KYKO PROFILING SOLUTIONS

KYKO Profiling Solutions (KPS) offers the best and most comprehensive scientific methods of
finding solutions to problems caused by human factors.
KYKO, an acronym for know yourself, know others, and adapted from Sun Tzu Art of War assists
you to generate and develop winning strategies to make things happen.
If you know the enemy and know yourself, you need not fear the result of a hundred battles. If
you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you
know neither the enemy nor yourself, you will succumb in every battle
Sun Tzu, The Art of War

The success and failure of person dealings with others rest on KYKO through profiling yourself
and a significant other.
If you know yourself and the other you are likely to be successful in every deal. If you know
yourself but know not the other or know not yourself but know the other; for every successful
deal, there will be a failure. If you know neither yourself nor the other you are likely to fail in
every deal.
Bernard A.T. Tan

For example, assuming you know you have a big ego and you know the other has a big ego, you
will be able to generate strategies by toning down your ego and fanning the other ego to close a
deal.
If you know that you have a big ego and know not the other has a big ego or otherwise, the chance
of closing a deal is 50-50.
If you do not know that you have a big ego and the other has a big ego, you are likely to be at
loggerhead and screw up a deal.
KYKO make use of scientific approach to address human problems. Bernard posits that a doctors
approach to identify a disease is to send you to the diagnostic department to undergo a series of
relevant tests. The relevant tests will provide you with the information of your health problems.
The doctor makes use of the information to confirm the disease before administering the
treatment.
Bernard uses the medical approach to address human factor problems. He develops KYKO
Profiling Tools (KPT), a psychometric assessment test to diagnose a specific problem or problems
caused by human factor. The subject or the person is required to evaluate oneself or other by

means of self-report statements in a series of relevant testing. The results of the tests provide
information on the qualities and behavioral pattern of a person or a significant other that causes
the problems caused by human differences.
KYKO Profiling Tools (KPT) is specifically developed for a specific purpose through extensive
research to provide specific information of a particular problem. The information provided is to
assist you to confirm the roots causes of a problem arising from human differences and to assist
you to find solutions to a specific problem.
KPT was developed base on multiple theoretical constructs supported by accepted and tested
theories by various world renowned human personality psychologists. Bernard makes use of the
compatible views of a group of psychologist to interpret human differences and is free from
human bias.
KPT has two categories of products.
KY (Know Yourself) products to help you
1. Discover yourself so that you can develop your potentials for success
2. Identify your strengths & shortcomings and gain an insight to your developmental needs
3. Use your strengths optimally to develop your organization to greater heights of success
4. Identify a career that fit your personality.
5. Align the dimensions of your personality with a significant other to influence and make things
happen and to solve problems dealing with others.
6. Understand the dynamics of people management
7. Acquire practical management and business skills
8. Mobilize resources to assist you to achieve life goals and your organization vision & mission
KO (Know Others) products help you
1. Identify others strengths and shortcomings
2. Use others strengths to make things happen
3. Identify others area of core improvement and develop their potentials through training and
development
4. Manage interpersonal relationship with others
5. Mobilize people resources to achieve the bottom lines
6. Identify the best people in the market and recruit them into your organization
7. Match the right person for the right jobs
8. Size others up and assist you to influence, persuade, motivate and use others to get things done
through, with and for others.
Bernard develops a series of KPT products to diagnose the problems in the corporate, education
and personal sector caused by human beings by profiling their personality.
A doctor upon getting information from the diagnostic department confirms a disease would

