logo 17 • CAMLOG Partner Magazine • March 2018 on scientific studies, adaptation of the questionnaire and the desires items for a more detailed analysis of the personality and a more differentiated evaluation. This allows mapping of over 8 billion different personalities. Both instruments represent the only scientifically based tools in the field of personality diagnostics. One must differentiate these tools from other helpful tools which, for example, check the perceptual and functional competence (S. C. I. L.) or depict human behavior (insights, structogram, etc.). These tools address the highest level of personality and show how a person works or behaves. They examine the question of the “what” and the “how” and provide an overview at a behavioral level. An evaluation with the “9 Levels” tool depicts the individual levels of personality development. Compared to these analyses, RMP and Luxx address the lowest level of human identity and reveal the personality. They show who we really are and deal with the question of “why.” Desires remain more or less consistent over a lifetime. Behavior can be changed at any time – also upon order. Learning to assess correctly There are 16 basic desires. The analysis deals with the manifestation of the individual desires and, in particular, the combination of desires. Based on the combinations, it becomes clear whether disharmonies exist within a personality or reinforcing drivers, whether unused potentials are unexploited, where true lucky charms are hidden, and also whether self-image and external image correlate. To illustrate the point, I would like to single out the desire for “social recognition”. This desire describes whether a positive selfimage is generated by the person himself or results from the opinion of others. People with a low desire for recognition are self-sufficient and self-reliant. They view criticism as an opportunity to improve themselves, like to be made aware of mistakes, and regard constructive feedback as a learning opportunity. The personal relevance of the person expressing criticism usually plays an important role. People with a high desire for recognition want to please, to be good in all areas, and usually place high demands on themselves. They experience moments of happiness when they receive praise or when their work meets with approval. These people often tend to be perfectionists, although the goal is not perfect performance, but instead praise and recognition. Everything is registered and judged personally; even factual criticism is usually assessed emotionally. Self-assessment is limited by uncertainty; self-doubt is the result. This generally leads to a very friendly behavior, not with the aim of the relationship aspect but to avoid rejection. This vulnerability strengthens the perception of others: people with a high recognition desire are therefore usually very empathetic; 35 PRACTICE MANAGEMENT
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