Your Life. Your Work. Your Signature.

Discover your unique self and a career tailored just for you with these free personality tests and career resources.

“How can I be useful,
of what service can I be?
There is something inside me,
what can it be.”

-Vincent van Gogh

You are a work of art. Complex and beyond summary.

Yet you prove to hold consistent patterns - interests, values, dispositions. You bring a unique signature to life and work that only you can manifest.

How do you share your unique you? How do you share your unique self in work that feeds your soul?

While it’s a lifetime’s work to “know thyself,” there are a many ways to get closer to understanding the seed within you.

Cataloged below are a variety of free, quality resources to help you identify your unique signature and navigate towards an occupation that is truly tailored to you.

Remember. You are a work of art. Complex and beyond summary. You are so much more than the result of any one test, but combined, the resources below will at least point to part of the unique pattern that is you!

Disclaimer: The links and material below are provided for educational and entertainment uses only. They are not clinically administered and as such the results are not suitable for basing important decisions off of. These tests are also not infallible. If the results say something about you that you don't think is true, you are right and it is wrong.

Part 1: Unique You

In Part 1 you will be discovering your talents, strengths, skills, and a variety of personality indicators to help you see your unique signature.

What follows is a list of questions and free, quality online assessments for this purpose.

Remember to take each test with a grain of salt. If you disagree with the result, go with your gut. Drop it and move on. Or use the result to dig deeper.

As you collect results, be sure to organize and save your discoveries for later review. Looking at everything together may spark new ideas.

Part 1 begins below.

Note: When you see the Workbook label below, this is an additional resource available to you in the companion Life-Work Signature Workbook, which you can download at the end of this page.

Complete each of these sections below. Add your results to your Life-Work Signature Workbook as you go to develop a full picture.

The more you complete, the more patterns you will begin to see. Have fun and enjoy the discovery!

  • Ikigai

    ikigai diagram

    The term ikigai compounds two Japanese words: iki (wikt:生き) meaning "life; alive" and kai (甲斐) meaning “(an) effect; (a) result; (a) fruit; (a) worth; (a) use; (a) benefit; (no, little) avail" (sequentially voiced as gai) to arrive at "a reason for living [being alive]; a meaning for [to] life; what [something that] makes life worth living; a raison d'etre".

    In the culture of Okinawa, ikigai is thought of as "a reason to get up in the morning"; that is, a reason to enjoy life. The word ikigai usually is used to indicate the source of value in one's life or the things that make one's life worthwhile.

    Secondly, the word is used to refer to mental and spiritual circumstances under which individuals feel that their lives are valuable.

    It's not linked to one's financial status. Even if a person feels that the present is dark, but they have a goal in mind, they may feel ikigai.

    Behaviours that make one feel ikigai are not actions one is forced to take—these are natural and spontaneous actions.

    In the article named Ikigai — jibun no kanosei, kaikasaseru katei ("Ikigai: the process of allowing the self's possibilities to blossom") Kobayashi Tsukasa says that "people can feel real ikigai only when, on the basis of personal maturity, the satisfaction of various desires, love and happiness, encounters with others, and a sense of the value of life, they proceed toward self-realization."


    Questions to Answer:

    • Why do you get out of bed in the morning?
    • What do you love to do?
    • What do you love to think about?
    • What do you love to learn about?
    • What do you love as a process?
    • What can you get paid for?
    • What do you do well?
    • What is your vision for your local community? Region? Country? World?
    • What does the world need?
  • Your Young Self

    You will often find keys to your life-work signature from your childhood. Think back and answer these questions:

    • What do you love to do the most when you were a child?
    • What did you want to give to the world?
  • A Life Well Lived

    Ponder then answer these questions:

    • Imagine you have only 5 years left to live. What do you want to accomplish in your work in that time?
    • Imagine you are on your deathbed and you're thinking over your life. What do you most regret not accomplishing?
    • Now imagine you're at the end of your life and your pondering all that you did. What do you feel have been your greatest accomplishments?
  • Hierarchy of Values

    In this section you will learn more about what you value.

