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Original self-reflection questionnaire · Full results free
Reflect on 36 original work-behavior questions. Read six free guides on shared understanding, problems, agreed action, outputs, change and coordination, without ability or hiring grades.
36 questions · about 10 minutes · no signup
Think of the past four weeks in work, study, volunteering or shared projects. For each behavior, rate how often you did it when a relevant occasion arose. Report what you recall, not what you think an employer wants. If there was no relevant occasion, you cannot judge, or you prefer not to answer, choose unscored. A high frequency does not prove that the behavior was appropriate or effective. The six means describe your answers only: this is an original reflection, not a work sample, competency certification or hiring test.
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Recall what you did in relevant work, study, volunteering or shared-project situations over the past four weeks. This complete original bank considers shared understanding, problem framing, agreed action, output conditions, change and coordinated contributions. Six means summarize answers and all six full guides remain readable. The time is an untimed reading estimate; frequency is not proof of skill, leadership, quality or job fit.
The 36 original questions form six groups of six. Responses from Never to Almost always contribute 1 to 5, with no reversals. Each group needs all six numeric answers. Add its values, divide by six and round to one decimal for display. For example, 3, 4, 3, 2, 4 and 3 sum to 19 and display 3.2 / 5. A mean summarizes the listed behaviors when an occasion arose; it is not a percentage of occasions or a competency level.
A behavior may be frequent because the situation required it, or rare because the opportunity did not arise. Frequency alone does not show appropriateness, quality or a useful outcome. If you cannot judge, had no relevant occasion or prefer not to answer, choose unscored. Any unscored response withholds only its own group’s mean. Other complete groups keep their means, and an all-unscored attempt still finishes with all six complete guides.
FermatMind wrote the questions, both languages and all guides. OPM’s competency definition and O*NET’s transferable-skills descriptions provide conceptual background only. They do not supply or validate this bank, six-factor structure, frequency anchors, four-week recall or strict completeness policy. There is no combined score, strongest or weakest type, population norm, hiring prediction, job match or certification. Related communication, planning and responsibility concepts overlap with other reflections; this page does not establish an independent ability construct.
Read what each of the 6 parts explores. Your complete result presents them together; they are not mutually exclusive personality types. These public guides contain no one’s answers or personal means.
Six recalled behaviors concern requests, terms, decisions, examples and measurement units. They describe attempts to establish shared meaning, rather than certifying that a message was understood.
These six behaviors concern the gap to explain, competing causes, reversible checks and disconfirming observations. The mean cannot show how difficult a problem you can solve.
Six items revisit purpose, authority, ownership and space for others to act. They describe coordination attempts without rating leadership potential or management readiness.
Six items ask about the user of an output, required features, compatible inputs, dependencies, resource access and operating conditions. The scope is task specification rather than personal time management.
These six behaviors concern affected requirements, learning trials, concrete feedback and consequences of a change. They describe recalled responses, not adaptability as a stable capacity.
Six behaviors revisit integration, other people’s constraints, disagreements, wanted help and joint checkpoints. They describe actions you recall without evaluating whether others enjoy working with you.
It describes recalled frequency of 36 listed work behaviors during the past four weeks. Six complete readings help you examine situations and possible next steps. It does not measure all the knowledge, skill, ability or conditions required for successful work.
The six editorial themes ask about different situations. Their frequencies do not have a validated common level scale, and averaging them would not establish job performance. Each group retains its own meaning and complete guide.
Choose unscored rather than inventing an example. The affected group then shows insufficient information instead of a zero. Other complete groups retain their means and every guide stays readable, including after an all-unscored attempt.
No. A useful action depends on the task, timing, consent, resources and what happened afterward. Review one concrete example and any outcome you actually observed, rather than treating a mean as evidence of effectiveness.
This reflection has no hiring or job-matching validation. It should not determine eligibility, suitability or employment decisions. A job requires evidence tied to its real tasks, and people need a fair opportunity to demonstrate relevant work.
These items revisit actual requests, competing explanations, decision authority, inputs and shared outputs. Communication practice asks about choices in stated situations; time habits focus on using time; work ethics examines commitments and integrity. These are related topics, and different wording or response formats alone do not prove separate psychological constructs.
Saving is optional and stays in this tab for up to 24 hours. Completion, retake or exit-and-clear removes the draft. Public copying shares only the title and public link, without item answers, private means or a personalized score URL.
These sources provide background, not validation of this questionnaire or an individual diagnosis.
Website content edition 1.0.0 ·
Source question / scoring / report versions: original36_bilingual_six_themes_v1 / fm_work_six_complete6_frequency_means1dp_no_levels_v1 / six_full_six_section_guides_v1