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Simple SDTEST® Gives Great Possibilities

What's your favorite food - pizza or broccoli?

What's your favorite hobby - dancing or reading? Do you love recess or story time more? We all have different tastes and interests that make us one-of-a-kind! This is because we each have a unique set of values.

Values are what matter most to you deep down inside - kind of like your very favorite hobbies and activities. Your values are like your favorite hobbies - some kids love to draw, others enjoy playing sports. Values shape how you see the world. They guide your thoughts, feelings, and actions.

People sometimes describe values by colors. The color shows what traits and motives someone finds most important. Dark red values love adventure. Blue values follow the rules. Orange values achieve goals. We each blend a mix of color values in our own way.

Many tests try to reveal a person's color values. One is the SDTEST^®. It uses questions to uncover the values that drive our choices and priorities. Let's learn how it works!

The SDTEST^®

The SDTEST^® asks people to rate 5 statements about values and motivations. There are a few options to choose from for each statement. Pick the ending that best matches your values. There are no right or wrong answers! This is what the interface looks like, try selecting options.

KIONGOZI BORA NI ...

Tafadhali soma kwa makini kila variants kwa ajili ya kuendelea maneno, kuchagua tatu (3) kufaa zaidi kwa ajili yenu na kuchagua yao.

Bonyeza kifungo ili kuona chaguo kwa idhini ya kuendelea

1 - inaonyesha kwamba chaguo kuchaguliwa unapendelea zaidi ya yote:

Baba, akitoa ulinzi na msaada wake kwa wafanyikazi, ambao hutatua mizozo yoyote, kama mamlaka ya juu zaidi
Kiongozi hufanya maamuzi ya kuishi kwa kila mmoja katika sare "kijiji cha ulimwengu"
Kiongozi anayeweza kubadilika, akiunganisha na kuwashirikisha wataalamu bora katika kijiji cha ulimwengu kwa mchango wao mpya kimaadili kwenye miradi
Meneja aliyehitimu sana hutumia teknolojia za kisasa za usimamizi wa HR na maendeleo ya biashara kufikia matokeo
Kamanda akiwaongoza wapiganaji wake kwa ushindi kamili juu ya washindani wake kwenye soko
Kiongozi anayependa amani anaweza kuunda mazingira mazuri katika timu, ambapo kila mtu hutoa msaada mzuri kupata matokeo thabiti
Mkakati ambaye anazingatia sera ya ushirika ili kuhakikisha kazi ya usawa ya timu

2 - inaonyesha kwamba kuchaguliwa chaguo unapendelea baada lahaja 1:

Baba, akitoa ulinzi na msaada wake kwa wafanyikazi, ambao hutatua mizozo yoyote, kama mamlaka ya juu zaidi
Kiongozi hufanya maamuzi ya kuishi kwa kila mmoja katika sare "kijiji cha ulimwengu"
Kiongozi anayeweza kubadilika, akiunganisha na kuwashirikisha wataalamu bora katika kijiji cha ulimwengu kwa mchango wao mpya kimaadili kwenye miradi
Meneja aliyehitimu sana hutumia teknolojia za kisasa za usimamizi wa HR na maendeleo ya biashara kufikia matokeo
Kamanda akiwaongoza wapiganaji wake kwa ushindi kamili juu ya washindani wake kwenye soko
Kiongozi anayependa amani anaweza kuunda mazingira mazuri katika timu, ambapo kila mtu hutoa msaada mzuri kupata matokeo thabiti
Mkakati ambaye anazingatia sera ya ushirika ili kuhakikisha kazi ya usawa ya timu

3 - inaonyesha kwamba kuchaguliwa chaguo unapendelea baada lahaja 2:

Baba, akitoa ulinzi na msaada wake kwa wafanyikazi, ambao hutatua mizozo yoyote, kama mamlaka ya juu zaidi
Kiongozi hufanya maamuzi ya kuishi kwa kila mmoja katika sare "kijiji cha ulimwengu"
Kiongozi anayeweza kubadilika, akiunganisha na kuwashirikisha wataalamu bora katika kijiji cha ulimwengu kwa mchango wao mpya kimaadili kwenye miradi
Meneja aliyehitimu sana hutumia teknolojia za kisasa za usimamizi wa HR na maendeleo ya biashara kufikia matokeo
Kamanda akiwaongoza wapiganaji wake kwa ushindi kamili juu ya washindani wake kwenye soko
Kiongozi anayependa amani anaweza kuunda mazingira mazuri katika timu, ambapo kila mtu hutoa msaada mzuri kupata matokeo thabiti
Mkakati ambaye anazingatia sera ya ushirika ili kuhakikisha kazi ya usawa ya timu

After finishing all 5 statements, your choices are scored. The score shows your motivational values based on colors like red, blue, orange, green and others. The SDTEST^® shows your color values, kind of like figuring out your interests and favorite activities.