    Workbook  Print out your extended list of values from your companion workbook. Read through and mark the values that you feel are important.

    • Which values speak to you?
    • What do they mean?
    • Which values are most important to you in your life?

    Identify your top 5 values. How do you define each of these values in terms of their significance and meaning to you?

    Next, complete the Life Values Inventory Assessment. Download and print each of the free, accompanying reports for future use.

  • Character Traits / Personal Qualities / Strengths

    Workbook  Print out your extended list of strong personal traits from your companion workbook.

    Create a list of your top 10 character traits.

    Next, ask your friends, members of your family, coworkers or others to identify your top ten character traits (as they see them) and compare. Others may see a trait you did not identify in yourself that you realize rings true.

    In addition, consider taking the High 5 Strength Test and the Personal Strength Inventory Test.

    Also, offers a free assessment to identify different dimensions of your personality.

    Review all of the information you gathered in this section and add the highlights in your Life-Work Signature Workbook.

  • Natural Talents

    Workbook  Print out your talent list from your companion workbook and identify your top talents. Asks your closest family, friends and colleagues to rate you as well and compare.
  • Multiple Intelligences

    The theory of multiple intelligences differentiates human intelligence into specific 'modalities', rather than seeing intelligence as dominated by a single general ability.

    Howard Gardner proposed this model in his 1983 book Frames of Mind: The Theory of Multiple Intelligences. Gardner proposed seven abilities that he held to meet these criteria:

    • musical-rhythmic
    • visual-spatial
    • verbal-linguistic
    • logical-mathematical
    • bodily-kinesthetic
    • interpersonal
    • intrapersonal


    Multiple Intelligences Tests

    Here are several tests to potentially identify your intelligence strengths:

  • Big 5 Personality Traits

    The Big Five personality traits, also known as the five-factor model (FFM) and the OCEAN model, is a taxonomy for personality traits.

    This theory uses descriptors of common language and therefore suggests five broad dimensions commonly used to describe the human personality and psyche.

    The five factors have been defined as openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.

    • 1. Openness to experience

      (inventive/curious vs. consistent/cautious)

      Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience.

      Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has.

      It is also described as the extent to which a person is imaginative or independent and depicts a personal preference for a variety of activities over a strict routine.

      High openness can be perceived as unpredictability or lack of focus, and more likely to engage in risky behaviour or drug taking.

      Also, individuals that have high openness tend to lean, in occupation and hobby, towards the arts, being, typically, creative and appreciative of the significance of intellectual and artistic pursuits.

      Moreover, individuals with high openness are said to pursue self-actualization specifically by seeking out intense, euphoric experiences.

      Conversely, those with low openness seek to gain fulfillment through perseverance and are characterized as pragmatic and data-driven—sometimes even perceived to be dogmatic and closed-minded.

      Some disagreement remains about how to interpret and contextualize the openness factor.

    • 2. Conscientiousness

      (efficient/organized vs. easy-going/careless)

      Tendency to be organized and dependable, show self-discipline, act dutifully, aim for achievement, and prefer planned rather than spontaneous behavior.

      High conscientiousness is often perceived as being stubborn and focused. Low conscientiousness is associated with flexibility and spontaneity, but can also appear as sloppiness and lack of reliability.

    • 3. Extraversion

      (outgoing/energetic vs. solitary/reserved)

      Energetic, surgency, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness.

      High extraversion is often perceived as attention-seeking and domineering. Low extraversion causes a reserved, reflective personality, which can be perceived as aloof or self-absorbed.

      Extroverted people may appear more dominant in social settings, as opposed to introverted people in this setting.

    • 4. Agreeableness

      (friendly/compassionate vs. challenging/detached)

      Tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of one's trusting and helpful nature, and whether a person is generally well-tempered or not.

