Innovation is not one personality type. Some people innovate by challenging assumptions; others by improving systems, observing customers, connecting ideas, building prototypes, or translating bold concepts into practical action. This short diagnostic helps you understand your innovation style and the discovery habits you can strengthen.
Strong innovation teams need both people who improve what exists and people who rethink the frame. This audit stops teams from mistaking style difference for personal resistance, and makes visible the discovery behaviours anyone can build.
The first tool shows your preferred problem-solving style (the adaptive–innovative continuum). The second measures the five discovery behaviours you actually practise — questioning, observing, networking, experimenting, and associating.
How you frame problems and generate options — improving what exists versus rethinking the frame entirely.
Whether you work best with plans, documentation, and clarity, or with prototypes, flexibility, and early learning.
Whether you work within accepted rules and group norms or challenge and bypass them.
Asking probing questions that challenge assumptions, reframe the problem, and open new possibilities.
Noticing what others miss by watching customers, users, and employees in their real context.
Seeking diverse perspectives by deliberately reaching outsiders, experts, and weak ties.
Learning by trying — reducing uncertainty through prototypes, pilots, and tests.
Connecting distant ideas through analogy, pattern recognition, and cross-domain thinking.
The audit is the pre-diagnosis — the first step of Stratify’s program model. Your results become the starting point for a briefing that clarifies whether a custom innovation program would help and which discovery behaviours it should focus on.
This is a developmental reflection tool designed for learning and team discussion, not a validated psychometric test. It is not the official Kirton Adaption-Innovation Inventory (KAI) or the official Innovator’s DNA profile; it is inspired by Michael Kirton’s Adaption-Innovation tradition and by the discovery-skills work of Dyer, Gregersen, and Christensen. Your answers are used only to prepare your results and to contact you, are not shared with third parties, and are protected under data-protection law.
No. It is a clearly labelled developmental tool inspired by those research traditions — it is not the official instrument and should not be interpreted as a validated psychometric test.
For style, no — adaptive and innovative are both valuable; neither is superior. For discovery skills, higher does mean a stronger, learnable habit.
About 8–10 minutes; two short diagnostics and a few optional questions.
Managers, team leaders, and anyone responsible for innovation. Multiple responses from one team are especially valuable.
No. The style scan measures preferences and the discovery scan measures habits — and habits can be learned.
You see your result immediately, receive a summary email (with a PDF), and can book a 30-minute Innovation Briefing.
Yes. The results are designed for team workshops; they reveal the team’s style distribution and discovery-skill gaps.
Immediate style + skills result · 8–10 minutes