree = 4
Agree = 3
Neutral = 2
Disagree = 1
Strongly Disagree = 0

Items with an asterisk are reverse scored,
that is:

Strongly Agree = 0
Agree = 1
Neutral = 2
Disagree = 3
Strongly Disagree = 4

Table For Scoring

ENVIRONMENT
(VISIONARY)		 STRUCTURE
(ARCHITECT)		 IMPLEMENTATION
(DYNAMO)		 PEOPLE
(COLLABORATOR)
Question Score Question Score Question Score Question Score
1   2   3   4  
5   6   7   8  
9   10   11   12  
13   14   15   16  
17   18   19   20  
21   22   23   24  
25   26   27   28  
29   30   31   32  
Total   Total   Total   Total  

Environment - Visionary

Individuals who are high on the environment are open to change, are experimenting and free thinking. They have a tendency to be open-minded, innovative, and they seek for ways to improve the status quo and cultural expectations in their environment. Where a visionary is not afraid of trying out new solutions to problems when required, such an individual is ideal as a leader. On the flip side, having no real regards for tradition, they may have a tendency to welcome change a little too much without a clear purpose and alter everything which they can to suit their own thinking style.

HIGH

KEYWORDS

  • High standards
  • Inspirational
  • Creates a physical environment
  • Creates a psychological environment
  • High self-efficacy
  • Shared vision
  • High personal growth
  • Goal setting behaviour

KEY BEHAVIOURS

  • Have the ability to bring people towards the vision and are comfortable with ambiguity
  • They embrace uncertainty as demonstrated in their behaviour, actions, and decisions
  • There is clarity in vision and the ability to language the vision for others to believe
  • Persevere through obstacles and sees it as a challenge
  • Passionate in achieving this shared vision
  • Constantly seek understanding from those who
    knows more in areas that they are lacking in
  • Always engage and is committed to goal setting
    behaviours

LOW

KEYWORDS

  • Low standards
  • Uninspiring
  • Follows the physical environment
  • Follows the psychological environment
  • Low self-efficacy
  • Own vision
  • Lack of personal growth
  • Lack of goal setting

KEY BEHAVIOURS

  • Dislikes talking about the bigger picture
  • They are most likely uncomfortable with uncertainty as demonstrated in their behaviour, actions, and decisions
  • Dislike being the source where the bigger
    purpose, vision and goals are communicated to others
  • There is high clarity in personal goals only
  • See challenges and obstacles negatively and be overwhelmed
  • Has a tendency to focus on what’s immediate and is unlikely to know what their strengths and stretches are

Structure - Architect

Individuals who are high on Structure demonstrate the attributes to create systems and processes that are in place or need to be in place in order to allow for a successful environment. They have a quick-witted ability to determine relationships between ideas and a tendency to engage in analysing information for problem solving. As an architect, they demonstrate strengths in contingency planning. They will create sustainable structures through the anticipation of potential challenges and make decisions based on consequential and critical thinking so as to not result in those they lead having to engage in “last minute fixing”. Strong Architect individuals may appear stubborn and sceptical to change and must learn to accept other methods and/or processes from others that could yield a better outcome.

HIGH

KEYWORDS

  • Strategic thinking
  • Find the solution
  • Generate ideas
  • Create benchmarks
  • Create structures
  • Sound judgment

KEY BEHAVIOURS

  • Implement innovations through considerations of strengths and weaknesses
  • Solutions are thought out in a systematic approach
  • Apply innovations to improve the current solution strategies
  • Have an obvious target to strive for to achieve, and will persist until the job is done
  • Consults widely to involve others in decision-making process for more input. NOTE: Being consultative does not imply that they incorporate all suggestions in their decisions; they consult for alternative perspectives

LOW

KEYWORDS

  • Low strategic thinking
  • Find the problem
  • Build on ideas
  • Follow benchmarks
  • Follow structures
  • Careless decisions

