CORE SCAN
Core Scan — insight into a person and/or a role
For anyone who wants to gain a better understanding of a person's capabilities, work preferences and prospects for development, or of the level of complexity and responsibility a role actually entails.
The Kernscan can be used on its own or as a building block for a 'Rol fit' programme.
Depending on the requirements, we assess the individual, the role, or both. The chosen methodology is tailored to what actually needs to be assessed.
For yourself
You want to understand how you lead, make decisions and perform under pressure, and which role context suits you best. We use the LPA®, an in-depth interview and a personalised report. A job level assessment is not part of this process.
For an employee or candidate
Your organisation wishes to substantiate a decision regarding a key role. In addition to the LPA®, we examine what the role entails in this context and determine the job level. This enables a concrete discussion of the relationship between the individual, the role and the context.
Not sure if this is relevant? One conversation is enough to see whether this brings clarity — or not.
THE OUTPUT
What the Core Scan actually delivers
Persoonlijk werk- en leiderschapsprofiel
Insight into behavioural characteristics, working and learning styles, collaboration and leadership preferences, when an LPA is used.
Capability and development prospects
Where relevant, a targeted assessment of the level of work complexity an individual can handle and their potential for further development, through an appropriate capability assessment.
Job level and role complexity
An understanding of the complexity, responsibilities and scope for decision-making associated with a role, where the assignment involves a job analysis.
Written feedback
A clear report setting out the relevant findings, areas for attention and possible next steps, tailored to the client's or participant's requirements.
Are you unsure whether this will make a difference in your situation?
WHEN MORE IS NEEDED
Sometimes it becomes clear that the issue is not just the person.
Then the question shifts to the fit between person, role and context or how roles and decision-making are structured in the system.
IS THIS RELEVANT FOR YOU?
When you can't afford to get it wrong
This applies when a appointment is too important to rely on gut feeling, when someone seems capable of handling the role but still struggles, or when internal promotions raise doubts that are difficult to pinpoint.
It also applies when a key role carries organisational risks that require clarification before a decision is made.
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.
THE CORE OF THE MATTER
Different questions call for different tools.
The way in which someone works, collaborates and leads is not the same as the level of complexity they can handle.
An LPA identifies behavioural characteristics and work preferences. A capability assessment, such as CPA or IRIS, examines the ability to cope with work complexity and uncertainty. A work-level analysis focuses on the complexity of the role itself.
Taradin selects the approach that best suits the specific requirement. This provides targeted insight, without confusing different concepts or assessments.
THE LPA®
Six dimensions — one coherent compass
When the Kernscan focuses on personal work and leadership preferences, Taradin can use the LPA®. This identifies behavioural characteristics, but does not in itself determine the capability or role level.
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.
The process outlined below describes an individual Core Scan using LPA®. For a capability assessment or role analysis, different, appropriate assessment steps are used.
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.
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.