      High agreeableness is often seen as naive or submissive. Low agreeableness personalities are often competitive or challenging people, which can be seen as argumentative or untrustworthy.

    • 5. Neuroticism

      (sensitive/nervous vs. secure/confident)

      Tendency to be prone to psychological stress. The tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, and vulnerability.

      Neuroticism also refers to the degree of emotional stability and impulse control and is sometimes referred to by its low pole, "emotional stability".

      High stability manifests itself as a stable and calm personality, but can be seen as uninspiring and unconcerned. Low stability manifests as the reactive and excitable personality often found in dynamic individuals, but can be perceived as unstable or insecure.

      Also, individuals with higher levels of neuroticism tend to have worse psychological well being.


    Big 5 Personality Traits Tests

  • Four Temperaments

    The four temperament theory is a proto-psychological theory which suggests that there are four fundamental personality types: sanguine, choleric, melancholic, and phlegmatic.

    Most formulations include the possibility of mixtures among the types where an individual's personality types overlap and they share two or more temperaments.

    Greek physician Hippocrates (c. 460 – c. 370 BC) described the four temperaments as part of the ancient medical concept of humorism, that four bodily fluids affect human personality traits and behaviors.

    Modern medical science does not define a fixed relationship between internal secretions and personality, although some psychological personality type systems use categories similar to the Greek temperaments.


    The Four Temperaments Tests

  • Myers–Briggs Type Indicator

    The Myers–Briggs Type Indicator (MBTI) is an introspective self-report questionnaire with the purpose of indicating differing psychological preferences in how people perceive the world around them and make decisions.

    The MBTI was constructed by Katharine Cook Briggs and her daughter Isabel Briggs Myers. It is based on the conceptual theory proposed by Carl Jung, who had speculated that humans experience the world using four principal psychological functions – sensation, intuition, feeling, and thinking – and that one of these four functions is dominant for a person most of the time.

    The MBTI was constructed for normal populations and emphasizes the value of naturally occurring differences. "The underlying assumption of the MBTI is that we all have specific preferences in the way we construe our experiences, and these preferences underlie our interests, needs, values, and motivation."


    Myers-Briggs Type Indicator Tests

    Additional Myers-Briggs Resources

  • Keirsey Temperament Sorter

    The Keirsey Temperament Sorter (KTS) is a self-assessed personality questionnaire designed to help people better understand themselves and others. It is one of the most widely used personality assessments in the world...

    The KTS is closely associated with the Myers-Briggs Type Indicator (MBTI); however, there are significant practical and theoretical differences between the two personality questionnaires and their associated different descriptions.

    David Keirsey expanded on the ancient study of temperament by Hippocrates and Plato. In his works, Keirsey used the names suggested by Plato: Artisan (iconic), Guardian (pistic), Idealist (noetic), and Rational (dianoetic). Keirsey divided the four temperaments into two categories (roles), each with two types (role variants). The resulting 16 types correlate with the 16 personality types described by Briggs and Myers.

    Artisans are concrete and adaptable. Seeking stimulation and virtuosity, they are concerned with making an impact. Their greatest strength is tactics. They excel at troubleshooting, agility, and the manipulation of tools, instruments, and equipment. The two roles are as follows:

    • Operators are the directive (proactive) Artisans. Their most developed intelligence operation is expediting. The attentive Crafters and the expressive Promoters are the two role variants.
    • Entertainers are the informative (reactive) Artisans. Their most developed intelligence operation is improvising. The attentive Composers and the expressive Performers are the two role variants.

    Guardians are concrete and organized (scheduled). Seeking security and belonging, they are concerned with responsibility and duty. Their greatest strength is logistics. They excel at organizing, facilitating, checking, and supporting. The two roles are as follows:

    • Administrators are the directive (proactive) Guardians. Their most developed intelligence operation is regulating. The attentive Inspectors and the expressive Supervisors are the two role variants.
    • Conservators are the informative (reactive) Guardians. Their most developed intelligence operation is supporting. The attentive Protectors and the expressive Providers are the two role variants.

