Take the testFull personal test and analysis

Help your company:

  • Hire the right staff
  • Get the best from your existing staff
  • Restructure your team to raise productivity

Help yourself:

  • Understand your project leadership profile
  • Optimise your project leadership approach
  • Become a better project leader

Our test

The Psychometric Test™ is breaking new ground:

  1. The first test in the world to measure positive intolerance (see below).
  2. Considered by project leaders as the most accurate psychometric test.
  3. Designed specifically to test the skills required for project leadership.
  4. Created and refined over a 7 year period of industry and university research.

Read about the findings in the "Beyond Project Management" paper.

Positive intolerance

All 7 Project Leaders facets build on the universally acknowledged and expert endorsed "big five" personality traits. "Positive Intolerance" is our project management description of the tough-mindedness essential for keeping projects on track. In some cultures and organisations making tough decisions is not the norm. Often unwarrented consensus is sought, technically inferior opinions accommodated and poor performance just accepted. "Positive Intolerance" means risking your own popularity to push for exemplary project execution. But beware, taken too far it just becomes good old fashioned intolerance and you lose your team!


The Psychometric Test™ is more accurate than any traditional test, in our opinion. Industry leaders also consider our test to be the best.

  • It is thorough - the 89 questions dig deep into 7 key personality areas.
  • It is hard to fake - an ingenious "structural checker" identifies possible sabotage.

Reliability is key. With accurate information, you can make confident decisions. The "structural checker" outputs a lie scale which measures if the respondent has answered questions ‘too positively’. It uses decoy questions to help identity sabotage. This checking is completely invisible to the respondent, making successful faking harder to achieve. Furthermore, questions may be positively or negatively weighted or neutral. Respondents do not know which questions are decoys, what weighting they have or how each question assesses them.

Nevertheless ‘sabotage’ in assessment can be deliberate or unconscious and it is important to use psychometric testing as part of a suite of tools and assessment techniques. Respondents should always be assured that the value of the results is based upon the integrity of their responses. Respondents get real insights into their personality from this test and therefore, completing The Psychometric Test™ is a positive experience.

Created for project management

Very few, if any, psychometric tools aim to analyse a certain role or industry. This test was designed from scratch for the project management profession, with emphasis on the behavioural aspects of project leadership. We arrived at the 7 facets after a 7-year period conducting and refining seminars, focus groups and in-depth interviews with project management professionals. These were all conducted with a wide range of practitioners from Director and Project Manager levels in order to develop the role-centred dimensions. Furthermore, we used rank order data on the more specific construct of project leadership, because leadership is often the determining factor in successful project delivery.

12 years in creation

Many of the world's greatest minds in psychology and project management have created this test. Over 12 years, it has been used in industry and received constant refinement based on results and expert observation. The results is the most accurate, in-depth and useful psychometric test available today.

The science

The results from The Psychometric Test™ are based on rigorously scientifically tested measures across multiple project environments, using large samples of employees at all levels of seniority.

Using psychometrics generally provides objectivity in selection and development, which should promote morale and retention.  It is much fairer than interviews alone where the personality and prejudices of a small number of individuals determine the fate of the candidate in question.  

The Psychometric Test is a product of intense academic and vocational rigour. It has been fine-tuned specifically to permit project managers to:

  • Evaluate their stability in pressured commercial environments.
  • Assess their ability to make good commercial decisions fast.
  • Assess their ability to communicate clearly under pressure.
  • Gauge their current motivation.
  • Provide comparable individual ‘norms’ across teams, projects and industries.

In short, it assesses their ability to lead projects.

The Psychometric Test™ identifies where and by how much each respondent varies from the professional “norm”, providing a percentile score to clearly becnhmark their scores versus everyone else who has completed the test to date. It reinforces the belief that the respondent is strong in some areas of project leadership and, most importantly, clarify specifically where improvement can be made. Development can be tailored to the individual, meaning they can avoid attending long courses that only offer occasional glimpses of relevant content. 

The Psychometric Test™ is a dynamic tool for the assessment of comparative employee profiles on standardised and structured dimensions. The test should always be used in conjunction with other assessment and development tools, ideally those that have been designed specifically for those purposes from the Project Leaders™ portfolio.

Read more about the research and findings in Prudence Clarke's article "Beyond Project Management".