Archetype Assessment Methodology
An overview of the structure, scoring, and design rationale.
Purpose
This assessment was developed to measure energy alignment across three distinct working styles:
- Ideator: Strategy, creativity, and big-picture thinking
- Operator: Execution, collaboration, and coordination
- Administrator: Structure, precision, and system management
The goal is to identify which skills provide energy, which deplete it, and which remain neutral.
Design Approach
The assessment is built on a comparative judgment model using forced-choice pairs. Each participant responds to a series of 36 questions, with each question requiring a choice between two distinct skill types.
- Each skill belongs to one of three archetypes:
Ideator, Operator, or Administrator
Skills are only compared across archetypes, never within the same archetype
- Example: You will not see Creativity (Ideator) vs. Visionary Thinking (Ideator)
- But you may see Creativity (Ideator) vs. Project Management (Operator)
Each skill is compared six times—once against every skill in the two opposing archetypes (3 x 2 = 6). This ensures every skill has an equal opportunity to be selected and avoids overrepresentation of any archetype.
There are no right answers—only preferred responses under cognitive trade-offs. The forced-choice structure prevents neutrality, encouraging instinctive selection and more accurate prioritization of what actually energizes the respondent.
Scoring
Each selected skill contributes 1 point to its associated archetype.
- Points are tallied across all comparisons.
- Higher scores indicate stronger alignment and greater energy gain from those roles.
- Lower scores do not imply weakness, but rather a lower energetic return.
Results are presented in a written format with detailed breakdowns of each archetype.
Theoretical Basis
The method draws from decision science, comparative judgment theory, and behavioral preference modeling.
- Influenced by instruments such as FIRO-B, SDI, and forced-ranking evaluations.
- Prioritization over rating reduces bias and response inflation.
- Focus is placed on practical behavior rather than aspirational self-concept.
Intended Use
The assessment is designed to:
- Increase individual self-awareness
- Inform role alignment, career planning, and team composition
- Identify potential mismatch between skill and energy
It is especially relevant for mid-career professionals, transitioning leaders, and team-based work environments.
Limitations
This tool does not measure personality, aptitude, or intelligence.
It reflects behavioral preference under cognitive trade-offs.
Context, environment, and maturity may influence outcomes. Follow-up reflection is recommended.
Summary
The Archetype Assessment identifies how individuals respond to functional demands across creative, operational, and structural domains. By surfacing instinctive tendencies, it provides a clearer view of how energy is gained or lost in different types of work.
Results are not definitive. They are a starting point for interpretation and application.