provides a prescription to treat your ailments. Bernard develops the KYKO People Management
system (KPMS) by needs and wants, a treatment tool, to prescribe solutions to problems
diagnosed by KPT.
KPMS provides solutions to problems in
1. Human Resource Management
2. Human Capital Development
3. Competency Management
4. Performance Management
5. Personal Related Problem
Bernard develops KYKO based on the following premises:
1. Behavior is motivated by the inner states such as desires, needs, wants and motives.
(Psychodynamic and Need Theorists)
Bernard posits that behavior becomes tangible and observable when the inner states are energized.
When we are hungry we look for food. When we are thirsty we look for water. When we want to
be safe, we lock our gates and house, follow rules and regulations, buy insurance and save money
for the rainy day. When we need companions, we look for our friends, attend parties and join
some clubs to share hobbies and interests. When we want to project our image, we share our
success stories, use a big car, live in a bungalow and buy branded stuff.
2. Behavior is a function of our genes (Biological & evolutionary perspectives on personality)
Bernard believes that some of our dominant traits are inherited. We are stubborn because we have
inherited the stubborn gene from one of our ancestors. Thus the old adage that leaders are born is
partial truth.
3. Behavior is a function of our environment (Pain and Pleasure and Social Cognitive Theory)
Our environment in a significant way shapes our behavior. In a favorable environment, we
experience pleasure and develop our positive traits. A person must experience love in order for one
to give love. In an unfavorable environment, we experience pain and develop our negative traits.
When we are bullied we tend to be rebellious. When our family members are sacrificed in a war,
we tend to seek revenge on our enemies.
4. Behavior is a function of cognition (Behavioral & learning perspectives on personality)
Cognition is defined as the act or process of knowing encompassing attention, perception, memory
reasoning, judgment, imagining and thinking. We learn through books, documents, observation,
remodeling and from a significant other. Our learning and knowing determines our behavior. Thus
the old adage that leadership can be trained is partial truth.

5. Human beings lie in the continuum of relatively healthy and unhealthy in their mental and
psychological disposition. (Sigmund Freud Psychodynamic Theory)
According to Sigmund Freud that ones psychological health is a function of the environment. A
favorable and conducive environment helps us to self-actualize and enhance our psychological
health. On the contrary, an unhealthy or toxic environment de-actualizes causing us to deteriorate
in our mental disposition in line with the postulation of Sigmund Freud that human being lies in
the continuum of relatively normal and abnormal. Bernard posits that human personality is not
static; it is dynamic and is constantly changing for better or worse with new experiences.
6. Human personality lies in the continuum of relatively dynamic and static area (Incorporation of
the (Biological & evolutionary perspectives on personality and Walter Mischel situational
perspective of personality)
Michel posits that behaviour is a function of personality and interpretation of the situation.
Bernard believes that a dynamic personality may inherit some smart genes from the family line of
their ancestors. Deprivation of dominant desires and basic needs could also further develop the
dynamic aspects of our personality for our survival and growth.
7. No two human beings are alike even if they are identical twins growing up in the same
environment due to genetic difference. (Phenomenological perspectives on personality)
Bernard believes that every human being is unique like our thumb print. He disagrees putting a
number on the typology of personality. He posits that the number of personality is infinite.
Bernard begins to classify people into personality types. From the type approach he develops a
five dimensional model base on the above 7 premises. The five personality dimensions consisted
of:
1. Self-Actualizing Dimension
Self-actualization is a term that has been used in various psychology theories, often in slightly
different ways.
Bernard A T Tan incorporates the compatible views of the following psychologists to define the
self- actualization dimension.
Goldstein the desire to realize ones potentials.
Abraham Maslow the desire for fulfillment.
Alderfer the desire for growth to be creative, productive and to complete meaningful tasks.
M Cellands need for achievement.
Carl Rogers peak of human development
Sigmund Freud human beings lies in the continuum of relatively normal and abnormal in

their mental and psychological disposition

Existential Perspectives on Personality to find meanings in life
Kurt Goldstein
The term was originally introduced by the organismic theorist Kurt Goldstein for the motive to
realize all of one's potentialities. He defines self-actualization as "the tendency to actualize, as
much as possible, [the organism's] individual capacities" the tendency to self-actualization is "the
only drive by which the life of an organism is determined." Goldstein defined self-actualization as
a driving life force that will ultimately lead to maximizing one's abilities and determining the path
of one's life.
Abraham Maslow
Self-actualization is later used by Maslow in his five hierarchies of needs. Maslow explicitly
defines self-actualization to be "the desire for self-fulfillment, namely the tendency for him [the
individual] to become actualized in what he is potentially.
This tendency might be phrased as the desire to become more and more what one is, to become
everything that one is capable of becoming." Maslow used the term self-actualization to describe a
desire, not a driving force that could lead to realizing one's capabilities. Maslow did not feel that
self-actualization determined one's life; rather, he felt that it gave the individual a desire, or
motivation to achieve budding ambitions.
Clayton P. Alderfer
The ERG theory of Clayton P. Alderfer in his reaction to Maslow Five hierarchy conceives selfactualization as the growth need the desire to be creative, productive and to complete
meaningful tasks. That desire motivates one to take initiatives to seek knowledge, skills and
competencies and see learning as a life long process.
Henry Murray
Henry Murray Psychogenic Need for Achievement the need or desire to achieve success,
accomplishment, and overcoming obstacles
David Mc Celland
Mc Celland develops a three factor theory of motivation via the need for achievement, the need
for power and the need for affiliation.
Bernard A T Tan incorporates Murray and David Mc Cellands need for achievement as part of
self-actualization a prerequisite to grow ones potentials to achieve ones life goals.
Carl Roger

