My Secret Potential PLUS Test

My Secret Potential PLUS
Warning: this document contains private information. Power by CA Method

MSP Standard Example
Date of testing: 04.03.2012 22:48:43 CET Validity of the test: 3 months
CONTENT
1 Introduction..............................................................................................................................................3
2 Basic personal characteristics.................................................................................................................4
2.1 Response to rules............................................................................................................................4
2.2 Use of own abilities..........................................................................................................................4
2.3 Your development potential.............................................................................................................4
3 My day-to-day roles.................................................................................................................................5
4 Atmosphere of relationships..................................................................................................................14
5 How do you respond to stress?.............................................................................................................16
6 How do you respond to change?...........................................................................................................18
7 My motivators and brakes......................................................................................................................20
The operator of www.mysecretpotential.com is not reliable for any damages caused by misinterpretation.
www.mysecretpotential.com E-mail: support@mysecretpotential.com 2

1 INTRODUCTION
When reading “My Secret Potential PLUS” please bear in mind that:
1. None of the values can be labeled “good” or “bad”. The values must be interpreted in the
context of the personal and professional aspirations of the individual and the specific personal
and professional environment. Values that are crucial in one occupation or a particular firm
could be a block to work in another job or differently run firms.
2. All values can change and the individual’s performance can be improved. “My Secret
Potential PLUS” provides key information for understanding the individual’s strength and
weaknesses, which permits the development of effective strategies for personal development
and correct management. Do not look at “My Secret Potential PLUS” as a psychological
typology but as a real aid to better professional engagement.
3. A person is usually part of a group. All the measured values therefore describe individuals’
attitudes and behavior within their respective groups and specific conditions. They represent the
mutual influence (interaction) of individuals and their environment. For effective overall group
performance it is important to have a variety of roles and approaches within a team. Diversity is
essential for the creation of an optimal team, but it can also be a source of conflict
4. Where there is a "normal" position in the graphs, it is based on a research project, where
300.000 individuals were diagnosed. It is thus only an average value and should be used only
for comparison.
5. This document contains sensitive personal data. Take care that it is used ethically, with
discretion, and in accordance with the law on personal data protection.

2 BASIC PERSONAL CHARACTERISTICS
The basic analysis looks at three fundamental parameters that are crucial for you. Response to
rules, Use of your own abilities and Your development potential.
2.1 Response to rules
Person is prepared to accept only those rules that they consider fair. People like this have difficulty
accepting rules made by others if they are new or they have not tried them out. They are suitable people
to create and implement new rules.
2.2 Use of own abilities
Person’s abilities are not used automatically for the benefit of work and personal activities. They
keep their distance and cannot be overburdened.
2.3 Your development potential
Person makes full use of their current development potential.
Promotes own rules in all circumstances
Complies with acceptable rules
Helps to create and uphold rules
Submits to rules
Obeys rules unconditionally
Uses own abilities automatically
Uses own abilities only in the right conditions
Uses own abilities to block and limit activities
Short-term fluctuations
Overloaded potential
Full use of potential
Potential for improvement
Potential not fully exploited
The ideal distribution is the ratio 70 : 20 : 10

3 MY DAY-TO-DAY ROLES
This section of the detailed test identifies that roles that suit you best and enable you to give your
best performance. The blue color shows roles that you choose automatically, or most frequently
consciously chooses, in everyday situations. The purple color shows roles that are used in certain
situations, in an unstable environment according to the conditions at a given moment. The grey color
shows roles that are used when in danger or in personally unacceptable conditions.
Roles used automatically
Roles used in certain situations Roles used in danger
Person is an important person for a team, keeping track of long-term shared objectives and binding
the collective together.
Person requires structured, strongly connected and clear work activities that lead to the
achievement of new objectives.
Person prefers to find solutions that are acceptable for all.

