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The method
Two layers.
One clear picture
The me.scan measures your talent through image selection and how you use it through competencies. Together, those two layers don’t give you a label but a clear picture of what you can do – and what you’re doing with it right now.
The me.scan measures an employee’s talent through image selection and how it’s being used through competencies. That separation makes it practical for HR: you know what’s stable and where development is possible – from individual to entire organisation.
First the why
Why you take the me.scan
Why organisations use the me.scan
The method below is what we’re proud of – but you don’t take the scan for the method. You take it for this:
The method below is what we’re proud of – but organisations don’t choose a method. They choose this:
Direction
Making choices – for work, study or development – based on what’s already in you.
Recognition
Finally words for what you always felt: this is me, this is what I’m good at.
Peace of mind
Understanding why some things drain your energy – and that it’s not a shortcoming.
Better placements
People in roles where their talent works – in recruitment, internal mobility and team composition.
Targeted development
Development budget towards what can grow, rather than towards patching up deficits.
Less absence and turnover
See where work structurally drains energy, long before someone leaves or drops out.
How it works
Images first, then competencies
For your talent, image selection works better than a questionnaire: a questionnaire mainly measures your self-image – how you think you are. Image selection reveals your natural preferences and resistances, often faster and more honestly than words can.
First you choose images
Intuitively, without overthinking. Because you don’t know what an image means, your self-image cannot get in the way.
And you score competencies
A short second part about how you use your talent right now. This is the layer that moves with you – you update it with a refresh.
An honest picture
Your preferences and your resistances together – what naturally attracts you and what you’d rather avoid.
What stays, what moves
Your talent stays. How you use it grows with you.
Only one of the two layers ever changes. That’s exactly why the insight stays accurate as you grow.
The image layer – your talent
Your behavioural preferences and resistances, through image selection. This is who you naturally are: stable, long term, measured properly once.
The competency layer – how you use it
How you’re using that talent right now, your self-image. This shifts with time and context – and this is what a refresh measures, never the images.
The outcome
What the scan shows you
What the scan makes visible
The insight lies in the difference between your talent and how you use it. That produces four outcomes, and that’s what it’s about: where your energy flows, where potential is waiting – and what drains your energy.
Natural strength
Talent you recognise and use. This behaviour gives energy and holds up under pressure – this is where your flow is.
Natural potential
Talent that is there, but that you don’t yet recognise as your own. Room to grow that’s yours for the taking.
Fragile strength
Learned behaviour you’re good at, but that drains energy – and can tip under pressure.
Fragile potential
Where there’s no talent and no tension. Good to know: you don’t need to force this.
And beneath that: your core
How steady do you stand?
Beneath your talent lies your core: the foundation of self-awareness, measured on four dimensions – Passion, Form, Action and Adaptation. A steady, balanced core lets your strength come out with calm and nuance, even under pressure. Where the core is one-sided or empty, you see it reflected in how your talent plays out. So the scan not only shows what you can do, but also how steady it stands.
From individual to organisation
One measurement, three levels of insight
The same scan delivers something different at every level. The employee always remains owner of their own profile; at team and organisation level, insight is aggregated and can’t be traced back to individuals.
The employee
A clear view of their own talent, room to grow and what drains energy. That makes development conversations concrete and puts the employee in charge.
- A development plan that builds on natural talent
- Guidance from a coach or ongoing support with Aime
- Words for the appraisal or career conversation
The team
Profiles side by side show where the team is complementary and where it grates – often exactly where no one talks about it.
- Complementarity and missing talent made visible
- Tensions discussable without blame
- Simulate what happens under pressure
The organisation
In aggregate you see what talent you have, where the natural potential lies and whether that matches where the organisation is heading.
- Nature, culture and desired profile side by side
- Strategic workforce planning based on talent
- Early signals of absenteeism and turnover risk
Why this works with a single measurement
The image layer is stable: talent doesn’t shift with a new role or manager. So you measure it once, and it stays useful for selection, team composition and strategic planning. The competency layer does move – you update it with a refresh, free of charge once within twelve months. That way you follow development over time without measuring everything again and again.
Your scan is yours
The individual is and remains owner of his or her scan and data. At organisation level, insight is always aggregated and can’t be traced back to individuals. Insight into yourself belongs to you, not to a system.
Curious what the me.scan
shows about you
Curious what the me.scan
shows about your organisation
Start with the online intake and see in ten to fifteen minutes where your strength lies.
Book an introduction and we’ll show you what it means for your organisation.