Rogers maintains that the human "organism" has an underlying "actualizing tendency", which
aims to develop all capacities in ways that maintain or enhance the organism and move it toward
autonomy. For human beings to "grow", they need an environment that provides them with
genuineness (openness and self-disclosure), acceptance (being seen with unconditional positive
regard), and empathy (being listened to and understood).
Without these, relationships and healthy personalities will not develop as they should be. Roger
defines self actualization as the peak of human development when a person becomes a "fully
functioning person" who is open to experience and able to live existentially.
Bernard A T Tan sees life as a process of learning, growing becoming and being. He concurs with
Roger that the tendency for growing ones potentials is an ongoing process. He also posits that
when one reaches the state of perfection one becomes whole and fully self-actualized.
Bernard A T Tan theorizes that a fully self-actualized individual is divine and therefore, a perfect
being. He conceives that one has to seek meanings in life to reach the peak of human
development.
Bernard A T Tan defines self-actualization as the desire for achievement, growth, and fulfillment
and to find meaning in life a reflection of a persons psychological health and prerequisite to
reach the state of perfection in the process of becoming and being divine.
Egocentric Dimension
Egocentric is defined as a desire or need for self-importance, pride, respect, recognition and to
control the environment the part of a persons self that is distinct and focuses on self-image.
Needs Psychologists often deliberate in the interpretation of egocentric. Abraham Maslow in his
fourth hierarchy of needs posits egocentric needs as the desire for self-esteem. Maslow noted two
versions of esteem needs, a lower one and a higher one. The lower one is the need for the
respect from others, the need for status, fame, glory, recognition, attention, reputation,
appreciation, dignity, even dominance. The higher form involves the need for self-respect,
including such feelings as confidence, competence, achievement, mastery, independence, and
freedom. Mc Celland in his 3-factor theory conceives egocentric needs as the desire for power. He
classifies power into personal power and institutional power. Murray interprets egocentric needs
as the desire for dominance and recognition.
Bernard A T Tan integrates the concepts of Maslow, Mc Celland and Murray to develop the second
dimension of KYKO model. He defines the egocentric needs as a desire for power, status, fame,
style, image, recognition, respect, dominance and to control the environment.
Sociocentric Dimension
Socio-centric is defined as oriented toward or focused on social relationship. Maslow posits
sociocentric needs as the desire for love and belongingness. Murray conceives sociocentric needs

as the desire for intimacy, to experience warmth, close, communicative exchanges and to spend
time with other people. Mc Celland views socio-centric needs as the desire for affiliation,
friendship, interaction and to be liked. Alderfer conceives sociocentric in his Relatedness needs as
a desire for social involvement with family, friends, co-workers and employers.
Bernard A T Tan incorporates the concepts of Maslow, Mc Celland and Murray and Alderfer to
develop the third dimension of KYKO model. He defines sociocentric needs as a desire or need
for love, care, belonging, affiliation, social interaction and acceptance.
Security Dimension
The term security connotes the meaning of safety, protection, well being and out of danger.
Maslow in his second hierarchy of needs interprets security needs as a desire for personal security
from crime, financial security, health and well-being, and a safety net against accidents/illness and
the adverse impacts. These needs have to do with people's yearning for a predictable, orderly
world in which injustice and inconsistency are under control, the familiar frequent and the
unfamiliar rare. In the world of work, these, safety needs manifest themselves in such things as a
preference for job security, grievance, procedures for protecting the individual from unilateral
authority, savings accounts, insurance policies, and the likes. Murray interprets security as
materialistic needs a desire for obtaining and keeping things and making things neat and
organized. Alderfer notion of security is manifested in his existence needs, the first two levels of
Maslow physiological and safety needs such as hunger, thirst and shelter.
Bernard A T Tan incorporates the concepts of Maslow, Murray and Alderfer to develop the fourth
dimension of KYKO model. He defines need for security as a desire for safety, order, structure,
system and protection.
Manipulative Dimension
The fifth dimension of KYKO model is the manipulative dimension developed base on the
premise that human personality lies in the continuum of relative dynamic and static areas.
Dynamic personality portrays a pattern of behavior that varies across situation and over time.
Static personality portrays a pattern of behavior that is persistent and consistent across situation
and over time. The former pattern of behavior is complex, quite unpredictable and unrecognizable
while the latter is simple, predictable and recognizable.
Psychologists from the social learning cognitive school posit that behavior is a function of the
environment. Albert Bandura of behaviorism, with its emphasis on experimental methods, focuses
on variables we can observe, measure, and manipulate, and avoids whatever is subjective, internal,
and unavailable i.e. mental. In the experimental method, the standard procedure is to manipulate
one variable, and then measure its effects on another. All this boils down to a theory of
personality that says that ones environment causes ones behavior. Bandura found this a bit too
simplistic for the phenomena he was observing - aggression in adolescents - and so decided to add

