So Kolby was doing this personality profile thing. You had to go through a bunch of lists of words and say which one described you most, which least, an then score all the groups of words to determine your personality type. This is what I got: 

INSPIRATIONAL PATTERN

Emotions: accepts aggression; downplays need for affection
Goal: control of their environment or audience
Judges others by: projection of personal strength, character, and social power
Influences others by: charm, direction, intimidation; use of rewards
Value to the organization: acts as a "people mover"; initiates, demands, compliments, disciplines
Overuses: attitude that "the ends justify the means"
Under pressure: becomes manipulative, quarrelsome or beligerent
Fears: weak behavior; loss of social status
Would increase effectiveness through: genuine sensitivity; willingness to help others to succeed in their own personal development

Persons with the Inspirational Pattern consciously attempt to modify the thoughts and actions of others. They want to control their environment. They are astute at identifying and manipulating an individual's existing motives in order to direct that person's behavior toward a predetermined end. 

Inspirational persons are clear about the results they want, but they do not always immediately verbalize them. they state the results they want only after they have primed the other person, offering friendship to those who desire acceptance, authority to those who seek power, and security to those who want a predictable environment.

Inspirational persons can be charming in their interactions. They are persuasive when they want help in repetitive and time-consuming details. People often experience a conflicting sensation by feeling drawn to Inspirational people and yet being curiously distanced. Others may feel "used" by Inspirational persons' powers of manipulation. Although they sometimes inspire fear in others and override their decisions, Inspirational persons are generally well liked by co-workers because they use their considerable verbal skills to persuade others whenever possible. Inspirational persons clearly prefer to accomplish goals through cooperation and persuasion instead of dominance. 

This doesn't really fit me PERFECTLY, but I feel like it's prooty close. And of course, because I am a lame ass, and have to connect everything back to Torchwood, I started thinking about how in my friendship group I have been designated as the "Jack Harkness" (we have this tendency to assign roles to ourselves when watching television and movies). And as I read this profile again it sounded a lot like Jack. 

So I went through and found some of the other personality profiles that TOTZ fit the other four Torchwood guys... because it is late and I have nothing better to do. SO I will post under the cut the abbreviated profiles of Tosh, Ianto, Owen, and Gwen. Obviously, the Inspirational Pattern is given to Jack. Wha. 

No one cares, I know this. I'm okay with it. :D 


Toshiko Sato
PRACTITIONER PATTERN

Emotions: wants to keep up with others in effort and technical performance
Goal: personal growth
Judges others by: self-discipline, position and promotions
Influences others by: confidence in their ability to master new skills; development of "proper" procedures and actions
Value to the organization: is skilled in technical and people problem-solving; displays proficiency in specialization
Overuses: overattention to personal objectives; unrealistic expectations of others
Under pressure: becomes restrained; is sensitive to criticism
Fears: being too predictable; no recognition as "expert"
Would increase effectiveness through: genuine collaboration for common benefit; delegation of key tasks to appropriate individuals

Practitioners value proficiency in specialized areas. Spurred on by a desire to be "good at something" they carefully monitor their own work performance. They project a relaxed, diplomatic, and easygoing style. Congenial attitude may change quickly in their own work area when they become intensely focused in order to meet high standards for performance. They have high expectations for themselves and others, and they tend to express their disappointment. 

Ianto Jones
SPECIALIST PATTERN

Emotions: is calculatingly moderate; accomodates others
Goal: maintenance of the status quo; controlled environment
Judges others by: friendship standards; competence
Influences others by: consistent performance; accomodating others
Value to the organization: plans short term; is predictable, consistent; maintains steady pace
Overuses: modesty; low risk-taking; passive resistance to innovation
Under pressure: becomes adaptable to those in authority and thinks with the group
Fears: change, disorganization
Would increase effectiveness through: public discussion of their ideas; self-confidence based on feedback; shortcut methods

Specialists "wear well" with others. With their controlled stance and modest manner, they are able to work well with a number of behavioral styles. They are considerate, patient, and always willing to help those they consider friends. They build close relationships with a relatively small group of associates. 

Their efforts are directed toward retaining familiar and predictable patterns. Most effective in specialized areas, they plan their work along directed channels and achieve a remarkably consistent performance. Appreciation from others helps to maintain that level of consistency. 

Specialists are slow to adapt to change. Prior conditioning gives them time to change their procedures while maintaining a consistent level of performance. Finished projects are often put aside for further revisions. Specialists should consider throwing away old files that have outlived their usefulness.

Owen Harper
RESULT-ORIENTED PATTERN

Emotions: verbalizes ego strength; displays rugged individualism
Goal: dominance and independence
Judges others by: ability to accomplish tasks quickly
Influences others by: force of character; diligence 
Value to the organization: persistence; doggedness
Overuses: impatience; "win-lose" competition
Under pressure: becomes critical and fault-finding; resists participating with a team; may overstep boundaries
Fears: others will take advantage of them; slowness, especially in task activities; being a pushover
Would increase effectiveness through: explanation of their reasoning and consideration of other views and ideas about goals and solutions to problems; genuine concern for others; patience and humility

Result-Oriented people display self-confidence, which some may interpret as arrogance. They undertake responsibilities with an air of self-importance and display self-satisfaction once they have finished. They like difficult tasks, competitive situations, unique assignments, and "important" positions. 

They tend to avoid direct controls, time-consuming details, and routine work. Because they are forceful and direct, they may have difficulties with others. They are quick thinkers, and they are impatient and critical toward those who are no. They evaluate others on their ability to get results. They are determined and persistent even in the face of antagonism. They may appear blunt and uncaring.

Gwen Cooper
COUNSELOR PATTERN

Emotions: is approachable; shows affection and understanding
Goal: friendship; happiness
Judges others by: positive acceptance of others; ability to look for the good in people
Influences others by:personal relationships; "open door" policy
Value to the organization: remains stable and predictable; develops a wide range of friendships; listens to others' feelings
Overuses: indirect approach; tolerance
Under pressure: becomes overly flexible and intimate; is too trusting without differentiating among people
Fears: pressuring people; being accused of causing harm
Would increase effectiveness through: attention to realistic deadlines; initiative to complete tasks

Counselor's impress others with their warmth, empathy, and understanding. Their optimism makes it easy to look for the good in others. As a good listener with a willing ear for problems, a Counselor offers suggestions gently and refrains from imposing his or her ideas on others.

They tend to be overly tolerant and patient with non-producers. Counselors may be indirect when issuing orders, making demands or disciplining others. By adopting the attitude that "people are important," Counselors may place less emphasis on task accomplishment. They often take criticism as a personal affront. When in a position of responsibility, they tend to be attentive to the quality of working conditions and provide adequate recognition for members of their group. 


 I win the lame card. Forever. What you think?