{"id":3382,"date":"2026-05-07T06:17:59","date_gmt":"2026-05-07T06:17:59","guid":{"rendered":"https:\/\/transformingthedots.nl\/?page_id=3382"},"modified":"2026-05-14T12:32:32","modified_gmt":"2026-05-14T10:32:32","slug":"ai-persona-scan","status":"publish","type":"page","link":"https:\/\/transformingthedots.nl\/en_US\/ai-persona-scan\/","title":{"rendered":"AI Persona Scan"},"content":{"rendered":"
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AI Persona Scan: how do employees personally feel about AI?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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A scientifically substantiated measurement of employees' personal attitudes toward new technology. Not what they do in their work, but who they are by nature when it comes to AI: curious, cautious, critical, or wait-and-see.<\/p>\n

We map out how your people personally feel about AI within 1 to 2 weeks. The outcome is a breakdown across five recognizable archetypes (Lisa, Sven, Noa, Mark, Karlijn) plus scores on four dimensions. Instantly recognizable to employees, immediately usable for managers.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDo the Persona Scan<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tSee how the scan works <\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What is the AI Persona Scan?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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The AI Persona Scan maps employees' personal attitudes toward new technology. We measure across four dimensions that have been validated in scientific research as predictors of technology adoption: optimism (what do you expect AI to bring?), innovativeness (how eager are you to use it?), discomfort (how quickly do you feel insecure?), and uncertainty (how much confidence do you have in the outcomes?).<\/p>\n

The scan combines an anonymous 16-item questionnaire plus 4 context questions with an algorithmic assignment to five archetypes (Lisa, Sven, Noa, Mark, Karlijn). The outcome is a distribution overview of the team or organization plus a personal profile for each employee, if they wish to link their name.<\/p>\n

Turnaround time: 1 to 2 weeks. Completion time per employee: 8 to 12 minutes. The scan is built upon an established measurement of personal attitudes toward new technology and specifically calibrated for the AI context.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tquestions, plus 4 context questions\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tA validated 16-item questionnaire across four dimensions, plus 4 context questions (role, age group, technology affinity, years of service). Anonymous, with optional name attribution.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tdimensions\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tOptimism, innovativeness, discomfort, and uncertainty. 4 items per dimension, measured on a five-point scale.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tpersona archetypes\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tLisa the optimist, Sven the pragmatist, Noa the worried one, Mark the wait-and-see type, Karlijn the uncertain one. Algorithmically assigned based on score profile.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tto soften\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tFrom initial intake to feedback. Including questioning, analysis, and presentation of the findings.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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DO YOU RECOGNIZE THIS?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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Organizations considering a Persona Scan typically face one or more of these issues. One or two points of recognition are usually sufficient reason to examine how your people feel about AI.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tBroad rollout, narrow adoption\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tEveryone receives the same tools and the same offering, but adoption varies widely. Some employees jump right in, while others avoid it or use it in a minimal way. We often explain these differences not by the tools, but by who a person is personally.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tTraining sessions that only half land\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tYou have invested in AI training, but the effect varies by group. The optimistic frontrunners move ahead, the anxious middle group lags behind, and the uncertain rear guard drops out. A differentiated approach works better than a one-size-fits-all, provided you know who is where.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tFaceless resistance\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tResistance is palpable within the organization, but you can't quite put your finger on it. Who exactly is dropping out, and why? You cannot build an approach with a general "they don't want to." A personal assessment reveals which concerns truly exist and among whom.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tChange approach that is too crude\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tIn every change process, you get stuck on individual dynamics. A board that wants to pick up the pace, a management team that is uncooperative, a team that keeps raising new doubts. The Persona Scan helps to objectify these dynamics and make them open for discussion without them becoming personal.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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What the scan measures<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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The Persona Scan is built upon an established measurement of personal attitudes toward new technology. The methodology has been used for over 25 years and has, over that period, proven predictive value for the extent to which people embrace or avoid technology. The version we use has recently been calibrated for AI in work environments.<\/p>\n