a little something to the formula: He suggested that environment causes behavior, true; but
behavior causes environment as well. He labeled this concept reciprocal determinism: The world
and a persons behavior cause each other. Later, he went a step further. He began to look at
personality as an interaction among three things: the environment, behavior, and the persons
psychological processes. These psychological processes consist of our ability to entertain images
in our minds, and language. At the point where he introduces imagery, in particular, he ceases to
be a strict behaviorist, and begins to join the ranks of the cognitivists.
Bandura theory supports KYKO premise that personality is a function of the environment and is
sensitive to a favorable and unfavorable environment in line with William Marstons DISC
personality profile the four adjectival descriptors (dominance, influence, steadiness and
compliance) derived from the active and passive reactions to a favorable or unfavorable
environment. Bernard A T Tan believes a favorable environment is a breeding ground for selfactualization while an unfavorable environment leads to self de-actualization - a change for the
worse. Hertberzs two factor theory on motivators (favorable environment) and hygiene factors
(unfavorable environment) on his satisfaction and dissatisfaction continuum reaffirms Bernard A T
Tans deliberation.
Mischel, (1995). developed a IFTHEN models of personality had contributed significantly to
explain the dynamic personality derived from manipulative dimension that complex behavior
varies across situation and over time. He showed that study after study failed to support the
fundamental traditional assumption of personality theory, that an individuals behavior with regard
to a trait (e.g. conscientiousness, sociability) is highly consistent across diverse situations. Instead,
Mischel's analyses revealed that the individuals behavior, when closely examined, was highly
dependent upon situational cues, rather than expressed consistently across diverse situations that
differed in meaning.
Mischel's work proposed that by including the situation as it is perceived by the person and by
analyzing behavior in its situational context, the consistencies that characterize the individual
would be found. He argued that these individual differences would not be expressed in consistent
cross-situational behavior, but instead, he suggested that consistency would be found in distinctive
but stable patterns of if-then, situation-behavior relations that form contextualized,
psychologically meaningful personality signatures (e.g., she does A when X, but B when Y).
Conditioned Behavior
Conditioned Behavior is propounded by behaviorism psychologists such as Watson, Pahlov and
Skinner to explain pattern of behavior.
According to the psychodynamic psychologists, our behavior is learnt from our past experiences
in our environment that are stored at the sub-conscious level of our mind. Our past experiences in
the environment can be both sweet and bitter. Sweet experiences give us pleasure while the bitter
ones give us pain.
The social learning theorists posit that the major portion of our behavior is learned. We learned

from a significant other gives us the pains and the pleasures in the process of growing up in our
journey through life. That significant other could be anyone, i.e. our parents, relatives, teachers,
strangers, pastors, friends, bosses, colleagues, customers and subordinates.
According to the pain and pleasure theory, pain develops our Lesser Self while pleasure develops
our Good Self.
Painful stimulus ----------------------Pleasurable stimulus

Lesser Self

------------------- Good Self

For example, when someone (A) opens his lesser self (blames B for As mistakes), B suffers a
painful stimulus. B opens his lesser self (Visibly upset and punches A), i.e. he responds with a
painful stimulus to A. Such behaviors are conditioned.
Conditioned Behavior has the following characteristics:

