TARADIN · INSTRUMENT
Making role fit visible before you make a decision you can't easily reverse
A discreet, professional assessment for moments when an appointment, promotion or key role is too important to rely on intuition alone.
Based on the internationally recognised LPA® and Work-Level frameworks · Certified practitioner
LPA®
Certified practitioner
26+
Years senior experience
100%
Confidential
IS THIS RELEVANT FOR YOU?
If even one of these feels familiar, intuition alone is no longer enough.
01
You are considering an appointment or promotion and doubt lingers despite positive signals.
02
A vacancy remains difficult to fill — strong candidates, but something keeps feeling off.
03
A capable person keeps struggling in a role, without anyone being able to clearly explain why.
04
You sense a misalignment but can't name it — and the stakes are too high to leave it unexamined.
05
A leader is under increasing pressure and you want to understand what the role is asking of them.
06
Intuition alone no longer feels sufficient for a decision of this importance.
"Many organisational problems are not competence problems. They are placement problems — a mismatch between what the role requires, and what the person can naturally carry."
AT A GLANCE
A short, precise intervention — when clarity matters more than speed
What
Role-fit assessment based on LPA® and Work-Level
For whom
Executives, entrepreneurs & senior professionals
Format
Online questionnaire + 1-to-1 debrief
Language
English or Dutch · Online or in Antwerp
Outcome
Clarity on whether person, role and context truly align
Designed as a contained intervention — not an open-ended trajectory
IN PRACTICE
What happens when misalignment becomes visible
EXAMPLE · MANAGEMENT TEAM UNDER PRESSURE
A management team discovered that under pressure, several members shifted into the same controlling reflex simultaneously. Important signals from the organisation were being missed — not from lack of competence, but because the collective blind spot had never been named.
Once the pattern became visible through the Core Scan, decision agreements changed. Within weeks, communication improved and decisions became both faster and more grounded. The team now had a shared language — without blame. Decisions became faster, clearer, and no longer dependent on personalities.
THE LPA® FRAMEWORK
Six dimensions — one coherent compass
The LPA® maps leadership across six interrelated dimensions. Together, they form a compass for professional choices, role behaviour and decision-making — not a label, not a box.
01
Decision & management style
How someone naturally makes decisions and manages others — and how this shifts under pressure.
02
Working rhythm
The pace and structure someone needs to function sustainably in a role.
03
Learning style
How someone absorbs new information and adapts to complexity or change.
04
Personal qualities
Natural strengths, blind spots and the conditions under which someone thrives — or struggles.
05
Conflict approach
How someone handles friction, disagreement and tension — and whether that fits the role context.
06
Team interaction
How someone positions themselves within a team and what they naturally contribute — or absorb.
WHAT YOU RECEIVE
Not a test. A professional insight moment.
Official LPA® analysis
A validated, internationally recognised assessment of leadership profile, decision logic and role behaviour.
1-to-1 debrief
A personal, confidential conversation with Margareta Pyckhout to interpret the results in your specific context.
Written report
A clear, personalised report with key findings, points of attention and practical implications for the role or decision at hand.
Optional continuation
The Core Scan can stand alone or serve as a first step into the Decision Clarity Scan — only when it genuinely resonates.
FOR ORGANISATIONS
Beyond the individual
The Core Scan is often used by organisations and boards when appointments or role clarity affect more than one person. Applied across a leadership team, it reveals collective strengths, shared blind spots and stress reactions that no individual assessment can surface alone.
Tailored formats are available for organisations, including team debriefs and integration with existing leadership or change programmes. This prevents:
→ Costly misalignment after an appointment
→ Structural overload in a role that has outgrown its carrier
→ Misguided promotions based on performance alone
→ Unresolved role friction that erodes team trust over time
NEXT STEPS
The Core Scan as a starting point
The Core Scan stands on its own — or serves as a precise first step into a broader Taradin trajectory. Only when it genuinely resonates.
→ DEEPER DECISION CLARITY
Decision Clarity Scan
When a full picture of person, role and context is needed before a key appointment or structural decision. Includes Role Charter, Decision Scorecard and formal recommendation.
→ BROADER FRAMING
Human · Role · Context
Understand the structural model behind Taradin's work — and when role calibration becomes more important than speed or intuition alone.
FOUNDER TARADIN · CERTIFIED LPA® PRACTITIONER
Margareta combines 26 years of senior leadership experience in the financial sector with an Executive MBA and training in integrative psychotherapy. As a certified LPA® practitioner, she works with organisations and leaders in making better decisions about roles, appointments and key positions — beyond techniques, beyond labels.
GET IN TOUCH
If the decision matters, it deserves clarity.
Plan a confidential conversation. We explore together whether the Core Scan is the right instrument for your context — without obligation.
No automatic intake · By appointment only · Antwerp & online.