We measure on four dimensions. Two of these are drivers (positive elements that accelerate adoption), and two are inhibitory factors (negative elements that slow down adoption). The combination determines which archetype an employee is assigned to.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Four Tabs<\/h2>\t\t\t\t<\/div>\n\t\t
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Optimism <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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A driving force. How positive is your attitude towards what AI can bring to your work and to society? Do you expect AI to ultimately do more good than harm? Does AI give you more control, flexibility, and enjoyment in your work? The higher the score, the more someone views AI as an opportunity that the organization can seize.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Innovativeness <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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A driving force. How eager are you to try out new AI tools, even if there is no clear goal yet? Are you often asked for advice on new AI applications? Do you enjoy figuring out how something works without a manual? People with a high level of innovation are the natural forerunners in an organization.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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A limiting factor. Do you easily feel insecure if an AI tool doesn't work as expected? Do you avoid situations where you unexpectedly have to work with AI? Do you feel that AI tools are designed for people who know more about them than you do? The higher the score, the more support someone needs to keep up.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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A brake factor. Do you doubt the reliability of what AI tells you? Are you worried about what happens to your data? Do you want AI outcomes to always be verified by a human for important decisions? High uncertainty is not resistance, but a critical attitude that can actually be valuable for governance and quality control.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Plus five archetypes<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Based on the scores on these four dimensions, each employee is assigned to one of five archetypes. The names are fictitious; the profiles are data-driven and recognizable.<\/p>\n

Lisa \u2014 <\/strong>The optimist. High on optimism and innovativeness, low on discomfort and uncertainty. Sees AI as an opportunity, embraces new tools quickly, and enthusiastically shares what works with colleagues.<\/p>\n

Sven \u2014 <\/strong>The pragmatist. Average on all dimensions, with a practical mindset. Uses AI where it makes his work more effective, not out of principle or conviction.<\/p>\n

Noa \u2014 <\/strong>The concerned one. Average on optimism, high on discomfort and uncertainty. Sees the value of AI but doubts reliability, privacy, and their own capabilities.<\/p>\n

Mark \u2014 <\/strong>The wait-and-see type. Low on optimism and innovativeness, average on discomfort. Uses AI only when absolutely necessary, sees little urgency themselves, and waits for others to prove it.<\/p>\n

Karlijn \u2014 <\/strong>The insecure one. High on discomfort and uncertainty, low on innovativeness. Feels easily overwhelmed by pace and complexity, and needs a lot of structure to keep up.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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How the scan works<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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From the initial intake to the feedback, we work in four steps. The turnaround time is 1 to 2 weeks, shorter than the Team Scan and Maturity Scan. The Persona Scan is deliberately low-threshold: no interviews, only a short questionnaire and clear feedback.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tIntake\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tIn a 30 to 60-minute session, we refine the scope, target audience, and communication approach. Which teams, or the entire organization? How do we communicate the request internally? Do you want individual profiles returned to employees, or only aggregated data? Lead time: Day 1.\n\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tInquiry\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tThe questionnaire of 16 items plus 4 context questions is distributed anonymously. Completion time per employee: 8 to 12 minutes. We monitor the response and send reminders where necessary. Turnaround time: day 2 to 7.\n\n\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tInterviews\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tWe calculate scores per dimension, assign each respondent to a persona archetype, and analyze the distribution by team, role, or age group. For the combined Team Scan, we link the persona data to usage patterns. Turnaround time: day 8 to 10.\n\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tAnalysis\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tWe present the findings in a session to the client, Management Team, or a team. The report follows in writing, including persona breakdown, dimension scores per segment, and concrete tools per archetype. Lead time: day 11 to 14.\n\n\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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What do you receive as a report<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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The report operates on three levels: an overall picture of the team or organization, persona cards with typical scores and behavioral descriptions per archetype, and a section providing practical tools per archetype for managers and HR.<\/p>\n

We do not report to the organization at the individual level, unless the employee has given explicit permission to do so. Anonymous participants view their own profile via a personal link, but the organization only sees aggregated data.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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