Behavior is controlled by feeling

It is energized from the pre-conscious mind
It is reactive
It is spontaneous
It is impulsive
It is emotional
It is not a planned behavior
It does not give the person a choice

These characteristics explain the nature and behavioral pattern of a static personality whose
pattern of behavior is consistent and persistent across situation and over time.
Cognitive Behavior
The social cognitive psychologists argues that the theory of pleasure begets pleasure and pain
begets pain becomes mooted when one learns to give pleasure to a painful stimuli from a
significant other to avoid pain or to give pain to a pleasurable stimuli to stop it.
Human beings differ from animals because we have an intellect. When we think before we
conduct our behavior we have a choice. Such behavior is known as cognitive behavior. Cognitive
behavior involves thinking. Thinking is the process of bringing the intellectual faculties into
plays, the use of the mind for arriving at a conclusion. Such behavior creates a gap between
stimulus and response as shown below:

Stimulus

---------

Gap --------- Response

The gap is created for one to use the intellect for analyzing and arriving at the conclusion of ones
response. When the intellectual faculties are brought into play, one has a choice to open ones
lesser self to give pain or to open ones Good Self and give pleasure to the other party.
Cognitive behavior has the following characteristics:

The behavior operates at the conscious level of the mind

It is controlled by the intellect
It is deferred
It is planned and carefully thought out
It is pro-active
It is based on a persons subjective rationality
It can predict and anticipate the outcomes and consequences
The person has many choices to respond

The above characteristics explain the nature of cognitive behavior of a dynamic personality whose
behavioral pattern varies across situations and over time.
For example, when someone (A) opens his Lesser Self, i.e. providing a painful stimulus to B. B
then creates a gap. This gap helps B to

Analyze As intent or motive

Analyze his own doings
Predict and anticipate the consequences of Bs response on himself, others and the situation

B now has a choice either to open his lesser self and responds with a painful stimulus or opens his
good self and responds with a pleasurable stimulus to A.
Bs response is dependent on As position in relation to him and the situation. Should A be in a
superior position B may respond by giving a pleasurable stimulus to A as it will be to his benefit to
do so. Alternatively, should A be in an inferior or peer situation, B may respond by giving a
painful stimulus if he feels that that situation is going to adversely affect him. However, if the
situation is to be in his favor he may choose to provide a pleasurable stimulus.
Conditioned Behavior Vs Cognitive Behavior
Human behavior can either be conditioned or cognitive. Conditioned behaviors are developed at
the early stages of our life. As we mature, human behavior tends to be more cognitive in our
interpersonal relationship with others. Static personality type pattern of behavior are conditioned
while dynamic personality type are cognitive
Manipulative is defined as the ability to manage, influence, adapt, change and utilize others

skillfully to achieve a purpose. The term manipulative has a negative connotation in terms of the
skills to change by artful or unfair manner to suit ones purpose.
Niccol Machiavelli, in his book The Prince describes one who deceives and manipulates others
for gain; whether the gain is personal or not is of no relevance, only that any actions taken are only
important insofar as they affect the results. The methods described therein have the general theme
of acquiring necessary ends by any means to perpetuate the prince power.
Bernard A T Tan maintains that the term manipulative need not be negative. It could be positive.
He introduces the concept of positive manipulation and negative manipulation.
A positive manipulator manage, influence, adapt, change and utilize others for a win-win situation
to achieve common purpose while a negative manipulator is Machiavellian, and goes for a winlose situation to ones advantage at the expense of a significant other.
Bernard A T Tan believes that to acquire the skills of manipulation, one has to be alert and aware
of the environment to enable one to have a satellite vision of what is happening around oneself. A
satellite vision will enable one to see the forest and the trees, spot the opportunities and find
strategies to turn opportunities into realities or to look at a difficult situation from many
perspectives and wriggle oneself out of a problematic or crisis situation
Bernard A T Tan defines the manipulative dimension as the need for information, influence,
adaptation, change and utilize others for survival and to satisfy and perpetuate dominant needs.
KYKO Ten Personality Types
Bernard combines the types and trait approach to classify people into ten distinctive personality
types. Two distinct personality types can be identified from each of the five dimensions.
1. High Self Actualizing - Normal Personality Type: A high desire for achievement, growth,
and fulfillment and to find meaning in life.
2. Low Self-Actualizing - Neurotic Personality Type: A low desire for achievement, growth,
and fulfillment and to find meaning in life.
Sigmund Freud posits that Human being lies in the continuum of normal and abnormal. Normal
human being is defined as relatively healthy in ones mental and psychological disposition.
Abnormal human being is classified into neurotic and psychotic. Neurotic is defined as relatively
unhealthy in ones mental and psychological state while psychotic being suffers almost a total loss
of rationality and has to be confined to the mental asylum.
Bernard A T Tan redefines normal as positive thinking, feeling and doing, and neurotic as negative
thinking, feeling and doing. The redefinition of normal and neurotic is in line with his concept of
a wholly and fully self-actualized person; an ideal concept that does not exist in reality as human

