Fascinate - Revision history

Flc at 19:25, 28 August 2025

2025-08-28T19:25:50Z

← Older revision		Revision as of 19:25, 28 August 2025
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	[As of 03/2025] The assessment is sold per unit at $79. It’s also sold at $697 with a coaching package and with package deals for large organizations. There is an extensive training program for the “Fascinate” Certified Advisor (price unknown).		[As of 03/2025] The assessment is sold per unit at $79. It’s also sold at $697 with a coaching package and with package deals for large organizations. There is an extensive training program for the “Fascinate” Certified Advisor (price unknown).


			[[Category:Personality Assessment]]

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2025-08-28T19:24:21Z

Usage

← Older revision		Revision as of 19:24, 28 August 2025
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	The system is presented as capable of identifying what one is doing right, making them fascinating, rather than focusing on their strengths and weaknesses. It is used in businesses for personal development and in team sessions through a network of facilitators.		The system is presented as capable of identifying what one is doing right, making them fascinating, rather than focusing on their strengths and weaknesses. It is used in businesses for personal development and in team sessions through a network of facilitators.

	For individuals, it is presented to help them define their values, differentiate themselves and grow their brand; what ~~can make~~ them fascinating and memorable. For teams and large ~~group~~, it is introduced to help contrast differences between departments and teams, and with a general population. Analytics are used to analyze and display group results in the 7x7 matrix of the 49 types.		For individuals, it is presented to help them define their values, differentiate themselves, and grow their brand, or what makes them fascinating and memorable. For teams and large groups, it is introduced to help contrast differences between departments and teams, and with the general population. Analytics are used to analyze and display group results in the 7x7 matrix of the 49 types.

	Fascinate has no approach to positions. It is not proposed for recruitment. The system is translated into 22 languages.		Fascinate has no approach to positions. It is not proposed for recruitment. The system is translated into 22 languages.

Flc: /* Usage */

2025-08-28T19:23:05Z

Usage

← Older revision		Revision as of 19:23, 28 August 2025
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	The system is presented as capable of identifying what one is doing right, making them fascinating, rather than focusing on their strengths and weaknesses. It is used in businesses for personal development and in team sessions through a network of facilitators.		The system is presented as capable of identifying what one is doing right, making them fascinating, rather than focusing on their strengths and weaknesses. It is used in businesses for personal development and in team sessions through a network of facilitators.

	For individuals, it is presented to help them define their values, differentiate themselves and grow their brand; what can make them fascinating and memorable.		For individuals, it is presented to help them define their values, differentiate themselves and grow their brand; what can make them fascinating and memorable. For teams and large group, it is introduced to help contrast differences between departments and teams, and with a general population. Analytics are used to analyze and display group results in the 7x7 matrix of the 49 types.

	For teams and large group, it is introduced to help contrast differences between departments and teams, and with a general population. Analytics are used to analyze and display group results in the 7x7 matrix of the 49 types.		Fascinate has no approach to positions. It is not proposed for recruitment. The system is translated into 22 languages.

	Fascinate has no approach to positions. It is not proposed for recruitment.

	The system is translated into 22 languages.

	=Comments=		=Comments=

Flc: /* Comments */

2025-08-28T19:22:47Z

Comments

← Older revision		Revision as of 19:22, 28 August 2025
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	Like many other typology systems, interest in them builds from people's curiosity and the publisher's efforts to make the system colorful, joyful, and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self-discovery with a network of Certified Fascinate Advisors (CFA). The website is nice-looking and informative.		Like many other typology systems, interest in them builds from people's curiosity and the publisher's efforts to make the system colorful, joyful, and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self-discovery with a network of Certified Fascinate Advisors (CFA). The website is nice-looking and informative.

	From the definition obtained ~~from~~ the publisher’s website and how the dimensions compare with the GRI factors, there is strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc. With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality is sufficient. We argue at GRI that four dimensions are plenty enough. Thus, combining the two most evident dimensions of a seven-factor model raises doubt on what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.		From the definition obtained on the publisher’s website and how the dimensions compare with the GRI factors, there is a strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc. With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality are sufficient. We argue at GRI that four dimensions are plenty enough. Thus, combining the two most evident dimensions of a seven-factor model raises doubt about what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.

