How the scoring works

24 forced-choice blocks, each with four options (one per style) matched for social desirability. For every block you pick the option most like you and the option least like you. Your "adapted" graph (public self) comes from most-picks per style, 0 to 24; your "natural" graph (core self) is 24 minus least-picks per style.

Each style also lands on a 1-7 segment scale. When the runner-up style also reaches segment 4 or higher, the two strongest styles blend into one of the classical or house DISC patterns; otherwise the leading style reads as a pure type on its own.

58 statements on a five-point agreement scale score four Jungian dichotomies directly — twelve items per axis, two facets each, both poles keyed — plus a separate ten-item Assertive/Turbulent identity axis.

Every letter comes with a clarity percentage. A trait score of 52 produces a letter that is essentially a coin flip, and the report will tell you that rather than pretend the label is destiny. Treat letters near the middle as ranges, not walls.

57 valence-matched forced-choice pairs: 45 cover every type combination at least once, weighted toward the classically confusable pairs, and 12 sort the instinctual stack (self-preservation, one-to-one, social). A pick is a win for that statement's type; type score is wins divided by appearances, since types appear unevenly by design. The wing is whichever neighboring type scored higher, and a close runner-up is disclosed rather than hidden.

60 statements, twelve per trait split across three facets of four items each, roughly half reverse-keyed so agreeing with everything does not inflate a score. Each trait score is the average of its items, placed on a 0 to 100 scale; a score of 50 means the answers balanced out, 80 means consistent agreement.

Neuroticism is shown as Composure, already inverted so higher always means steadier. Bands are cut at 35 and 65: below 35 reads low, above 65 reads high, and the middle band is exactly that, a middle band, not a lesser result.

A rep takes the four tests one at a time on the onboarding track, in whatever sittings fit. Once all four are done, FourLens builds a combined profile: the work-style archetype from DISC, the manager playbook keyed to the Enneagram type, and a note on where the outward DISC style and the inner Enneagram motive agree or pull apart. Every code feeding that synthesis came from its own dedicated instrument.

FourLens is built for the conversations after the hire: onboarding, 1:1s, communication, delegation, and team composition. Self-report assessments measure how a person sees themselves on the day they answered. That is genuinely useful for working together, and genuinely unsuitable for deciding who gets a job. Do not use this, or any test like it, as a hiring screen.

The playbooks describe tendencies, not fate. When a profile and your own observation disagree, trust the observation and re-read the profile in a quieter week. People also change; a profile older than a year is a photograph, not a portrait.

Answers live in your browser and inside each result link itself; a portfolio link just bundles the per-test codes together, and carries nothing else. No account exists, no email is collected, and nothing is stored on a server unless a person submits their portfolio to a team database themselves, with a consent checkbox that is not pre-ticked.

The Big Five items are original statements written in the public-domain IPIP tradition. DISC follows William Moulton Marston's 1928 model; the 16-type code uses Jungian dichotomies. FourLens is not affiliated with The Myers-Briggs Company, Everything DiSC, or the Enneagram Institute.