beings lies in the continuum of relatively perfect and imperfect being creating, challenging,
conforming and adapting to man-made systems for their survival and growth.
3. High Egocentric Dimension Assertive Personality Type A high desire or need for power,
status, fame, style, image, recognition, respect, dominance and to control the environment.
4. Low Egocentric Dimension Submissive Personality Type A low desire or need for power,
status, fame, style, image, recognition, respect, dominance and to control the environment.
5. High Sociocentric Dimension Sociable Personality Type A high desire or need for love,
care, belonging, affiliation, social interaction and acceptance.
6. Low Sociocentric Dimension Asocial Personality Type A low desire or need for love,
care, belongingness, affiliation, social interaction and acceptance.
7. High Security dimension Pragmatic personality type a high desire or need for safety,
order, structure, system and protection.
8. Low Security dimension Adventurous personality type a low desire or need for safety,
order, structure, system and protection.
9. High Manipulative Dimension Dynamic Personality Type A high desire or need for
information, influence, adaptation, change and utilize others for survival and to satisfy dominant
needs.
10. Low Manipulative Dimension Static Personality Type A low desire or need for
information, influence, adaptation, change and utilize others for survival and to satisfy dominant
needs.
Each of the above personality type consists of a cluster of distinctive traits and characteristics.

KYKO Profiling Tools measure the high, fairly high, average, below average and low of the five
dimension of ones personality profile. The items of the tests are developed from multiple
theoretical constructs of the psychologists mentioned above to ensure the validity of its instrument
in its assessment tests. The items measures the high and low of each of the five dimensions in the
form of self-report statements on the Likert Scale of 1 -7. Apparently, distinct qualities of
personality types can be identified from the percentage derived from the scores of high and low of
each dimension.
Personality Traits Cluster
Bernard makes use of the trait approach to identify a cluster of traits for each personality type.
They are as below:

Normal Type (High self-actualizing) Hardworking, Responsible, Fair, Ethical, Enthusiastic,

Motivated, Self-Improvement, Knowledge Seeker, etc.
Neurotic Type (Low self-actualizing) Slow Pace, Uncommitted, Low Moral Ethics, Lack
Initiatives, Lack Motivation, Not Keen to Learn, etc.
Normal-Neurotic Type (Average self actualizing) Erratic, Inconsistent, Moody, Moderate Pace
etc.
Dynamic Type (High Manipulative) Inquisitive, helicopter vision, perceptive, insightful,
adaptable, unpredictable, persuasive, convincing, influential, etc.
Static Type (Low Manipulative) Lacks awareness, tunnel vision, open, predictable,
straightforward, naive, gullible, easily influenced, etc.
Dynamic-Static Type (Average Manipulative) Partial vision, quite flexible, fairly influential, etc.
Assertive Type (High Egocentric) Dominant, takes charge, status conscious, prestige, confident,
respect, etc.
Submissive Type (Low Egocentric) Passive, gentle, soft, humble prefer to follow, etc.
Fairly-Submissive Type (Below Average Egocentric) Quite gentle, fairly lenient, somewhat
permissive, etc.
Sociable Type (High Sociocentric) Affectionate, caring, helpful, supportive, collaborative,
approachable, team player, etc.
Asocial Type (Low Sociocentric) Aloof, detached, prefers to work alone, etc.
Social-Asocial Type (Average Sociocentric) Lukewarm relationship, moderately cooperative,
etc.
Pragmatic Type (High Security) Detail-Oriented, meticulous, careful, loyal, obedient, etc.
Adventurous Type (Low Security) Free, spontaneous, forgetful, messy, careless, takes high risk,
etc.
Fairly Pragmatic Type (Fairly High Security) Quite organized, somewhat meticulous, quite
careful, etc.
KYKO Personality Formula

