{"id":3558,"date":"2026-08-11T20:40:28","date_gmt":"2026-08-11T18:40:28","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/what-is-the-mescan\/"},"modified":"2026-10-22T21:02:38","modified_gmt":"2026-10-22T19:02:38","slug":"what-is-the-mescan","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/what-is-the-mescan\/","title":{"rendered":"What is the me.scan?"},"content":{"rendered":"\n
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The method<\/p>\n\n\n

Two layers.
One clear picture<\/span><\/h1>\n\n\n

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 \u2013 and what you’re doing with it right now.<\/p>\n\n\n

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 \u2013 from individual to entire organisation.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

\"Someone<\/div>\n\n\n\n
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First the why<\/p>\n\n\n

Why you take the me.scan<\/h2>\n\n\n

Why organisations use the me.scan<\/h2>\n\n\n

The method below is what we’re proud of \u2013 but you don’t take the scan for the method. You take it for this:<\/p>\n\n\n

The method below is what we’re proud of \u2013 but organisations don’t choose a method. They choose this:<\/p>\n\n<\/div>\n\n\n

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Direction<\/h3>\n\n\n

Making choices \u2013 for work, study or development \u2013 based on what’s already in you.<\/p>\n\n<\/div>\n\n\n

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Recognition<\/h3>\n\n\n

Finally words for what you always felt: this is me, this is what I’m good at.<\/p>\n\n<\/div>\n\n\n

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Peace of mind<\/h3>\n\n\n

Understanding why some things drain your energy \u2013 and that it’s not a shortcoming.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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Better placements<\/h3>\n\n\n

People in roles where their talent works \u2013 in recruitment, internal mobility and team composition.<\/p>\n\n<\/div>\n\n\n

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Targeted development<\/h3>\n\n\n

Development budget towards what can grow, rather than towards patching up deficits.<\/p>\n\n<\/div>\n\n\n

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Less absence and turnover<\/h3>\n\n\n

See where work structurally drains energy, long before someone leaves or drops out.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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How it works<\/p>\n\n\n

Images first, then competencies<\/h2>\n\n\n

For your talent, image selection works better than a questionnaire: a questionnaire mainly measures your self-image \u2013 how you think you are. Image selection reveals your natural preferences and resistances, often faster and more honestly than words can.<\/p>\n\n<\/div>\n\n\n

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First you choose images<\/h3>\n\n\n

Intuitively, without overthinking. Because you don’t know what an image means, your self-image cannot get in the way.<\/p>\n\n<\/div>\n\n\n

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And you score competencies<\/h3>\n\n\n

A short second part about how you use your talent right now. This is the layer that moves with you \u2013 you update it with a refresh.<\/p>\n\n<\/div>\n\n\n

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An honest picture<\/h3>\n\n\n

Your preferences and your resistances together \u2013 what naturally attracts you and what you’d rather avoid.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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What stays, what moves<\/p>\n\n\n

Your talent stays. How you use it grows with you.<\/h2>\n\n\n

Only one of the two layers ever changes. That’s exactly why the insight stays accurate as you grow.<\/p>\n\n<\/div>\n\n\n

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The image layer \u2013 your talent<\/h3>\n\n\n

Your behavioural preferences and resistances, through image selection. This is who you naturally are: stable, long term, measured properly once.<\/p>\n\n<\/div>\n\n\n

STABLE<\/b>long term
your foundation<\/div>\n\n<\/div>\n\n\n
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The competency layer \u2013 how you use it<\/h3>\n\n\n

How you’re using that talent right now, your self-image. This shifts with time and context \u2013 and this is what a refresh measures, never the images.<\/p>\n\n<\/div>\n\n\n

DYNAMIC<\/b>short term
refreshes with you<\/div>\n\n<\/div>\n\n<\/div>\n\n\n
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You measure your talent once; you follow your development more often.<\/b> You measure the talent itself properly once. How you are using that talent right now is something you can follow as often as you like \u2013 which is why your insight keeps holding true, year after year.<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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The outcome<\/p>\n\n\n

What the scan shows you<\/h2>\n\n\n

What the scan makes visible<\/h2>\n\n\n

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 \u2013 and what drains your energy.<\/p>\n\n<\/div>\n\n\n

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Natural strength<\/h3>\n\n\n

Talent you recognise and use. This behaviour gives energy and holds up under pressure \u2013 this is where your flow is.<\/p>\n\n<\/div>\n\n\n

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Natural potential<\/h3>\n\n\n

Talent that is there, but that you don’t yet recognise as your own. Room to grow that’s yours for the taking.<\/p>\n\n<\/div>\n\n\n

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Fragile strength<\/h3>\n\n\n

Learned behaviour you’re good at, but that drains energy \u2013 and can tip under pressure.<\/p>\n\n<\/div>\n\n\n

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Fragile potential<\/h3>\n\n\n

Where there’s no talent and no tension. Good to know: you don’t need to force this.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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This is what that looks like in a profile. The colours are the four outcomes above; the cross in the middle is the core.<\/figcaption>\n\n<\/div>\n\n\n
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And beneath that: your core<\/p>\n\n\n

How steady do you stand?<\/h3>\n\n\n

Beneath your talent lies your core: the foundation of self-awareness, measured on four dimensions \u2013 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.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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From individual to organisation<\/p>\n\n\n

One measurement, three levels of insight<\/h2>\n\n\n

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.<\/p>\n\n<\/div>\n\n\n

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1<\/div>\n\n\n

The employee<\/h3>\n\n\n

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.<\/p>\n\n\n