Your color values are like an artist's palette. They blend together in your own unique way! The SDTEST^® helps uncover the color mix that drives your thoughts and actions.

Lots of Combinations

With five statements and multiple choices per statement, people can answer the SDTEST^® in many ways!

It's like mixing paint colors. Take just three colors - red, yellow, and blue. You can blend them into so many shades! Add more colors, and the possibilities are endless.

Or think about building with blocks. With just a few different shaped blocks, you can build so many things! More blocks mean more options.

The SDTEST^® has over 7,000 possible unique combinations of responses. That's like 7,000 unique color mixes for someone's motivational values!

It's more even than flavors at an ice cream shop. More than types of doughnuts at a bakery!

With so many options, everyone has unique color values, like how all kids have their own favorite hobbies and activities they love.

It's like snowflakes - each one is unique and special. We each have a one-of-a-kind motivational mix that makes us who we are!

Most People Fit in Common Groups

With so many possible ways to answer the SDTEST^®, you'd think everyone would have unique color mixes.

However, we were surprised that most people fit into just 7998 common groups. That's like most snowflakes having one of a few basic shapes, even though each is unique.

Out of over 86384 results from 171 countries, results clustered into these 7998 unique motivational patterns.

Most people blend their color values into a few primary shades rather than super-rare mixes. It's like a rainbow with a few major color bands.

This means the SDTEST^® reveals core values shared by many people across cultures. Most of us blend main color motivations in familiar ways. Our values aren't as different as they seem!

Values Can Change

Do you still love all the same toys, foods, and activities you did as a toddler? People grow and change, and so can values.

Think back to your first day of school. It seemed so big and scary! Now your school feels familiar. Your values shifted.

When life changes, our color values can change, too. A new experience might make you see the world differently.

For example, a new sibling could make the family more important. Moving schools could shift your focus to making friends. Values adapt as we learn and grow. Just like you might be into trains now but dolls when you were little, what motivates you can change as you grow.

The SDTEST^® shows your motivational colors today. But don't expect them to stay the same forever! Like your height or shoe size, values change as you do.

The test gives clues about who you are and what's important. But in the future, you may have an expanded color palette!

Rare Heights

Is there a top level of motivational values and colors? Some think there is an ultimate rainbow color called Turquoise.

Turquoise values seek a global vision, deep purpose, synthesis, and harmony with nature. Only 1 in 86384 results scored high 40% in Turquoise on the SDTEST^®!

Reaching the peak is like climbing a tall mountain. Very few make it to the top. Those who do often can't stay there long.

For instance, the user who took the test 3 times shows how unstable Turquoise is.

First, in 2018, the user couldn't score 40% Turquoise.

Second, in 2018, the user scored 40% Turquoise.

But later, after five years in 2023, the user couldn't repeat that rare result.

Turquoise is the pinnacle few attain. Most of us blend more common color values as we climb life's path. Our journey brings growth, even if we can't reach the highest peak.

Connections with Other Polls and Tests

The SDTEST^® gives clues to someone's motivational values. However, additional polls can provide more pieces of the puzzle.

Imagine also giving a "Fears" poll. It asks people to rate different fears from 0 (not scary) to 5 (very scary).

Now imagine 100 people who took both tests. You could match up each person's SDTEST^® colors with their rated fears.

If people high in Blue values feared uncertainty more, that insight ties values to perceptions. Blue people may resist change more.

Or if Orange achievers feared failure most, that reveals their drive. They may overwork to avoid mistakes.

Comparing tests gives an expanded picture of values in action. More puzzle pieces make the whole image more apparent!

Multiple tests can work together, like colors blending on a palette. Other polls reveal what engages your values, like how your hobbies show what activities you enjoy most. Combined, they paint a richer picture of what motivates our thoughts and deeds.

Here is an expanded simple example of correlating the SDTEST^® with another assessment:

Let's say 100 students take two tests - the SDTEST^® and a "Favorite Subjects" poll.

The SDTEST^® shows their motivational color values.

The "Favorite Subjects" poll asks them to rank school subjects from 1 (like least) to 5 (like most).

By matching up each student's results on both tests, we can look for patterns.

Students high in playful Yellow values may rank Arts & Crafts higher.

Students high in logical Orange values may rank Math higher.

Seeing these connections between color values and subject preferences gives deeper insights.

The SDTEST^® shows values. The other poll shows what engages those values. Together, they reveal more about what motivates students.

Multiple tests create a fuller portrait, like mixing colors on an artist's palette. Combining assessments makes the picture richer!

Conclusion

The SDTEST^® is a simple and fun way to uncover our unique motivational values. It mixes life priorities like colors on a palette to paint a picture of what matters most to us.

