• to  establish an individual career path
• to build awareness of one's own potential
• to determine the strengths and weaknesses in professional life 
• to diagnose developmental processes
• to make conscious decisions when taking up or changing a job

• a model based on Paul T. Costa, Jr. and Robert McCrae's Five-Factor Theory of Personality
• 60 questions with answers on a scale from 0 to 4
• time for completion: about 15 minutes
• normalized tool
• detailed report available in Polish and English
• report available immediately after submission of  the test

Private individuals - in order to recognize their strengths and areas for development. Helpful in building  awareness of one's own potential, aimed to examine one's professional, personal, interpersonal, leadership, teamwork and other predispositions. It determines, in a comprehensive way, one's  self-assessment, attitude to work, cooperation, action, relationship building as well as it measures the level of selected emotions influencing effective functioning. It supports setting an individual direction of development.

Employees of companies and other institutions - to examine their professional, personal and interpersonal predispositions, leadership competences and teamwork. It is helpful at any stage of professional career to examine employees' competences, diagnose training and coaching needs or to determine the career paths. It determines, in a comprehensive manner, self-assessment, attitude to work, cooperation, action and relationship building, It also measures the level of selected emotions influencing effective functioning. It allows to diagnose not only employee behaviour and their potential, but also internal motivation, values and roles in the team.

HR departments - to diagnose the competences of employees, identify strengths and areas of development in order to change the scope of duties, position, promotion or define training needs. It determines, in a comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as measures the level of selected emotions influencing effective functioning.

Managers - to get to know their employees better. Helps to determine how to manage individual team members and the whole team. It determines, in a comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as measures the level of selected emotions influencing the effective functioning. It is helpful in the study of interpersonal relationships, leadership competences, action motivators, natural behaviour and the roles played in the team.

Recruiters - to get to know the candidates better. Helpful in choosing the best employees in terms of selected personality traits or competences. It determines, in a fully comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as measures the level of selected emotions influencing effective functioning.

Labour Offices - to diagnose Clients/Customers in terms of their strengths and areas for development, to identify key competences, examine the type of personality, personal and professional predispositions, barriers, limitations and beliefs.  It defines, in a comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as it measures the level of selected emotions which influence  effective functioning. It is helpful in the process of recruitment of the best candidates for the offered jobs.

Social Institutions - to diagnose Clients' strengths and areas for development, identify key competences, to examine the type of personality, personal and professional predispositions, barriers, limitations and beliefs. It defines, in a comprehensive manner, self-assessment, attitude to work, cooperation, action, relationship building as well as measures the level of selected emotions which influence  effective functioning. It is helpful in the process of selecting the best candidates for specific activities.

Business coaches - for individual and group work as a tool supporting the training process. It is helpful in trainings within the area of communication, sales, customer service, managerial skills, teamwork, assertiveness, motivating, coping with emotions and difficult situations, conflict resolution, building own brand, building self-esteem, working on self-confidence, managing oneself in time, managing one's work as well as interpersonal and other trainings.

Psychologists -for individual and group work with patients. Helps to better understand the patient and establish a fuller, empathic contact with him/her. It determines, in a comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as it measures the level of selected emotions which  influence effective functioning. It supports the process of diagnosis and therapy planning.

Coaches - for individual work (coaching sessions) and group coaching. Helps to get to know the Client. It determines, in a comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as measures the level of selected emotions which  influence effective functioning. It helps to define coaching objectives.

Career counselor - for individual and group work. Allows to diagnose the personal and professional predispositions of the Client. It examines, in a comprehensive way, self-assessment, attitude to work, cooperation, action, relationship building as well as it measures the level of selected emotions which  influence effective functioning. It is helpful in determining the career path.

MY WORK - a questionnaire used to diagnose adults.

Description: The questionnaire consists of 60 statements of a self-descriptive nature to which the respondent refers on a five-point scale from "I completely disagree" through "I have no opinion" to "I completely agree".

Reliability: Measured by Cronbach's alpha coefficient. The internal consistency coefficient is 0.83

Relevance: Content validity, and criterion validity of the tool were examined. Consistency of the competent judges' scores was established for the consistency of all test items included in each sub-dimension. A correlation analysis of the questionnaire with the NEO-PI-R test and the MSEI test was conducted, obtaining the expected results.

Normalisation: Sten scores were determined by surveying a sample of 670 individuals with different gender, age, place of residence and educational level. The norms were determined in three age groups, independently for men and women.