Tip
The roles form a “snail” shape with the roles that suit you best at the top where values are highest.
The lowest values are the roles that do not suit you.
What are social roles?
The concept of roles is not limited to plays and movies. They can be defined as an integrated
system of attitudes, arguments, opinions, habits and the specific activities that they produce, which
together make up the typical behavior of a person in a group. In work meetings we can see innovators,
passive participants and permanent critics of everything that happens or is planned. Many of us behave
one way in a “suit” and completely different when at home in a “t-shirt and jeans”. All of us play some
sort of a “role” nearly all the time we are in contact with our surroundings.
There is increasing interest in identifying the social roles that test subjects play. This can be crucial
to putting together a successful team. No matter how much we try to ignore them, we always end up
falling into a role. It is necessary to learn to recognize them and work with them.
The description of roles that we use is based on many years of research and analysis. The names
(e.g. strategist, visionary, endurance athlete etc.) have been chosen to provide the best characterization
of the basic principles of each role.
How to read the results of the graph?
The roles are ranked in the graph from the most frequently to least frequently performed. The test
subject’s ideal roles are situated at the top of the “snail”. Moving clockwise, the roles are in descending
order of how often and with what benefit they can be used.
For a subject, only the first three or four roles are statistically significant (in terms of the frequency
and content of use – the need, taste and tendency to perform or fulfill such a role). At the opposite end
of the scale are three or four roles that the test subject strongly objects to fulfilling or performing.
In everyday life we do not meet with “role monotypes”. On the contrary, roles tend to come in
groups and overlap with each other. It is useful to have a combination of strong and supporting roles.
This overlapping ensures that there will be a strong identification between the individual and the group
and the group and the individual, which reinforces their adaptive potential.
The form of a circular graph emphasizes certain groupings of roles.
We can see the “Snail” – a gradual, balanced decline in the ability to perform a role. The “Seashell”
shows a significant preference for the first half of the roles, while the second half is strongly resisted.
The “Sea horse” has a very strong preference for the first two or three roles and then a gradual fall in
preferences half way round the circle. Beyond the half-way mark values are minimal.
Here too we should apply the principle of strengths and weaknesses.
If the field making up the “snail” is balanced and large, the test subject is able to fulfill and perform
the majority of roles. If the field is oriented towards only a few roles – if there is a strong “snail” shape –
it is better to place the test subject only in those preferred roles. At the same time, they should not be
expected to manage roles that they dislike or have a low affinity for.
The actual performance and fulfillment of roles depends both on personal choice, delegated powers
and other factors such as the structure of the group, function and so on. In groups we are always able
to prefer and use a variety of roles.
Definition of roles according to their use
We can divide the roles covered by our test into three basic categories. They can also be
categorized according to how “broad” and “strong” they are. In the following we will get to know the
roles’ individual characteristics.

Strong, broadly focused rules
These are roles that can be used to good effect in a wide range of social circumstances for the
common objectives of large social groups. The provide general examples and models for decision-
making. They are ideal for identifying smaller social “sub-groups” with different motivations within a
single whole.
Visionary
Visionaries give priority to the identification, integration and establishment of work and human
potential into new functional units – dominant visions. Their priority is the immediate broad availability of
opportunities, activities and people. If the role is expected in the group, this means that the function of
the person performing the role is to make use of his or her aptitude for finding and using opportunities,
activities and human potential.
Team builder
Team builders emphasize relationships, a human model of cooperation and a working atmosphere
conducive to long-term collective activity towards a common goal. Their priority is general satisfaction
with the group and relationships. If the role is expected in the group, this means that the function of the
person performing the role is to ensure group satisfaction through support for functional models of
cooperation and the maintenance of long-term common objectives.
Endurance athlete
Endurance athletes emphasize consistent and long-term development of working procedures that
require skill and the acquisition of knowledge. Their priority is the continuous development and
application of knowledge. If the role is expected in the group, this means that the function of the person
performing the role is to maintain continuity in work procedures, skills, the use of knowledge and its
development.
Leader
Leaders prefer quick, dynamic and successful work activities involving a high level of personal
influence. Their priority is victory, speed, collective and personal success. If the role is expected in the
group, this means that the function of the person performing the role is to undertake fast and successful
activity that produces the expected benefits for all stakeholders.
Strong, more narrowly focused roles
These roles are effective and useful particularly in small and medium-sized social groups and for
the specific common objectives of these groups. The roles provide specific templates and models of
decision-making for the personal identification of groups and individuals.

