At the end of a traditional test, you receive a result...
At the end of a PERS6NɅ diagnostic, you receive a user manual — a document you are meant to reread, refer back to and use long after the day you completed it. That is the difference between a memory and a tool.
The PERS6NɅ report does not simply name your dominant type. It explains how you function from several complementary perspectives — your relationship with time, your motivational drivers, your stress cycle, the way you communicate, manage and make decisions — and connects each of these dimensions to practical advice, rather than simple observations.
A real example (anonymized)
Here is an authentic extract from a report that was actually delivered (identity concealed):
“Your Native personality is the Connector type. You perceive your environment through emotions, and you rely on 3 qualities: warm, empathetic and unifying. You are relationship-oriented, and you make decisions according to your internal orientation.
Your inner voice keeps telling you: ‘I need to make you feel good’ — to please you, be agreeable and create a positive atmosphere.
To communicate with you, people need to use the language of emotions, with expressions such as: ‘You feel that…’, ‘That affects you…’, ‘You feel comfortable / uncomfortable with…’”
And the key prescription that follows from it, written to be actionable rather than simply descriptive:
“You can love others without abandoning yourself.”
It is this kind of sentence — precise, personal, never generic — that distinguishes a PERS6NɅ report from a standard test result. It does not simply describe who you are: it shows you where your potential for growth lies.
What your report contains
The full report is structured into several sections that follow a progressive logic: first knowing yourself, then understanding yourself, then taking action — on yourself, with others, as a manager and in the way you manage time.
Your relationship with time
The only personality diagnostic that addresses this essential dynamic.
How you organize your pace, priorities and energy in everyday life — so you can identify what helps you become more effective without constantly over-adapting.
Your motivational drivers
The fundamental needs that, when fulfilled, help you return to your best level of functioning — and those that, when neglected for too long, gradually drain your energy.
Your stress and satisfaction cycle
The report describes a progression through several levels — mild, moderate and high stress — explaining, at each level, what triggers the tension, how it manifests specifically for you, and how others perceive it. It is not a simple “stressed/not stressed” box: it is a map of how your tension builds, allowing you to intervene before things escalate.
Your signs of exhaustion
Each type has its own early warning signs, often invisible to the person themselves but recognizable once they have been identified: withdrawal, over-control, rumination, sarcasm, silent disengagement... The report identifies them specifically for you, rather than in generic terms.
Your communication keys
How to adapt your message to your counterpart’s filter — and how to recognize the language register that truly resonates with you, so you can be better understood without changing who you are.
Your management style
Based on recognized frameworks (including the Blake and Mouton Managerial Grid), the report positions your spontaneous management style between results orientation and relationship quality — highlighting your natural strengths and your areas of vigilance.
Your decision-making logic
The way you transform information into a decision: what you instinctively prioritize when making a choice, what gives you confidence, and what can throw you off balance under pressure — over-analysis, rushing, emotionally driven decisions or avoidance.
One profile, three uses
The foundation of the PERS6NɅ diagnostic always remains the same: your unique combination of the 6 types, built very early in life, and the unique arrangement of the 6 types you use today. But depending on what you want to do with this information — understand yourself better, manage someone more effectively, or make recruitment more secure — the report is available in three versions, each designed for a specific practical use.
Personal Version
For whom: yourself, to better understand how you function in everyday life.
What it contains: the full report described in the previous sections — your relationship with time, your motivational drivers, your stress cycle, your communication keys and your decision-making logic. This is the introspective version, answering the question: “How do I function, and how can I achieve greater peace of mind?”
Management Version
For whom: a manager responsible for others, or a member of a team.
What it contains: a complete managerial portrait, structured around practical questions:
- Who is this person as a manager? In what environment do they naturally perform best? What is their typical managerial behavior? What do they bring to their team? What deep-seated beliefs guide their decisions, and how can these shift under stress?
Example (anonymized extract, Organizer profile):
“You are a manager of reliability: you create structure, secure execution and turn uncertainty into a workable plan. You perform best in clearly structured environments: rules, procedures, roles, deadlines and quality standards. […] Under stress, this can push you toward perfectionism, over-control, or taking too much of the burden on yourself.”
This version is particularly useful before taking on a management position, or for a direct manager who wants to adapt their own approach to the person they supervise.
Recruitment Version
For whom: an HR department or manager, before or after hiring.
What it contains: the person’s typical roles — in other words, the positions, responsibilities and environments in which they are statistically most likely to perform sustainably, and conversely, the contexts that may require significantly more energy from them (not because they lack competence, but because those environments demand a mode of action that runs counter to their natural dynamics).
Example (anonymized extract, Connector profile):
Roles in which the person performs particularly well: Human Resources Manager, Recruitment Manager, Customer Relations Manager, Service Team Manager, Change Management Manager.
Tasks in which they excel: building engagement, improving communication, supporting change, onboarding new employees, giving feedback.
Roles with a higher risk of friction: highly solitary positions, cold and highly technical environments, roles requiring frequent decisions that go against the collective view.
This version can be used directly at two key moments: making recruitment more secure (does the role genuinely match the candidate’s natural dynamics?) and ensuring successful onboarding (which levers should be activated from the very first weeks so the person can integrate and perform quickly, rather than discovering them only after several months?).
(Prices for each version are provided when you contact an accredited practitioner.)