KEY BEHAVIOURS

  • Poor at projecting outcomes and where the business should head
  • Less likely to take a consistent and systematic approach to tasks
  • Prefer implementing what others have already thought up, perhaps with a limited number of changes or ‘tweaks’
  • Dislike having to adhere to set rules and procedures and will have difficulty persevering with tedious, repetitious tasks
  • Tend to weigh things up quickly without considering all perspectives

Implementation - Dynamo

This individual is autonomous in functioning independently, without reliance on others. Strong Dynamos are identified by their determination to achieve their goals and outcomes that they set for themselves and others. They succeed by perseverance, originality and a desire to do whatever is needed or wanted by the group in which they represent. Great Dynamos think on the spot when presented with a challenge and are quick to identify and organising the resources needed to achieve an outcome. They respond to praise and criticism more so than others and are driven by the expectations of their group.

HIGH

KEYWORDS

  • Autonomous
  • Consistent
  • Results focused
  • Disciplined
  • Tracks on goals

KEY BEHAVIOURS

  • They influence through demonstrating their capability to confront issues that pertain to the shared vision
  • They are prepared to disregard majority decisions
  • Like to see tasks through to the end, even if the task is routine or relatively unimportant
  • Persevere through obstacles and potential challenges until the desired outcome is achieved
  • Hold themselves accountable for targets (missed and achieved) and have an uncompromising determination of self- discipline in completing a task given
  • Know how to select one task over another competing task based on the consequences

LOW

KEYWORDS

  • Dependent
  • Inconsistent
  • Not results focused
  • Undisciplined
  • Dislikes tracking on goals

KEY BEHAVIOURS

  • Dislikes having to step up in a group situation for situations where they have to demonstrate leadership
  • Often spontaneous and lacking self-control, thus often acts in an unplanned and impromptu way
  • Give up on a task at hand if it is too difficult
  • Behaviour is predominantly externally driven
  • See deadlines as flexible and are frequently distracted
  • Show a level of spontaneity and will not be bothered with timelines
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People - Collaborator

The Collaborator has a strong preference and innate ability to connect with others and a firm commitment in wanting to guide those around them. They are responsive and responsible as team players and generally feel genuine concern for what others think or want. The common strategy taken as a collaborator is by handling problems and challenges with consideration of the other person’s perspective. In doing so, they create a level of trust with others in their capacity to identify strengths and stretches in others and leading them toward shared vision. Having a fundamental need for human interaction, their ability to empathise with others is put to good use. However so, they will not easily make decision which work against this.

HIGH

KEYWORDS

  • Develop others
  • In charge
  • Likes connection
  • Initiates contact
  • Reads social situations accurately
  • Manage emotion of self
  • Mindful
  • Perceptive

KEY BEHAVIOURS

  • Freely expresses their opinion, makes disagreement clear, and is prepared to give feedback where needed
  • Taking the lead in a group situation comes naturally, and they are comfortable delegating tasks to others
  • Provide support to team based on their team’s level of competence and instil confidence in others for growth and learning
  • Like spending time with people and shows satisfaction from helping others succeed
  • Listens instead of talking over someone during a conversation
  • Cooperative, conforming, and considerate in their engagement with others and can easily and comfortably take on another’s perspective
  • Mutual respect for another’s views, opinions, outlook and perspective

LOW

KEYWORDS

  • Dislikes developing others
  • Follower
  • Dislikes connection
  • Waits for contact
  • Misinterpret others
  • Unable to manage emotion
  • Not mindful
  • Not perceptive

KEY BEHAVIOURS

  • They are likely to be sensitive to others’ needs and will usually avoid expressing their opinion for fear of upsetting them
  • Makes own strengths known to others and are focused on self
  • Comfortable spending time away from others and normally maintain detachment in interpersonal relationships
  • Low in identifying when others require support as they appear self-absorbed
  • Base their behaviour on their own attitudes and opinions, and having a little awareness of the demands of the situation
  • Not interested in understanding another’s perspective other than their own and are low on knowing when someone needs support (e.g. team member)