Communicator
Communicators focus on team activities, contact and cooperation that support positive atmospheres
in relationships. Their priorities are contacts, atmosphere, the team and common objectives. If the role is
expected in the group, this means that the function of the person performing the role is to maintain
contacts, a high quality creative atmosphere and the group’s focus on its shared objectives.
Workhorse
Workhorses emphasize fast, automated work procedures and processes with an emphasis on
productivity and success. Their priorities are action, work and measurable successes. Workhorses
demand this also from themselves. If the role is expected in the group, this means that the function of
the person performing the role is to achieve measurable results in monitored areas.
Innovator
Innovators prefer precisely structured, strongly interconnected and clearly defined work activities
that lead to the achievement of new objectives. Their priorities are long-term strategic decision-making
which they attempt to guide themselves. If the role is expected in the group, this means that the function
of the person performing the role is to define concepts that are linked to work activities that will lead to
the set objectives.
Inventor
Inventors are interested in discovering new means and areas for the application of knowledge and
abilities, in particular the performer’s own. Their priority is to put new knowledge into practice and to use
it to help achieve group aspirations. Innovators do not leave out their person ambitions. If the role is
expected in the group, this means that the function of the person performing the role is to offer more and
more new applications within the existing system so that all stakeholders can achieve their objectives.
Complementary (support) roles
This group includes roles that can be used effectively in specific social activities. They support and
facilitate the personal identification of individuals.
Democrat
Democrats prefer a shared arrangement of generally accepted life values. In their work activities,
democrats need to be part of a group and in contact with it. The role’s priority is the functionality of the
whole. They are able to tolerate differences. If the role is expected in the group, this means that the
function of the person performing the role is to ensure stable and good quality of contacts, a common
framework that supports communication and shared values.
Appraiser
Appraisers concentrate on setting and implementing criteria for work activities through the use of
rationality. Its priority is distinguishing the quality of activity. If the role is expected then it is expected that
the person performing the role will primarily act as a corrective by applying reasonable criteria for
decision-making which assign priority and distinguish quality in activities.

Strategist
This role prefers logical and clearly defined cooperation. Strategists promote such forms through
their own work. Their priority is mixed working groups, relationships and connections in work. If the role
is expected in the group, this means that the function of the person performing the role is to explore and
propose forms and methods of cooperation.
Executor
Executors prefer to apply their work aptitudes and skills within clear and logical rules and
procedures. Their priority is contact and self-fulfillment.
Organizer
Organizers prefer quick and dynamic work activities. They have a need to influence collective work
activity. Their priorities are vitality, expansion and success. If the role is expected in the environment,
this means that the function of the person performing the role should be a source of fast work activities,
high levels of vitality, expansion and consequent success.
Commander
Commanders prefer their own activities, working methods and ambitions. They also try to implant
these in their environment. Their priority is personal influence and share in the group’s work activities. If
the role is expected in the group, this means that the group is willing to respect the working methods
and ambitions chosen or imposed.
Proposer
Proposers prefer their own ideas, knowledge and work systems, which they see as being necessary
and beneficial also for others. Their priority is to implement their ideas and proposals. If the role is
expected in the group, this means that the function of the person performing the role is to present
suggestions, ideas, working methods and other such activities.
Reformer
Reformers promote their own knowledge and skills as the basis of change Their priority is to teach
others their model of cooperation. If the role is expected in the group, this means that the group is willing
to accept the model of cooperation promoted by the reformer.
Diplomat
Diplomats prefer and emphasize common criteria, common objectives and working together as the
basis for satisfaction and success in work. Their priority is their own model for involving the whole group.
If the role is expected in the group, this means that the function of the person performing the role is to
implement common objectives and rules to the satisfaction of all participants.

Defender
Defenders prefer the use of their own specific ambitions, knowledge and experience as the basis of
shared success in work. Their priority is their own model of self-fulfillment, which they offer to the others.
If the role is expected in the group, this means that the function of the person performing the role is to
apply their ambition and experience in a way that others can use.
Spokesperson
Spokespersons prefer communicating and publicizing common objectives and work activities as a
means to their own fulfillment. Their priority is to speak for others and to be visible. If the role is
expected in the group, this means that the function of the person performing the role is to present
collective activities, objectives, work procedures, results and so on.
Preacher
Preachers prefer their own understanding and criteria of collective work activities as the only
specific correct approach to work. Their priority is to promote their own model of criteria to others. If the
role is expected in the group, this means that the function of the person performing the role is to
promote their criteria, procedures etc.
Roles used in danger
The majority of us behave differently when we feel “safe” and when we feel “in danger”. Though
each of us understands “safety” and “danger” in a different way. Even the roles that we perform do not
remain unchanged in stressful situations.
You can probably think of examples by yourself. If you are hungry, under pressure or “something” is
threatening you, you can observe aspects of behavior that you would not normally recognize in yourself.
Let’s take a look at the roles that we turn to when we feel ourselves to be in danger. In brackets we
show the initial role as performed “at rest”.
Utopian (Visionary)
Utopians attempt to impose and implement an imaginary construct, a utopian vision, which is “a new
and improved” version of an existing plan. Their priority is non-communicated personal interests in the
background.
Moocher (Team builder)
Moochers try to create new connections, human relations and work activities for a putatively better
common objective or an improvement in atmosphere. Their priority is the secret benefits that they get
from the new arrangement.
Diehard (Endurance athlete)
Diehards Insistently and tenaciously promote “the good, old ways” even if they are inapplicable,
obsolete or after conditions have changed significantly. The priority in the background is concealed
unwillingness and inability to accept the new.

