How do you recognize good work?
Twenty-four either-or choices. No agree-or-disagree scale, because that lets everyone claim all of it — here you pick which of two statements is more like you, and the profile comes out of what you actually chose.
- Length
- 24 choices
- Time
- About 4 minutes
- You get
- Your home style and how to flex
Your address is sent to Origamic Solutions, and nothing else is. We use it to know a real person took this, and to stay in touch. Your answers are not sent — they stay in this browser, and we never see them.
There are no better and worse styles here. Recognition that lands needs visibility, meaning, value and trust — and nobody supplies all four equally. What you get back is your home style, how it may land on the people you recognize, and what borrowing from the other three looks like in practice. It's a snapshot of a default, not a label.
Nothing you answer is recorded. Your answers stay in this browser — not with us, not with your employer, not with anyone. On the website, the only thing that reaches us is the email address you type above. At the end you can print your result or save it as a PDF, and that copy is the only one that will exist.
Your home style
What you tend to do, what it gives the people you recognize, and how it can land on them.
Borrow from the other three
Small, specific things to try. Not a personality change — a behaviour, once, on purpose.
Why this isn't a label
| Style | Contributes |
|---|
Recognition that lands needs visibility, meaning, value, and trust.
No one supplies all four equally, which is exactly why flexibility is the skill rather than the personality. Your home style is where you go by default — most reliably when you're busy, under pressure, or with someone you don't know well.
Take this again in six months, or after a role change, and expect a different answer. That isn't the instrument being unreliable; it's you having more than one register. The useful question is never "which one am I" but “how does this person want to be recognized, and can I give them that on purpose?”
The other three styles
Worth knowing well enough to recognise in other people — and to reach for when someone on your team needs a kind of recognition you don't naturally give.