PXT Scores Aren’t About Good or Bad — They’re About Knowing Yourself (and Others) 🎯
TJ Kastning
Let’s get one thing clear: the ProfileXT (PXT) isn’t a test. You can’t pass or fail it. There’s no gold star for being a 10, and no shame in being a 1. It’s simply a tool—a mirror—to help you understand how you naturally operate so you can work smarter, lead better, and build stronger teams.
If you want to lead well in construction, you have to know yourself first. The same goes for understanding the people around you. The less friction in communication, the smoother the build. And that’s exactly what the PXT helps with. 🧠
🧭 Why Self-Awareness Beats Conformity Every Time
The PXT helps us stop pretending.
So many leaders exhaust themselves trying to become what they think they should be. Or worse—what they think their team wants them to be.
The problem? That’s like using a wrench when you really need a hammer. Wrong tool for the job.
Instead, the PXT says:
“Here’s who you are. Here’s where you thrive. Let’s build around that.”
And when you use that insight intentionally—whether it’s for coaching, hiring, onboarding, or team-building—you stop contorting yourself and others into mismatched roles. You start aligning talent. And aligned teams move faster, with less stress and better results.
🪑 The Three-Legged Stool of Job Fit
When someone leaves a job, it’s almost always because of fit—not skill. Here are the three legs that need to hold steady:
- Fit to the Job
Example: Asking a naturally introverted person to live in networking events is a recipe for burnout. They might manage it, but it’ll drain them. - Fit to the Manager
Example: An autonomous contributor won’t thrive under a micromanager. It’s not personal—it’s just a misalignment in working style. - Fit to the Team
Example: A solo operator might feel stifled on a highly collaborative, consensus-driven team that bonds over post-work beers.
👉 Most hiring processes only evaluate skills. But skills aren’t what make or break retention—fit does.
That’s where the PXT comes in.
📊 The Bell Curve Isn’t a Scorecard—It’s a Map
Every PXT trait is plotted on a bell curve, with most people landing between a 4 and a 7. That’s the “mountain top.” From there, you can flex in either direction without much trouble.
But the further out you go—toward 1s and 10s—the more energy it takes to shift. That’s not bad. It’s just a reality. It’s your “battery.”
Here’s how to think about it:
- 1s and 2s / 9s and 10s: Driving behaviors. These are so strong they’re noticeable to others. You live here.
- 3s and 8s: Preferential zones. You lean this way and feel at home.
- 4 to 7: Situational. You can flex, depending on the day.
🔁 Can you act outside your natural zone? Sure. But like a rubber band, stretch too far for too long—and you’ll snap. Or wear out.
🚧 What Happens When You Ignore Your Comfort Zone
Let’s say you’re an incredibly independent leader (a 9 or 10). You’re put in a highly collaborative environment that demands consensus. Can you adapt? Maybe. But it’ll drain you—quickly.
Or you’re naturally cautious in decision-making (a 2 or 3). Your new role requires fast-paced, high-risk calls. You’ll either burn out or freeze.
Stretching is fine—as long as you allow space to return to your base. The trouble starts when we don’t recharge. That’s where health issues, disengagement, or even resignations begin.
🧠 What the PXT Actually Measures
The PXT has three components, each telling a different part of the story:
- Thinking Style – How fast do you take in (and give) information?
This isn’t IQ. It’s not about how much you know—it’s about how quickly you process and communicate. - Behavioral Traits – How do you approach work?
Fast or slow pace? Structured or flexible? Consensus-driven or independent? These are your operating behaviors. - Occupational Interests – What do you enjoy doing?
This section doesn’t measure skill—just motivation. And that’s crucial, because we’ll only stretch into discomfort if we care about the work.
🛠 It’s Not Just for Hiring
Yes, PXT helps improve hiring decisions. But the real power is what happens after the hire.
You can use it to:
- Coach your team more effectively
- Design onboarding plans that respect comfort zones
- Create accountability without micromanagement
- Align people to projects that play to their strengths
- Build teams with complementary working styles
You don’t just hire people to fill jobs. You hire them to work with you and with others. The PXT helps you make that work easier.
🎯 Embrace the Reality. Work with It. Don’t Fight It.
There is no “perfect” PXT profile. There’s only clarity.
And clarity is power. It frees you to stop wishing you were a Ferrari when you’re actually a rock-solid Toyota that lasts 300,000 miles. Or stop assuming your new PM is “slow” when really, they’re just careful and methodical—exactly what that role needs.
This is leadership maturity:
Knowing how you work. Knowing how your people work. And making decisions that align both for results with less friction. 🔧
Ready to Build Smarter Teams with Less Friction?
At Ambassador Group, we help leaders evaluate their hiring situations, walk through our PXT-powered recruiting process, and decide whether we’re the right partner for long-term success.
✅ Evaluate your current challenges
✅ Discuss how our process brings clarity and results
✅ Decide if we should work together
Book your exploratory call here
You don’t need to be everything to everyone.
You just need to know who you are—and build from there. Keep growing. You’ve got this. 💪