	With GRI, we similarly combine the two most distinctive factors by order of intensity when we uncover a profile’s highlights. We also use these combinations to build the matrix of the 24 profiles. But in the GRI case, the four factors are as orthogonal as they can be. “Orthogonal” is the technical term used in factor analysis for extracting factors from a large pool of adjectives, as distinctly as possible. Orthogonality ensures that the factor combination provides as nuanced descriptions as possible. This cannot happen with Fascinate’s seven dimensions and their combinations. The limitations of “Facinate” are the same as all typologies: overlap of the types; lack to evidence for behavior intensity and predictability; the system doesn’t account for adaptability; it does not apply to recruitments and jobs.		With GRI, we similarly combine the two most distinctive factors by order of intensity when we uncover a profile’s highlights. We also use these combinations to build the matrix of the 24 profiles. But in the GRI case, the four factors are as orthogonal as they can be. “Orthogonal” is the technical term used in factor analysis for extracting factors from a large pool of adjectives as distinctly as possible. Orthogonality ensures that the factor combination provides as nuanced descriptions as possible. This cannot happen with Fascinate’s seven dimensions and their combinations. The limitations of “Facinate” are the same as all typologies: overlap of the types; lack of evidence for behavior intensity and predictability; the system doesn’t account for adaptability; it does not apply to recruitments and jobs.

	In short, Fascinate lacks the nuances and precision for most of what could be expected from its advertised applications beyond curiosity and a group presentation where everyone can see how different they are from their peers.		In short, Fascinate lacks the nuances and precision for most of what could be expected from its advertised applications beyond curiosity and a group presentation where everyone can see how different they are from their peers.

Flc: /* Comments */

2025-08-28T19:20:47Z

Comments

← Older revision		Revision as of 19:20, 28 August 2025
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	=Comments=		=Comments=
	Like many other typology systems, interest in it from people ~~builds from~~ curiosity and the efforts ~~from the publisher for making~~ the system colorful, joyful and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self discovery with a a network of Certified Fascinate ~~Advisor~~ (CFA). The website is nice-looking and informative.		Like many other typology systems, interest in them builds from people's curiosity and the publisher's efforts to make the system colorful, joyful, and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self-discovery with a network of Certified Fascinate Advisors (CFA). The website is nice-looking and informative.

	From the definition obtained from the publisher’s website and how the dimensions compare with the GRI factors, there is strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc. With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality is sufficient. We argue at GRI that four dimensions are plenty enough. Thus, combining the two most evident dimensions of a seven-factor model raises doubt on what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.		From the definition obtained from the publisher’s website and how the dimensions compare with the GRI factors, there is strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc. With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality is sufficient. We argue at GRI that four dimensions are plenty enough. Thus, combining the two most evident dimensions of a seven-factor model raises doubt on what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.

Flc: /* Comments */

2025-08-28T19:18:51Z

Comments

← Older revision		Revision as of 19:18, 28 August 2025
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	Like many other typology systems, interest in it from people builds from curiosity and the efforts from the publisher for making the system colorful, joyful and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self discovery with a a network of Certified Fascinate Advisor (CFA). The website is nice-looking and informative.		Like many other typology systems, interest in it from people builds from curiosity and the efforts from the publisher for making the system colorful, joyful and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self discovery with a a network of Certified Fascinate Advisor (CFA). The website is nice-looking and informative.

	From the definition obtained from the publisher’s website and how the dimensions compare with the GRI factors, there is strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc.		From the definition obtained from the publisher’s website and how the dimensions compare with the GRI factors, there is strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc. With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality is sufficient. We argue at GRI that four dimensions are plenty enough. Thus, combining the two most evident dimensions of a seven-factor model raises doubt on what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.

	With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality is sufficient. We argue at GRI that four dimensions are plenty enough.		With GRI, we similarly combine the two most distinctive factors by order of intensity when we uncover a profile’s highlights. We also use these combinations to build the matrix of the 24 profiles. But in the GRI case, the four factors are as orthogonal as they can be. “Orthogonal” is the technical term used in factor analysis for extracting factors from a large pool of adjectives, as distinctly as possible. Orthogonality ensures that the factor combination provides as nuanced descriptions as possible. This cannot happen with Fascinate’s seven dimensions and their combinations. The limitations of “Facinate” are the same as all typologies: overlap of the types; lack to evidence for behavior intensity and predictability; the system doesn’t account for adaptability; it does not apply to recruitments and jobs.

	Thus, combining the two most evident dimensions of a seven-factor model raises doubt on what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.