    Idealists are abstract and compassionate. Seeking meaning and significance, they are concerned with personal growth and finding their own unique identity. Their greatest strength is diplomacy. They excel at clarifying, individualizing, unifying, and inspiring. The two roles are as follows:

    • Mentors are the directive (proactive) Idealists. Their most developed intelligence operation is developing. The attentive Counselors and the expressive Teachers are the two role variants.
    • Advocates are the informative (reactive) Idealists. Their most developed intelligence operation is mediating. The attentive Healers and the expressive Champions are the two role variants.

    Rationals are abstract and objective. Seeking mastery and self-control, they are concerned with their own knowledge and competence. Their greatest strength is strategy. They excel in any kind of logical investigation such as engineering, conceptualizing, theorizing, and coordinating. The two roles are as follows:

    • Coordinators are the directive (proactive) Rationals. Their most developed intelligence operation is arranging. The attentive Masterminds and the expressive Fieldmarshals are the two role variants.
    • Engineersare the informative (reactive) Rationals. Their most developed intelligence operation is constructing. The attentive Architects and the expressive Inventors are the two role variants.


    Keirsey Temperament Assessments

  • How to Fascinate

    Sally Hogshead's Fascination Advantage® assessment will help you see how the world sees you. The assessment will help you discover the unique value you bring to the table and more.

    Find out what your primary and secondary advantage when you complete Sally's Free Assessment.

    If you want to learn more after you get your results, look at where your primary and secondary advantage unite to form your Unique Archetype (a personalized report covering your Archetype is available for purchase).

  • Spiritual Gifts

    Discover your spiritual gifts by taking the Spiritual Gift Inventory and learn more about each type of gift.

  • Holland Codes: RIASEC

    John L. Holland's Theory of Career Choice explains that personality types, careers and work environments fit into six general categories: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional.

    Entering a career and work environment that ideally suits your personality will set you up for greater satisfaction and long-term success.

    • R: Realistic (Doers)
      People who like to work with "things". They tend to be "assertive and competitive, and are interested in activities requiring motor coordination, skill and strength." They approach problem solving "by doing something, rather than talking about it, or sitting and thinking about it." They also prefer "concrete approaches to problem solving, rather than abstract theory." Finally, their interests tend to focus on "scientific or mechanical rather than cultural and aesthetic areas."
    • I: Investigative (Thinkers)
      People who prefer to work with "data". They like to "think and observe rather than act, to organize and understand information rather than to persuade." They also prefer "individual rather than people oriented activities."
    • A: Artistic (Creators)
      People who like to work with "ideas and things." They tend to be "creative, open, inventive, original, perceptive, sensitive, independent and emotional." They rebel against "structure and rules," but enjoy "tasks involving people or physical skills." They tend to be more emotional than the other types.
    • S: Social (Helpers)
      People who like to work with "people" and who "seem to satisfy their needs in teaching or helping situations." They tend to be "drawn more to seek close relationships with other people and are less apt to want to be really intellectual or physical."
    • E: Enterprising (Persuaders)
      People who like to work with "people and data." They tend to be "good talkers, and use this skill to lead or persuade others." They "also value reputation, power, money and status."
    • C: Conventional (Organizers)
      People who prefer to work with "data" and who "like rules and regulations and emphasize self-control...they like structure and order, and dislike unstructured or unclear work and interpersonal situations." They also "place value on reputation, power, or status."


    Hollands Code Assessment

    To discover your unique code, take the free O*NET Interest Profiler assessment.

    Consider taking additional assessments at and and compare your results.

  • O*NET Work Importance Profiler (WIP)

    O*NET® Work Importance Profiler (WIP) is a tool that assesses vocational work values—what people think is important in their work.

    The purpose of the WIP is to help participants identify their most important work values and the possible occupations that correspond with those work values.

