A complete guide to the six behavioral traits, Energy Units, and the nine profile types used in Wired.
Every trait is scored on a 0 to 10 scale. A score of 5 is exactly average for the general population. This isn't a test you pass or fail — there are no good or bad scores. Each score simply describes how you're naturally wired.
Your Natural scores reflect who you are instinctively — how you behave when no one is watching and nothing is forcing you to adapt. Your Job scores reflect how your current role requires you to behave. The gap between them reveals where you may be stretching or suppressing your natural wiring.
Autonomy measures your drive for independence, self-determination, and taking charge. It reflects how much you want to influence outcomes, make your own decisions, and operate without being told what to do.
This is one of the most visible traits in day-to-day work — it shows up in how you lead, how you respond to authority, and how comfortable you are with ambiguity.
Social Ability measures your natural drive toward people, relationships, persuasion, and social engagement. It reflects how much energy you get from interacting with others versus working independently.
This trait shapes your communication style, how you build trust, and how you influence others. It's not about being introverted vs extroverted — it's about how central relationships are to how you operate.
Pace measures your need for stability, consistency, and predictability versus your comfort with urgency, change, and multitasking. It's one of the biggest drivers of how you experience work on a daily basis.
This trait affects everything from how you manage your calendar to how you respond to shifting priorities. It also predicts where you'll thrive in a project's lifecycle — the exciting start, the grinding middle, or the final push.
Conformity measures your natural orientation toward precision, rules, standards, and doing things "the right way." It reflects how much you care about accuracy, compliance, and following established processes.
This is the "finisher" trait. High-D people make sure things are done correctly. Low-D people move fast and trust that details will work themselves out. Both are valuable — but the mismatch between them is one of the most common sources of team friction.
Logic and Ingenuity don't define your personality the way A, B, C, and D do. Instead, they modify how those traits express themselves. Think of A/B/C/D as what you do, and L/I as how you think while doing it.
Logic measures your orientation toward objective, analytical, evidence-based thinking. It reflects how much you rely on data, reasoning, and structured analysis versus intuition, experience, and emotional intelligence.
High-L people are the ones who ask "what does the data say?" before making a decision. Low-L people are the ones who say "I've seen this before, I know what to do." Neither is wrong — they're different processing styles.
Ingenuity measures your comfort with novelty, creative thinking, and unconventional approaches. It reflects whether you gravitate toward innovation and new possibilities or toward proven methods and established practices.
High-I people are the ones who say "what if we tried something completely different?" Low-I people are the ones who say "we know what works, let's do more of that." Teams need both — the innovator and the scaler.
Energy Units represent your overall capacity for sustained effort, engagement, and output. It's measured by the total number of words you selected across the survey — more words selected means higher energy and drive.
EU is not about intelligence or ability — it's about bandwidth. A person with low EU can be brilliant but needs to be more selective about where they spend their energy. A person with high EU has more fuel in the tank for multitasking, long hours, and juggling competing demands.
The survey captures two sets of scores for every trait:
Natural (Survey) Scores — These reflect your instinctive behavioral wiring. How you naturally think, act, and respond when you're being authentically yourself. These rarely change over time.
Job Scores — These reflect how your current role requires you to behave. They represent the demands of your position, not who you are.
The Gap — When your Natural and Job scores differ significantly (3+ points), it creates behavioral stress. You're being asked to consistently act against your wiring. Small gaps are normal and manageable. Large gaps drain energy and can lead to burnout, disengagement, or poor performance — not because you lack ability, but because the role demands a version of you that's unsustainable long-term.
Your profile type is determined by your highest and lowest trait scores. It's a shorthand for your overall behavioral pattern — but remember, your individual trait scores tell a much richer story than the label alone.