	With GRI, we similarly combine the two most distinctive factors by order of intensity when we uncover a profile’s highlights. We also use these combinations to build the matrix of the 24 profiles. But in the GRI case, the four factors are as orthogonal as they can be. “Orthogonal” is the technical term used in factor analysis for extracting factors from a large pool of adjectives, as distinctly as possible. Orthogonality ensures that the factor combination provides as nuanced descriptions as possible. This cannot happen with Fascinate’s seven dimensions and their combinations.

	The limitations of “Facinate” are the same as all typologies: overlap of the types; lack to evidence for behavior intensity and ~~predicatability~~; the system doesn’t account for adaptability; it does not apply to recruitments and jobs.

	In short, Fascinate lacks the nuances and precision for most of what could be expected from its advertised applications beyond curiosity and a group presentation where everyone can see how different they are from their peers.		In short, Fascinate lacks the nuances and precision for most of what could be expected from its advertised applications beyond curiosity and a group presentation where everyone can see how different they are from their peers.
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	Concurring with GRI observations, individual profiles can and should be better valued. Thus, the term ”Fascinate” is used by the publisher and is reflected in the website's branding. People need to be valued for what can be evidenced by those personality assessment techniques, but if the technique lacks accuracy, especially after having been exposed to similar techniques several times, they become skeptical about what could be trusted from it.		Concurring with GRI observations, individual profiles can and should be better valued. Thus, the term ”Fascinate” is used by the publisher and is reflected in the website's branding. People need to be valued for what can be evidenced by those personality assessment techniques, but if the technique lacks accuracy, especially after having been exposed to similar techniques several times, they become skeptical about what could be trusted from it.

	Most often, it falls to the individuals themselves to recognize how unique they are from a behavioral standpoint. During both good and bad times, everyone shows differently, and certainly not in a way that others may perceive and value.		Most often, it falls to the individuals themselves to recognize how unique they are from a behavioral standpoint. During both good and bad times, everyone shows differently, and certainly not in a way that others may perceive and value. As introduced by this “Fascinate” approach, rather than waiting for their counselor, coach, HR, manager, or organization, people, whatever their profile, need to be proactive at better understanding and valuing their natural way to behave.

	As introduced by this “Fascinate” approach, rather than waiting for their counselor, coach, HR, manager, or organization, people, whatever their profile, need to be proactive at better understanding and valuing their natural way to behave.

	[As of 03/2025] The assessment is sold per unit at $79. It’s also sold at $697 with a coaching package and with package deals for large organizations. There is an extensive training program for the “Fascinate” Certified Advisor (price unknown).		[As of 03/2025] The assessment is sold per unit at $79. It’s also sold at $697 with a coaching package and with package deals for large organizations. There is an extensive training program for the “Fascinate” Certified Advisor (price unknown).

Flc: Created page with "=Generalities= The Fascinet assessment was devised by Sally Hogshead. It is published by Fascinate, Inc. based in Orlando, Florida. The system was formerly known as Anthem. The author explains that the system was based on branding rather than psychology, on how others see you rather than how you see yourself. The system not only promotes self-awareness but also enables everyone to value and brand themselves according to their personality and how they present themselves...."

2025-08-28T19:16:18Z

Created page with "=Generalities= The Fascinet assessment was devised by Sally Hogshead. It is published by Fascinate, Inc. based in Orlando, Florida. The system was formerly known as Anthem. The author explains that the system was based on branding rather than psychology, on how others see you rather than how you see yourself. The system not only promotes self-awareness but also enables everyone to value and brand themselves according to their personality and how they present themselves...."

New page

=Generalities=
The Fascinet assessment was devised by Sally Hogshead. It is published by Fascinate, Inc. based in Orlando, Florida. The system was formerly known as Anthem.

The author explains that the system was based on branding rather than psychology, on how others see you rather than how you see yourself. The system not only promotes self-awareness but also enables everyone to value and brand themselves according to their personality and how they present themselves.