While most people blend common color value patterns, each result is one-of-a-kind. Our values make us who we are, but we also grow and adapt as life changes.

Very few ever reach the highest Turquoise level of motivational development, just like few can climb to the peak of a tall mountain.

But the journey brings growth, even if the top remains distant. The SDTEST^® helps us better understand ourselves and others on this lifelong path of self-discovery.

Here are reports of polls which SDTEST^® makes:

1) Vitendo vya kampuni zinazohusiana na wafanyikazi katika mwezi uliopita (ndio / hapana)

2) Vitendo vya makampuni kuhusiana na wafanyakazi katika mwezi uliopita (ukweli katika%)

3) Hofu

4) Shida kubwa zinazoikabili nchi yangu

5) Je! Ni sifa gani na uwezo gani ambao viongozi wazuri hutumia wakati wa kujenga timu zilizofanikiwa?

6) Google. Mambo ambayo yanaathiri ufanisi wa timu

7) Vipaumbele vikuu vya wanaotafuta kazi

8) Ni nini kinachomfanya bosi kuwa kiongozi mkubwa?

9) Ni nini hufanya watu kufanikiwa kazini?

10) Uko tayari kupokea malipo kidogo kufanya kazi kwa mbali?

11) Je! Umri upo?

12) Umri katika kazi

13) Umri katika maisha

14) Sababu za uzee

15) Sababu Kwa nini Watu Wape Up (na Anna Vital)

16) Imani (#WVS)

17) Utafiti wa Furaha ya Oxford

18) Ustawi wa kisaikolojia

19) Ambapo itakuwa fursa yako ijayo ya kufurahisha zaidi?

20) Je! Utafanya nini wiki hii kutunza afya yako ya akili?

21) Ninaishi nikifikiria zamani, za sasa au za baadaye

22) Meritocracy

23) Ujuzi wa bandia na mwisho wa maendeleo

24) Kwa nini watu huchelewesha?

25) Tofauti ya kijinsia katika kujenga kujiamini (IFD Allensbach)

26) Xing.com tathmini ya utamaduni

27) Patrick Lencioni "dysfunctions tano za timu"

28) Huruma ni ...

29) Ni nini muhimu kwa wataalamu wa IT katika kuchagua toleo la kazi?

30) Kwa nini watu wanapinga mabadiliko (na Siobhán McHale)

31) Je! Unasimamiaje hisia zako? (Na Nawal Mustafa M.A.)

32) Ujuzi 21 ambao unakulipa milele (na Jeremiah Teo / 赵汉昇)

33) Uhuru wa kweli ni ...

34) Njia 12 za kujenga uaminifu na wengine (na Justin Wright)

35) Tabia za mfanyakazi mwenye talanta (na Taasisi ya Usimamizi wa Vipaji)

36) Funguo 10 za kuhamasisha timu yako

37) Algebra ya Dhamiri (na Vladimir Lefebvre)

38) Uwezekano Tatu Tofauti wa Wakati Ujao (na Dk. Clare W. Graves)

39) Vitendo vya Kujenga Kujiamini Kutotikisika (na Suren Samarchyan)

40)

Below you can read an abridged version of the results of our VUCA poll “Fears“. The full version of the results is available for free in the FAQ section after login or registration.

