Emotional balance:
This areas focuses on personality features such as self-value, respect, need for support, and self-presentation. A candidate’s emotional balance indicates how s/he deals with stressful situations and is the backbone of a person’s talent profile. On the right is a written and visual example of a person’s emotional balance as provided in the TMA report.

Motivation:
This area focuses on personality features that motivate people such as recognition, ambition, and variation: those qualities that motivate a person to perform at his/her best. Insight in a person’s motivation can help stimulate him or her. If, for example, a salesperson is strongly motivated by competition, it will probably help him if (more) competitive elements are built into his work. On the right is a written and visual example of a person’s motivation as provided in the TMA report.

Social talents:
The most important features in this area are a person’s empathic qualities such as the extent in which s/he is helpful and sociable. Combined with a few other features, these qualities largely define how a person interacts with others. On the right is a written and visual example of a person’s social talents as provided in the TMA report.

Influential talents:
Focus in this area includes the extent in which a person is energetic enough to get things done, is dominant over others, and is persistent. These talents are important indicators for a person’s success in influencing others into a desired direction. On the right is a written and visual example of a person’s influential talents as provided in the TMA report.

Leadership talents:
Talents in this area consist of decisiveness, independence, and leadership skills. These talents are important in order to take decisions and guide the organization into a desired direction. On the right is a written and visual example of a person’s leadership talents as provided in the TMA report.

Organizational talents:
This area constitutes those features relevant for the way in which candidates organize their work and life and their attitude towards structure and pragmatism. These talents, therefore, indicate the extent in which a person needs a structured approach, order, and tidiness. This area also focuses on a person’s desire for purpose in life. On the right is a written and visual example of a person’s organizational talents as provided in the TMA report.

TMA Radar:
The TMA Radar provides a graphic and numeral overview of the candidate’s scores. The given answers are compared to those of a standard group and converted to a nine point scale (Stanine). This Stanine (short for “standard nine”) the standard group’s scores are divided into nine classes, following a normal distribution with an average of 5 and a standard deviation of 2. On the right is a written and visual example of a TMA Radar as provided in the TMA report.

TMA Expert:
The expert (coach, recruiter, psychologist or HR consultant) receives a TMA Expert Report. This report (page 1-5 of 29) provides a number of STAR questions with every talent with which the candidate can be presented. The TMA Exert interview method is dynamic, personalized for every candidate, and helps you see the enhancing or weakening effects various talents and personality features may have on each other.