How does the preference analysis work?

The ALEADON preference analysis solution is very easy to understand and was designed by scientists and practitioners. Personal preferences are captured via an online selection of 23 categories, and then presented in four distinctive colours; the entire process takes not more than 15 to 30 minutes. The result of the analysis will be available in the web portal under

Personal preference classification relies on scientific findings in psychology, business education and sociology. The four personal preferences are visualised in the colors red, blue, green and orange, which were chosen based on the psychological effects on humans.

Red stands for creative, risk-taking and visionary preferences
Blue stands for rational, logical and analytical preferences
Green stands for reliable and quality-conscious preferences
Orange stands for interpersonal and communicative preferences

It is worth noting that the analysis does not include competence assessments such as appraised in our skills analysis. Accordingly, its results don’t convey any assessment or Evaluation and ideally support the participant’s self-perception. The insights and benefits of preference analysis lies in seeing individual personal preferences weighted graphically within the four personal preferences. With this visualization we can easily infer, how miscellaneous personal preferences complement each another to support successful teamwork. Preference analysis also helps to understand, why disputes repeatedly arise in certain teams e.g. from conflicting preferences of individuals, such as the will to assert and the will to implement. Furthermore, preference analysis enables to clarify, why interpersonal communication changes from straightforward to extremely awkward as a result of conflicting preferences. This could be the case for example, if one person favours a predominantly task-oriented approach, whereas the other one relies heavily on relationships to complete the tasks assigned.

The individual personal preferences of a person are shown below by way of example.

In addition, in each personal preference profile a comparison of the opposing dimensions of implementation and enforcement as well as task orientation and relationship orientation is shown.

There are two types of individual profiles of preference analysis, one with self-assessment and one with no self-assessment. In the self-assessment profile, the participant may first make a self-assessment of the base preferences and then answer the questions.  The result of the self-assessment and the result of the preference analysis are presented in detail and differences are highlighted.

The individual profiles always represent the basis for the team profile and the task profile. As shown in the example below, team profiles combine several individual profiles, and display team preferences in a graphical way. The task profile is easily created by the company for an open or existing position in the company based on typical preferences in a multiple-choice procedure. Subsequently, the task profile can be compared with individual personal preference profiles of applicants or existing staff and matched.


Which variants of the preference analysis have been proven successful in professional practice?

  • Preference analysis with self-assessment
  • Preference analysis without self-assessment
  • Preference analysis as a team profile
  • Preference analysis as task profile


How was our preference analysis developed?

Our online personal preference analysis was developed in collaboration with various research colloquia in the fields of sociology, psychology and business education. Our development was focused primarily on answering these questions: How do I empower a person or team to focus on their strengths, and how do I make better use of personal preferences for career development and performance optimization? Character analyses, potential analyses and tools for personnel development such as Big Five, DISG, HBDI, MBTI or Reiss profiles were reviewed and compared with the current state of the art. Additionally, different conceptions of man such as those of McGregor or Schein were also considered in the development of our preference analysis. Unlike other tests, however, our preference analysis favours no particular type definition. Instead of using types, we deem it key to acknowledge that each person is an individual, and thus exhibits different thinking and behavioural patterns. For example, even the personality structures of two identical twins present individual features that makes them different. Furthermore, we deliberately disregarded the presentation of extroverted and introverted qualities, because the inward or outward attitude does not necessarily relate to a particular mindset and, for example, the entrepreneurial skills of an individual.