IPA Core Analyses

A comprehensive overview of all the different IPA Analysis and Dialogue tools.

– IPA Nordic’s research is rated the highest among Nordic personality assessment providers by the Swedish Psychological Association. The integral background of the research has been collected in a series of analyses under the name IPA CORE.

In addition, we have created a number of dialogue tools for use in organisations.

IPA Core analyses

Central to the Integral Idea is the notion that our life and development journey, as determined by our way of thinking, our values and our identity, develops in stages. Each stage is characterised by the way in which we fundamentally understand and encounter the world around us.

Each stage describes both a person’s way of thinking, i.e. the way in which we thoughtfully create structure, coherence and meaning in what we do, and our way of feeling, i.e. how we experience events around us and what inner processes this experience sets in motion. But first and foremost in this context, the stages are described through the associated more concrete behaviour.

The quality of what you develop in one area of the IPA Analysis model is dependent on what you have developed in the other areas.
When we evolve from one platform to the next, we take all the best of the old platform with us and INTEGRATE the old into the new. Where before the old was the goal and an end in itself, now it becomes a means to unfold ourselves from the new platform with new goals, new personal standards and a whole new way of experiencing ourselves and interpreting ourselves into the world.

The research behind the IPA Core analyses. is the highest rated in Scandinavia.

IPA Core

20 – 30 min

The 12 personality traits of the IPA Analysis are divided into four main factors, each illustrated by a colour. Each main factor is to be seen as a mental platform on which we build up a series of personal experiences and skills throughout our lives.


test in test

As an extension of IPA CORE, IPA LEADERSHIP allows us to assess the candidate’s expected ability to provide LEADERSHIP.

The Leadership Scales available are a “TEST IN THE TEST“.

IPA Core

20-25 min

Our preferences, and therefore our preferred roles and styles, are based first and foremost on our motivational systems. We can thus draw a fairly clear link between our motives and our preferred roles.

IPA Core

20-25 min

The main purpose of the IPA Values Analysis is to bring inner values to light and reflect on whether the time is ripe to unlearn the values that are inappropriate for the life being lived now and to raise self-awareness about the landmarks that will help the individual into the future.

IPA Core

20-25 min

The aim of IPA Innovation is to uncover all the types of talent required to carry out a fully-fledged creative innovation process. IPA Innovation identifies four types of talent in each individual.

IPA Dialogue tools

Dialogue is difficult. Creating a meaningful dialogue between different types of people adds more upstairs. Finally, if you have a dialogue in an organisational hierarchy, honesty and openness come under pressure. That’s why organizations use IPA dialogue tools to create a framing dialogue.

According to Robert Kegan, one of the foremost psychologists and proponents of Integral Theory, the world is constructed through relationships. Human beings are created by and are fundamentally their relationships, and the crucial pendulum swing of personal development is the movement between Integration – being like and connecting with others and Differentiation – being oneself as something unique and different from others. These two positions belong together and cannot be separated, and personal development arises in the dynamic between the two apparent opposites. It is the force and energy that moves us from one stage to the next. As we move through life, we develop both the self, i.e. we create our personal identity and self-perception through this seeing of the world from the inside out, AND we enter into and develop relationships, thereby learning to see the world from the outside in.

A balanced self-awareness requires both views.


15 – 30 min

Based on the completed IPA Core analysis, the system suggests a number of topics and formulates a number of questions the manager can use to keep the focus on development with the employee’s Strengths and Talents.

Appraisal is first and foremost a dialogue between manager and employee, and the conversation should therefore be dominated by appreciative questions and a focus on tasks that have been successfully completed. The Appraisal focuses on what works. The Appraisal should also be seen in the context of the company’s strategy and objectives, and managers conducting Appraisal interviews should therefore include these strategic objectives in the Appraisal dialogue.


10 – 15 min

The IPA Employee Satisfaction has been developed with the aim of recording the level of employee satisfaction in the company.

The concept of employee satisfaction has become more and more prominent as people have emerged as the key parameter for the success of a company.

The qualitative change in customers’ needs and expectations, the completely changed market conditions due to internationalisation and free access to information, the increased demands for service in both the pre-purchase and the after-sale phase, market segmentation, product differentiation and many other megatrends have moved us from the industrialised society to the changing society.

Team Aappraisal

20-25 min

Team development – growth through collective strength. Most outstanding achievements in both business and sport are built on people’s ability to complement each other.


15-20 min

Team development is about managing human processes for the whole and being good at something for the individual.

A team is therefore dependent on both the individual’s talent for solving a specific task and the ability to combine talent in a way that most effectively achieves the set goals.

In every team, there are four basic functions that together form the human map we need to orient ourselves by.

IPA Core

5 min

Employee well-being with IPA Well-being

IPA well-being uses the WHO-5 scientific model which has been part of more than 200 scientific studies since Professor Per Bech launched it in 1998. The model has proven to be one of the most accurate models to assess employee well-being.

IPA JobMatch & IPA Culture

More than 25% of new hires leave their job within 12 months. This costs somewhere between 75% – 150% of an annual salary. That’s a lot of money, and most job changes could be avoided with the help of an IPA JobMatch analysis.



– The job from the inside

A JobMatch from IPA Nordic increases the certainty that the right candidate is hired. This benefits everyone. The hiring company, the candidate and not least the future of the job.

– Understanding the culture of work

Corporate culture is a product of employees’ personal values combined with the company’s history, position in the market, entrenched customs and shared meaning-making narratives and assumptions.