Dictator (Leader)
Forceful, vehement and headstrong promotion of the dictator’s own method of decision-making and
personal influence. They constantly require obedience. The priority in the background is a superiority
complex and contempt for others.
Poser (Innovator)
The imposition and promotion of made up work processes and activities as innovative concepts
guaranteed to ensure achievement of objectives. The priority in the background is a lack of appreciation
of the poser’s supposed “creative” abilities amongst others.
Moaner (Inventor)
They Justify, promote and refer to their personal knowledge that is not being used, is not respected
or is overlooked. The priority in the background is others’ lack of appreciation of the inventor.
Manipulator (Communicator)
Strong promotion and forcing on those around of a manipulative form of communication as the only
way to ensure the maintenance of a good atmosphere in relations. The priority in the background is to
distort reality for the manipulator’s own benefit and goals.
Martyr (Workhorse)
Promotion and exaltation of the martyr’s supposed dedication to work and productivity as a model
that others are unable to keep up with, which means that the martyr “has to do everything alone”. The
priority in the background is suffering when trying to maintain the martyr’s value amongst others.
Egalitarian (Democrat)
Strong promotion of the need for equal conditions and the value of all people as the necessary
basis for shared values and objectives. The priority in the background is selection and personal inability
to accept diversity.
Standardizer (Appraiser)
Strong promotion of the application of equal rules, standards and values for all as the basis for work
activities. The priority in the background is an inability to accept risk in work, diversity in procedures and
different work activities.
Whisperer (Strategist)
Whisperers present their own variants on guaranteed solutions for cooperation and participation in
work, which will work in any circumstances. The priority in the background is increasing their own value
in the eyes of managers and drawing the resulting benefits.

Jack-of-all-trades (Executor)
Persons in this role claim everything is easy and over-estimate the human skills that need only be
applied to work activities for everything to work out well. The priority in the background is their personal
inability to distinguish between quality and quantity, or between responsible and irresponsible behavior.
Megalomaniac (Organizer)
Megalomaniacs promote the large profits that will quickly and automatically result if only work
activities were well planned, organized and controlled. The priority in the background is their
overvaluation of themselves and limited influence on their environment.
Savior (Commander)
Saviors promote guaranteed procedures that need only appropriate instructions, motivation of
coworkers and remuneration. According to the savior, success is certain. The priority in the background
is personal unwillingness to implement and prove the effectiveness of their own work skills.
Hairsplitter (Proposer)
Permanent and relentless insistence on the details of existing work procedures and knowledge.
Other variants are inadmissible. The priority in the background is high mental and personal inflexibility
and the inability to respond creatively to diverse conditions.
Meddler (Reformer)
Meddlers continuously demand minor changes and corrections that need only be put into practice in
the environment for everything to work better. The priority in the background is personal disorganization,
instability and a low level of self-regulation.
Redistributor (Diplomat)
Redistributors continuously promote different ways that activities and work procedures could be
distributed, adapted to the needs of all, or take all into account, in order to ensure collective success.
The priority in the background is uncertainty in relationships, the inability to cope with conflict and the
consequences of responsibility.
Explainer (Spokesperson)
Explainers selectively identify with and explain the best common objectives, principles and work
activities that should be clear to all. The priority in the background is low self-confidence and incapacity
for self-realization in practice.
Know-it-all (Preacher)
Know-it-alls claim there is one “universal and omnipotent recipe for everything” that they know well
and abide by. They try to convince those around them that all they need to do is listen to them and
follow their example. The priority in the background is an inferiority complex and a lack of influence on
their surroundings.

Parasite (Defender)
Parasites promote and defend the methods, interests and work experience of the “strong and
powerful”. The priority in the background is the need to be under protection, not to be exposed to
competition or direct pressure.