=Assessment=
The assessment measures seven dimensions. It contains 28 questions that take 5 minutes to answer (initially 153 questions). The seven dimensions are the following:

{| class="wikitable" style="margin:auto"
! Dimension !! Description !! GRI a priori
|-
| Innovation || Change the game with creativity || High 1, low 4
|-
| Passion || Connect with emotion || High 2
|-
| Power || Lead with command || High 1, Low 2
|-
| Prestige || Earn respect with higher standard || Low 1, High 4
|-
| Trust || Build loyalty with consistency || Low 1, High 2, High 3
|-
| Mystique || Communicate with substance || High 2, High 4
|-
| Alert || Prevent problems with care || Low 1, High 4.
|}

The algorithms extract the first and second most prevalent dimensions (also called advantages). When crossed, the two dimensions are among the following 42 archetypes:
Rockstar, Maverick Leader, Trendsetter, Artisan, Provocateur, Quick-start, Catalyst, People’s Champion, Talent, Beloved, Intrigue, Orchestrator, Change Agent, Ringleader, Maestro, Guardian, Mastermind, Defender, Avant-Garde, Connoisseur, Victor, Blue Chip, Architect, Scholar, Evolutionary, Authentic, Gravitas, Diplomat, Anchor, Good Citizen, Secret Wapon, Touch, Veiled Strength, Royal Guard, Wise Owl, Archer, Composer, Coordinator, Ace, Editor-in-Chief, Mediator, Detective.

Seven archetypes combine the seven same dimensions, which seem to never show. They are the following: Anarchy, Drama, Aggressor, Imperial, Old Guard, Deadbolt, Control Freak.

Three adjective are associated with each of the 49 categories. Adjectives are such as : ambitious, results-oriented, respected, stable, dependable, familiar, etc. There is a total of 147 adjectives. Each category comes with a short narrative which adds to the brief list of adjectives.

=Usage=
The system is presented as capable of identifying what one is doing right, making them fascinating, rather than focusing on their strengths and weaknesses. It is used in businesses for personal development and in team sessions through a network of facilitators.

For individuals, it is presented to help them define their values, differentiate themselves and grow their brand; what can make them fascinating and memorable.

For teams and large group, it is introduced to help contrast differences between departments and teams, and with a general population. Analytics are used to analyze and display group results in the 7x7 matrix of the 49 types.

Fascinate has no approach to positions. It is not proposed for recruitment.

The system is translated into 22 languages.

=Comments=
Like many other typology systems, interest in it from people builds from curiosity and the efforts from the publisher for making the system colorful, joyful and appealing: A High 1, high 2, Low 4 marketing and sales strategy that takes the systems to group presentations during company conventions or at an individual level for self discovery with a a network of Certified Fascinate Advisor (CFA). The website is nice-looking and informative.

From the definition obtained from the publisher’s website and how the dimensions compare with the GRI factors, there is strong overlap between them. By pair: Innovation with Power (on High 1), Trust and Alert (on Low 1), etc.

With a seven-dimensional model, these overlaps must be expected. Years of research on the topic have evidenced that five dimensions at the core of our personality is sufficient. We argue at GRI that four dimensions are plenty enough.

Thus, combining the two most evident dimensions of a seven-factor model raises doubt on what could be known from some of these combinations. What comes from one dimension is already in large part in the other, although showing distinctly, but not bringing out the nuances the typology tells.

With GRI, we similarly combine the two most distinctive factors by order of intensity when we uncover a profile’s highlights. We also use these combinations to build the matrix of the 24 profiles. But in the GRI case, the four factors are as orthogonal as they can be. “Orthogonal” is the technical term used in factor analysis for extracting factors from a large pool of adjectives, as distinctly as possible. Orthogonality ensures that the factor combination provides as nuanced descriptions as possible. This cannot happen with Fascinate’s seven dimensions and their combinations.

The limitations of “Facinate” are the same as all typologies: overlap of the types; lack to evidence for behavior intensity and predicatability; the system doesn’t account for adaptability; it does not apply to recruitments and jobs.

In short, Fascinate lacks the nuances and precision for most of what could be expected from its advertised applications beyond curiosity and a group presentation where everyone can see how different they are from their peers.

Concurring with GRI observations, individual profiles can and should be better valued. Thus, the term ”Fascinate” is used by the publisher and is reflected in the website's branding. People need to be valued for what can be evidenced by those personality assessment techniques, but if the technique lacks accuracy, especially after having been exposed to similar techniques several times, they become skeptical about what could be trusted from it.

Most often, it falls to the individuals themselves to recognize how unique they are from a behavioral standpoint. During both good and bad times, everyone shows differently, and certainly not in a way that others may perceive and value.

As introduced by this “Fascinate” approach, rather than waiting for their counselor, coach, HR, manager, or organization, people, whatever their profile, need to be proactive at better understanding and valuing their natural way to behave.

[As of 03/2025] The assessment is sold per unit at $79. It’s also sold at $697 with a coaching package and with package deals for large organizations. There is an extensive training program for the “Fascinate” Certified Advisor (price unknown).