Thinking Profile
Hungarian name: Gondolkodási profil
Whose thinking is yours closest to?
What is it for? Musk, Jobs, Einstein, Hawking, Curie, Karikó, Attenborough – ten dimensions, seven patterns. It does not measure how clever someone is but how they think: whether they start from observation or from a model, refine or redesign, wait for evidence or act despite uncertainty. We compare your profile with the publicly documented working methods of seven well-known thinkers and show which one you are closest to. It is not a ranking: Attenborough’s observational thoroughness is as much a resource as Musk’s scale or Karikó’s perseverance.
- List price
- HUF 1,500 / personHUF 1,500
- Completion
- 6–8 min
- Scope
- 30 questions
- Status
- Available
You can complete your first assessment yourself free of charge and receive your own result immediately. Team and management reports are available to order.You can complete your first assessment free of charge and receive your own result immediately.
Who sees what?
Before you order – and what the respondent reads on the first screen.
Individual answersbelong to the respondent alone. Everyone receives their own result and no one else’s.
The managersees only the aggregated team report.
The summaryis produced from at least 3 completions; with fewer, individual answers could be traced back.
Results by nameare switched off by default.
What it is about
Thirty situations follow.
Each has five options side by side; choose the one that is most typical of you – not the one that sounds best.
There are no right or wrong answers: the two ends of the scale are two different ways of thinking, both of which work.
Your first impression gives a more accurate picture than lengthy deliberation.
Completion takes 6–8 minutes.
Why measure it? Most decisions depend not on knowledge but on ways of thinking. Two people see the same data yet set off in different directions – one validates first, the other acts. This difference is rarely discussed, so it shows up as a personal conflict when it is really a difference in style. Once it is visible, the team decides faster and less energy is lost to misunderstanding.
Who is it for?
For managers and decision-makers who want to know in which situations their own way of thinking is a strength and in which it is a risk.
For teams where decisions stall because members approach the same problem differently.
For specialists and researchers who want to use their strengths more consciously.
For HR professionals and developers who also want to look at team composition through ways of thinking.
What does this assessment reveal?
- The aim is for respondents to get an accurate picture of their own way of thinking across ten dimensions, see their two most characteristic archetypes and understand in which situations this pattern is an advantage and in which a risk.
- At team level, the aim is to make differences in ways of thinking visible and open to discussion.
What do the respondent and the manager receive?
- The respondentIndividual feedbacktheir profile across the ten dimensions, as a chart
- The respondentVisual profilewhich thinker they are closest to, and which comes second – with percentage similarity and written interpretation
- The respondentDevelopment directiontheir similarity to all seven patterns, side by side
- The managerManagement summaryThe HR manager or managing director receives a single aggregated report on all completions – without individual answers.
How many employees would you like to send it to?Ordering for yourself?
Enter the number of people; you can paste all the email addresses at once.You can order a single completion and receive your result immediately after completing it. If you would like to include others, you can increase the number on the next page.
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