The interpretation of KYKO Psychometric Personality Profile is based on the KYKO Personality
formula (abbreviation of the five level of measurement for the five dimensions) and is free from
human bias.
For example: EM + (Average Manipulative,) FSA (Fairly High Self Actualizing) + HE (High
Egocentric) + BSO (Below Average Sociocentric) + LSE (low Security).
Below are samples of interpretation for the following:
Traits
EM- Partial vision, moderately flexible, etc
FSA Reasonably responsible, fairly hard working, etc.
HE Dominant, confident, etc
BSO Quite aloof, prefer Privacy, etc.
LSE Spontaneous, wants freedom, etc.
Leadership Style
HSA+HE Autocratic Do the job my way and I will be accountable for your actions
LSA+HE Authoritarian Do the job the hard way
HSA+HSO Participative Do the job together and we will be accountable for our actions
HSA+HSE Bureaucratic Do the job by the book
HSA+LSE Lassez Faire Do the job your way and I will be accountable for your actions
HM Situational Leadership styles varies with the people and situations
HM+HSA Transformational Leadership style varies with the situation to change the followers
for the better
LSA Neurocratic Do the job my way and I will not take responsibilities for your actions
Career Fit
HM+HSA+HSE - Engineer, Banker, Financial analyst, etc.
HM+HSA+HSO - Counselor, Training Consultants, Facilitator, etc.
HM+HSA+LSE Creative Artists, Inventor, Scientist, etc.

Position Fit
HM+HSA+HSE Administrator
EM+HSA+HSE Administrative Executive
LM+HAS+HSE Clerks
Job Fit

HSO jobs dealing with people

HE Important and challenging and jobs that require the person to direct and to take charge
HSE Jobs dealing with operations, administrative work
HSA Job dealing with concepts and theories
HM Job requiring analytical skills
HM + HAS Problem Solving Jobs
The same can be done for interpreting

Strengths
Improvement needs
Competencies
Work interests
Learning styles
Training needs
Occupational aptitude
Managerial skills such as communication, change management, interpersonal relationship,
conflict management, etc.
Entrepreneurial skills
People skills
Sales and marketing skills

The list is infinite depending on the information that meets the requirements of the organization.
Bernard A T Tan designs product for a specific purpose to address solutions for human resource
functions such as Personnel Selection, Job Fit, Career Succession Planning, Career Path,
Promotion, Personal Development, Restructuring/Redeployment and Retrenchment. Bernard A T
Tan can also design products to find solutions for Total Human Capital Development particularly
for the educational sector.
There are two types of KYKO products designed for the educational, public and corporate sectors.
1. Generic products available online designed through extensive research
2. Customized products designed specifically to meet the requirements of the organization.
Customized products require the organization to send their requirements, for example:
Job description
Duties and responsibilities
Motivational traits
Competencies and other qualities
For example, to select a potentially ideal CEO the following qualities must be identified.

High Self Actualizing (HSA) Normal Personality Type Goal and achievement oriented,
learning to fly, intrinsically motivated and enthusiastic, high integrity and committed to produce
the bottom-line.
High Manipulative Dimension (HM) Dynamic Personality Type A satellite vision of the
business environment and a positive manipulator with the ability to mobilize resources and adapt
and influence others to make things happen through, with and for others
High Security Dimension (HSE) Pragmatic Personality Type An excellent administrator with
the ability to plan, organize and develop a blue print to achieve strategic goals and objectives
efficiently
High Sociocentric Dimension (HSO) Sociable Personality Type A people oriented manager
with excellent people skills, working toward building harmonious, high performance teams to
achieve organization vision and mission.
High Egocentric Dimension (HE) Assertive Personality Type A driver who is confident,
decisive and persistent to push self and others to get results
Organizations can choose to have general information on the above or make a request to evaluate
the above.
KYKO is a scientific psychometric assessment tool. Like a chemist who breaks matter into
elements, combines the elements into compounds and further combines the compounds to identify
an apple, pear or orange, KYKO breaks human qualities into traits and characteristics and
combines them to identify the personality profile.
Trait is defined as the smallest unit of human quality
Characteristic is a combination of traits
Profile is a complete picture of a persons personality
KYKO report is drawn from the data bank to interpret the information required for a specific
product
References
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