4 ATMOSPHERE OF RELATIONSHIPS
All of us contribute to and share in the atmosphere of relationships around us. In this part of the
detailed test you will find out what sort of an impression you make on those around you. It focuses
on three fundamental areas – work, the day-to-day environment and personal life.
Overall atmosphere of relationships
Heaven´s Gate
Person accepts with equanimity their working conditions and the existing rules for interaction between
them and those around them (including authority). The rules in effect do not limit communication but
actively support it. They keep their stability and mutual equilibrium for as long as possible. They need
little encouragement to be active, accommodating, to exercise self-control and make use of the space
that those around them (including the authorities) “offer for work”. They try to find and offer solutions to
work problems and to help colleagues without thinking of any reward.
In private life
Heaven´s Gate
Person accepts with equanimity their working conditions and the existing rules for interaction between
them and those around them (including authority). The rules in effect do not limit communication but
actively support it. They keep their stability and mutual equilibrium for as long as possible. They need
little encouragement to be active, accommodating, to exercise self-control and make use of the space
that those around them (including the authorities) “offer for work”. They try to find and offer solutions to
work problems and to help colleagues without thinking of any reward.

What is the atmosphere of relationships or shared social climate?
We do not live on a desert island and so (whether we like it or not) we are nearly always part of a
smaller or larger group. Through our behavior we contribute to the quality of the social (relationship)
climate within these groups.
This aspect of personality is particularly important for personnel management, but also for the
leaders of all kinds of interest groups. It indicates how the test subject will support the performance and
effectiveness of the group as a whole (proactively, problematically or obstructively?). The shared social
climate has a strong influence on the character of other measured parameters. These parameters must
be taken as interdependent and not judged separately.
Our evaluation of social climates distinguishes two main perspectives:
• overall associative conditions (shared social climate)
• personal life
The climate in one profile is not always identical in all measured areas.
Research and analysis have identified the characteristics of eight basic types of climate in three
quality bands. These can be described as nurturing, problematic and obstructive climates. The climates
are given “friendly” names in the following text.
Nurturing climates
• “Heaven´s Gate” climate
• “Pink Glasses” climate
• “Bulldozer of truth” climate
Problematic climates
• “War Valley” climate
• “Mount Everest” climate
Obstructive climates
• “Bulldozer of wrath” climate
• “Defense in the Trenches” climate
• “Hell´s Gate” climate

5 HOW DO YOU RESPOND TO STRESS?
Stress is a feature of normal everyday life at nearly every step. All of us respond to it differently.
Some of us remain entirely calm even under high levels of stress. Others skillfully hide the effects of
stress. For others, even the effects of a little stress can be a big problem. The results for Stress Links
will tell you how it is with you and what causes your reactions to stress.
Stress level
Response to stress
Person experiences a higher level of internal stress and is strongly motivated by stress; they show
normal handling of stress outwardly.
What person perceives as stress and is able to work with
Internal: I am aggressive, My illness, My fear, My mistakes, My fault, I am ashamed
External: Risk, Medicine, I am not allowed to, I am not able to, Strain, I don't want
What person does not perceive as stress and is unable to work with
Internal: My defense, I am punished
External: Slowness, People
Showing nothing
Attempted cover up
Moderate expression
Stress expressed at high levels
Stress always shown
No stress
Moderate stress
Average stress
Intense stress
Very intense stress

What is stress?
Stress is unavoidable. It is an integral part of our work and personal life.
A stress reaction is an automatic reflex. It may be perceived positively (stimulation, activation) or
negatively. Stress affects not only physical parameters but also inward emotional experience, reasoning,
outward behavior and relationships.
We can review the following frequently used terms: Stress refers to a person’s overall reaction to a
stimulus or stressor.
What do we respond to as stressors?
Stressors are highly individual. A situation that causes significant stress for one individual can be
neutral for another person and for yet another be a source of pleasant satisfaction (e.g. travel by plane).
The population has classified a variety of terms as stressors. These can be subdivided in internal
and external mental losses:
Internal losses include: My fault, My mistakes, I am punished, My illness, I am aggressive, My fear,
My pain.
External losses include: Risk, Effort, Slowness, Medicines, I must not, I don’t know how to, I don’t
want to.
Your profile shows only the terms that you see as stressors. The list may differ from that of the
population as a whole.