    The WIP is based on the Theory of Work Adjustment (TWA), which was developed from extensive research conducted at the University of Minnesota (Dawis & Lofquist, 1984).

    In simple terms, the Theory of Work Adjustment states that people derive satisfaction from their work and adjust to their work when:

    1. they have the necessary skills and abilities to perform the job well, and
    2. the job in turn satisfies important needs and values of the worker, such as giving them recognition and a safe and comfortable place to work.

    The WIP is a way for individuals to identify their important work needs and work values so they can identify occupations that best satisfy these needs and values.

    Work Values

    • Achievement

      The Achievement work value involves the need to use one’s individual abilities and the need to obtain a feeling of accomplishment. Achievement work value contains two work needs:

      • Ability utilization is the need to use one’s individual abilities.
      • Achievement is the need to obtain a feeling of accomplishment.

      Participants who score high on the Achievement work value should explore jobs that allow them to see the results of their efforts, to obtain a feeling of accomplishment, and to use their abilities.

    • Independence

      The Independence work value refers to the need to perform tasks on one’s own and the need to use creativity in the workplace. It also involves the need to obtain a job where one can make his/her own decisions.Independence work value is made up of three work needs:

      • Creativity is the need to try out one’s own ideas.
      • Responsibility refers to the need to make one’s own decisions.
      • Autonomy is the need to work with little supervision.

      Participants who have a high Independence work value score should explore jobs where they can perform tasks on their own and where they can make their own decisions.

    • Recognition

      The Recognition work value involves the need to have the opportunity for advancement,the need to obtain some prestige, and the need to have the potential for leadership.Recognition work value reflects a combination of four work needs:

      • Advancement is the need to have opportunities for advancement.
      • Authority is the need to give directions and instructions to others.
      • Recognition is the need to receive recognition for the work one does.
      • Social status is the need to be looked up to by others in the company and community.

      A high score on the Recognition work value indicates that the person prefers jobs that have good possibilities for advancement, provide some prestige, and have potential for leadership.

    • Relationships

      The Relationships work value encompasses the need for friendly co-workers, the need to be of service to others, and the need to not be forced to go against one’s sense of right and wrong. Relationships work value merges three work needs:

      • Co-workers is the need to have co-workers who are easy to get along with.
      • Ethics is the need to do things that agree with one’s sense of right and wrong.
      • Social service is the need to do things for other people.

      Participants who have high scores on the Relationships work value should explore jobs where co-workers are friendly and where they are allowed to be of service to others. They should look for jobs that do not make them do anything that goes against their sense of right and wrong.

    • Support

      The Support work value involves the need for a supportive company, the need to be comfortable with management’s style of supervision, and the need for competent, considerate, and fair management.Support work value is a combination of three work needs:

      • Company policies and practices is the need to be treated fairly by the company.
      • Supervision - human relations is the need for supervisors who back up their workers with management.
      • Supervision - technical is the need for supervisors who train their workers well.

      A high score on the Support work value indicates that participants should explore jobs where the company supports its workers and where they are comfortable with the management’s style of supervision. They should focus on finding jobs where the company has a reputation for competent, considerate, and fair management.

    • Working Conditions

      The Working Conditions work value refers to the need to have one’s pay compare well to that of others and the needs for job security and good working conditions. This work value also includes the need to be busy all the time and the need to have many different types of tasks on the job.

      A high score on the Recognition work value indicates that the person prefers jobs that have good possibilities for advancement, provide some prestige, and have potential for leadership. The Working Conditions work value is made up of six work needs:

      • Activity is the need to constantly be busy.
      • Compensation refers to the need to be well-paid in comparison to other workers.
      • Independence is the need to work alone.
      • Security is the need to have steady employment.
      • Variety is the need to have something different to do every workday.
      • Working conditions is the need to have good working conditions.

      Participants who score high on the Working Conditions work value consider pay, job security, and good working conditions when looking for jobs. In general, these people enjoy jobs that keep them busy all the time, let them work alone, and include many different types of tasks.