Hofu

chati Uwiano

VUCA

Muhimu thamani ya mgawo uwiano

Usambazaji wa kawaida, na William Sealy Gosset (Mwanafunzi) r = 0.0318

Usambazaji usio wa kawaida, na Spearman r = 0.0013

Onyesha matokeo tu > r = 0.0318

Usambazaji	Sio kawaida	Sio kawaida	Sio kawaida	Kawaida	Kawaida	Kawaida	Kawaida	Kawaida
Maswali yote Maswali yote Hofu yangu kubwa ni
Hofu yangu kubwa ni
Answer 1	-	Chanya dhaifu 0.0526	Chanya dhaifu 0.0260	Hasi dhaifu -0.0183	Chanya dhaifu 0.0946	Chanya dhaifu 0.0358	Hasi dhaifu -0.0143	Hasi dhaifu -0.1540
Answer 2	-	Chanya dhaifu 0.0175	Hasi dhaifu -0.0058	Hasi dhaifu -0.0388	Chanya dhaifu 0.0668	Chanya dhaifu 0.0496	Chanya dhaifu 0.0117	Hasi dhaifu -0.0970
Answer 3	-	Hasi dhaifu -0.0035	Hasi dhaifu -0.0091	Hasi dhaifu -0.0441	Hasi dhaifu -0.0435	Chanya dhaifu 0.0478	Chanya dhaifu 0.0747	Hasi dhaifu -0.0200
Answer 4	-	Chanya dhaifu 0.0414	Chanya dhaifu 0.0257	Hasi dhaifu -0.0232	Chanya dhaifu 0.0188	Chanya dhaifu 0.0356	Chanya dhaifu 0.0249	Hasi dhaifu -0.0993
Answer 5	-	Chanya dhaifu 0.0226	Chanya dhaifu 0.1270	Chanya dhaifu 0.0111	Chanya dhaifu 0.0773	Hasi dhaifu -0.0008	Hasi dhaifu -0.0177	Hasi dhaifu -0.1772
Answer 6	-	Hasi dhaifu -0.0057	Chanya dhaifu 0.0040	Hasi dhaifu -0.0620	Hasi dhaifu -0.0076	Chanya dhaifu 0.0246	Chanya dhaifu 0.0860	Hasi dhaifu -0.0351
Answer 7	-	Chanya dhaifu 0.0082	Chanya dhaifu 0.0329	Hasi dhaifu -0.0653	Hasi dhaifu -0.0294	Chanya dhaifu 0.0519	Chanya dhaifu 0.0693	Hasi dhaifu -0.0520
Answer 8	-	Chanya dhaifu 0.0627	Chanya dhaifu 0.0709	Hasi dhaifu -0.0265	Chanya dhaifu 0.0134	Chanya dhaifu 0.0376	Chanya dhaifu 0.0181	Hasi dhaifu -0.1337
Answer 9	-	Chanya dhaifu 0.0710	Chanya dhaifu 0.1600	Chanya dhaifu 0.0074	Chanya dhaifu 0.0646	Hasi dhaifu -0.0109	Hasi dhaifu -0.0487	Hasi dhaifu -0.1817
Answer 10	-	Chanya dhaifu 0.0739	Chanya dhaifu 0.0654	Hasi dhaifu -0.0147	Chanya dhaifu 0.0296	Chanya dhaifu 0.0318	Hasi dhaifu -0.0126	Hasi dhaifu -0.1357
Answer 11	-	Chanya dhaifu 0.0627	Chanya dhaifu 0.0522	Hasi dhaifu -0.0096	Chanya dhaifu 0.0108	Chanya dhaifu 0.0250	Chanya dhaifu 0.0244	Hasi dhaifu -0.1268
Answer 12	-	Chanya dhaifu 0.0431	Chanya dhaifu 0.0920	Hasi dhaifu -0.0336	Chanya dhaifu 0.0339	Chanya dhaifu 0.0327	Chanya dhaifu 0.0254	Hasi dhaifu -0.1537
Answer 13	-	Chanya dhaifu 0.0685	Chanya dhaifu 0.0956	Hasi dhaifu -0.0394	Chanya dhaifu 0.0308	Chanya dhaifu 0.0405	Chanya dhaifu 0.0148	Hasi dhaifu -0.1628
Answer 14	-	Chanya dhaifu 0.0779	Chanya dhaifu 0.0883	Hasi dhaifu -0.0001	Hasi dhaifu -0.0092	Chanya dhaifu 0.0046	Chanya dhaifu 0.0135	Hasi dhaifu -0.1225
Answer 15	-	Chanya dhaifu 0.0537	Chanya dhaifu 0.1267	Hasi dhaifu -0.0337	Chanya dhaifu 0.0152	Hasi dhaifu -0.0175	Chanya dhaifu 0.0234	Hasi dhaifu -0.1158
Answer 16	-	Chanya dhaifu 0.0689	Chanya dhaifu 0.0247	Hasi dhaifu -0.0371	Hasi dhaifu -0.0383	Chanya dhaifu 0.0702	Chanya dhaifu 0.0203	Hasi dhaifu -0.0791

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Sawa

You can not only just create your poll in the ushuru «V.U.C.A uchaguzi designer» (with a unique link and your logo) but also you can earn money by selling its results in the ushuru «Duka la kura», as already the authors of polls.

If you participated in VUCA polls, you can see your results and compare them with the overall polls results, which are constantly growing, in your personal account after purchasing ushuru «My SDT»

2023.09.26

Valerii Kosenko

Mmiliki wa Bidhaa SaaS SDTEST®

Valerii alifuzu kama mwanasaikolojia wa kufundisha jamii mwaka wa 1993 na tangu wakati huo ametumia ujuzi wake katika usimamizi wa mradi.
Valerii alipata Shahada ya Uzamili na kufuzu kwa mradi na meneja wa programu mwaka wa 2013. Wakati wa programu yake ya Uzamili, alipata ujuzi wa Project Roadmap (GPM Deutsche Gesellschaft für Projektmanagement e. V.) na Spiral Dynamics.
Valerii ndiye mwandishi wa kuchunguza kutokuwa na uhakika wa V.U.C.A. dhana kwa kutumia Spiral Dynamics na takwimu za hisabati katika saikolojia, na kura 38 za kimataifa.

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