6 HOW DO YOU RESPOND TO CHANGE?
Adaptability is one of the most valuable abilities and characteristics for every person. It has played
and plays a key role at all stages in human development. It is precisely a person’s level of adaptability
that creates the fundamental differences in how we cope with life. How able are we to adapt to
changing conditions and how able are we to adapt conditions to our needs? The results of this part of
the test will help to guide your own reactions to changing conditions and your ability to respond to them.
Is person willing to change?
Is person able to make changes?
Person is internally strongly in favor of change, adapts to it quickly and makes it central to life.
Changes they think of and see as necessary, they quickly, reliably and acceptably carry out.
What motivates change?
Internal: Time, Reality, My will, My intuition, Speed, Self-regulation, Change
External: Computers, Control, Property, Competition, Responsibility
Nearly not at all
Little and only sometimes
In standard cases
Strongly and often
Continuously, to the point of chaos
Nearly none
Little and seldom
Realistically and normally
Quickly and often
Excessively and recklessly

What is change?
Being able to adapt to change is one of the basic conditions of successful survival. Our potential for
coping with change and adapting to it is an important condition for our social integration and for our
success.
What is reliable motivation for change?
Each of us responds to a different form of motivation. We can, however, identify words that can be
used reliably for a test subject to adapt to change.
The population has selected a range of words as motivational terms. These are divided into internal
and external motivators – according whether they come from individuals themselves or from their
surroundings.
Let’s take a look at the main motivational terms:
External motivators include: Duty, Money, Competition, Inspection, Computers, Property,
Responsibility, Advisors.
Internal motivators include: My will, My intuition, Self-control, Reality, Time, Change, Speed.
Your profile includes only the terms that you perceive as motivators for change. The list may differ
from that of the population as a whole.

7 MY MOTIVATORS AND BRAKES
During the test you responded to a variety of words. In this section of the test report we will look at
them in more detail. What value do you give them? The words we use most in daily life belong to the
categories Satisfiers and motivators, Operators and Stressors. Ideals and Destructors are difficult to
apply because their use costs the user and those around them too much strength.
The table thus gives a quick indication of how the test subjects value hierarchy compares to that of
the population average. The aim is not, of course, to bring one’s own value hierarchy into line with
average values but to identify where there are differences and to decide how to work with them in future.
Personal words
Ideals Satisfactors and
Motivators Operators Stressors Destructors
Dad Energy,
I kiss,
Pleasure,
Sex,
Children,
Education,
Me,
Mom,
My psyche,
Siblings,
To excel,
My partner
My family,
My health,
I dance,
My body,
The world,
I gamble on slot
machines
I punish I caress myself,
Failure,
I abuse,
I cheat,
I drink alcohol,
I lie,
Loneliness,
I blackmail,
I smoke cigarettes,
I steal,
I take drugs,
Revenge
Personal words are the basic terms used to characterize private life. When received, personal
words are assigned to the different value groups.

Ideals
This value group includes words that mean “absolute good” for the person. In reality this can never
be achieved. Ideals include strategic objectives that benefit the test subject or the group (firm). This
does not however apply to words that characterize their everyday activities and routine work
instruments. By using such words the test subject would automatically overvalue their significance,
importance, quality and value for themselves and for those around them.
Satisfiers and motivators
These are the main sources of mental energy. Here can be found words that pleasantly encourage,
motivate and satisfy the test subject. The test subject also tends to use these words to positively reward
other people. They relate to realistic, short-term objectives that are a source of reward and satisfaction.
Operators
The words in the operator group are a routine part of everyday life. People do not think about them
a lot and they are used according to current needs and situations (coffee cups, toothbrushes). The test
subject will also use them with people around them, even if the people around them do not take them as
standard. Operators facilitate work and dealing with situations without unnecessary emotional
investment.
Stressors
Stressors are words that create unpleasant stress in the test subject and that they usually seek to
avoid. They may do this through active resistance, the shifting of responsibility to a colleague or by
“forgetting” about the task connected with this term. Test subjects also use the same words to “stress”
those around them. If they are required to, however, they can work with stressors.
Destructors
This group contains words that the test subject associates with “absolute evil”. They can use them
to destroy themselves and those around them. They hide a high level of danger. If the test subject
chooses different words as destructors than those around them, this can be a source of serious conflict
in work and private life.
Tip
Combine the words in each category into sentences and you will find a guide to what rewards or
stresses you.
Example: If the phrases Speak, Slowness and My errors appear in stressors, then something that
the subject is guaranteed to avoid and become stressed by is talking about the errors that caused
his/her slowness.
Would you like more information?
On the website www.mysecretpotential.com/manual you will find a manual that will help you to
understand the results better.

My Secret Potential PLUS Test

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