    Complete the WIP Assessment then take note of and save your results for use in part 2.

  • Your Stars

    Right at the moment were born the sun, moon, and planets were in particular parts of the sky, forming a unique signature.

    Planetary relationships and conversations may point to new insights; yes your personal, astrological map holds even more clues worth considering!

    To learn more about the placements of your planets, you need to build your birthchart. To calculate, you will need:

    • Your Birth Location (City, State, Country)
    • Your Date of Birth (Month, Day, Year)
    • The Exact Time of Your Birth (Hour, Minute, AM/PM)

    Gather the information above and visit Astro-Charts Free Birthchart Calculator.

    Enter your information and create a free account to save your birthchart for future reference.

    View your chart and click Settings.

    Next, scroll down and click on Aspects. These are types of connections/conversations the planets have in your chart.

    To start, just enable major aspects: conjunction, opposition, square, trine, and sextile and click Apply Settings.

    change planetary aspect settings in user interface

    There is so much here to explore, but for now, consider the following:

    First, look at the planets section under your chart. You will see the Sun listed first at a certain degree of a sign (e.g. Sun in 18° 8' Virgo).

    Now visit: Explore Persons by Sun Sign and click People with Sun in [Your Sign] (e.g. Virgo).

    At the top of the page you will see a description of what the Sun means and how the Sun in your sign is flavored.

    search sun sign in user interface

    Next, go back to your birthchart and look at your Moon placement (e.g. Moon in 8° 8' Taurus). Now do a search based on planetary placement.

    Select Moon for the planet, then enter the sign (e.g. Taurus) and click Go.

    Again at the top of the results page, you will see a description of what the Moon represents in your chart and how it is flavored by your sign.

    search sun sign in user interface

    You can repeat the process below to learn a little bit about each planet and how it is flavored by its sign placement in your birthchart.

    Finally, go back to your birthchart and scroll down to the list of aspects.

    These are the relationships or conversations planets were having right when you were born.

    Choose an aspect from your list (e.g. Mercury Conjunction Sun orb: 0°). Now do a search based on planetary aspect.

    Enter the first planet (e.g. Mercury), the Aspect (e.g. Conjunction), and the second planet (e.g. Sun) and click Go. Again at the top of the results, you will see an interpretation for this type of planetary relationship.

    search sun sign in user interface

    Do you see any interesting parallels with previous discoveries? What new insights have you found?

Part 2: Identify Careers Tailored to You

In Part 2 you will use what you discovered in the previous section to help identify work best suited to your temperament.

  • Discovering Careers: Holland Codes

    After completing your O*NET Interest Profiler (see Holland Codes in Part 1) you will receive a diagram with percentage values assigned to each of the six interests categories: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional.

    Look at your top three interests and remember these three letters.

    For example, if you have scored most highly in Artistic, followed by Social and then Enterprising, your code will be ASE.

    Now visit a list of careers on organized by Holland Career Codes.

    Click on your code (e.g. ASE) to see a list of related careers. Now look at other combinations of your code (e.g. AES, EAS, ESA, SEA, SAE).

  • Comparing Occupations: Work Values and Other Descriptors

    After completing the O*NET Work Importance Profiler (WIP) (see part 1), visit O*NET Online Descriptor Search. Select work values from the dropown menu and click go.

    Next, click you top work value and click go.

    Now you will see a list of occupations across all job zones that match your selected work value. You can also enter a 2nd and 3rd value above to narrow you search.

  • Job Shadowing

    Learn more about your potential career from the source! Complete a virtual job shadow for instant, inside perspectives.

    After you've narrowed your selection, do further research, prepare well-thought questions and seek an opportunity for an in-person job shadow.

Additional content to be added – if you have a recommended resource, please email me at

life-work signature workbook

Download your free copy of the Life-Work Signature Workbook.

Keep track of all your discoveries in one place. Take an at-a-glance view to see the big picture.

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