How do you handle decision-Making in uncertainty?

QO₂ focuses specifically on risk orientation in work contexts – how you approach goals, challenges and change. It doesn’t measure personality traits. This narrow focus makes it highly actionable for change management, decision-making, leadership capability development and team dynamics.

No. High opportunity focus can lead to reckless decisions, missed risks and costly mistakes if not balanced with obstacle awareness. The best teams have diversity of risk orientation – some people scanning for opportunities, others watching for risks. QO₂ helps you build that balance intentionally.

QO₂ includes a Resilience Index that indicates capacity to recover from setbacks and maintain performance under pressure. However, resilience is also influenced by context, support systems and experience. QO₂ shows natural inclination and areas for growth or development.

Yes. Understanding your team’s risk orientation before change begins allows you to tailor communication to different risk perspectives, anticipate where resistance will emerge and why, build change teams with balanced risk orientation and create a positive shared language around different views – avoiding labelling obstacle-focused people as “resisters.”

Most people complete it in 15-20 minutes. It’s self-paced and can be saved and resumed if needed.

Yes, if they understand their differences and respect both perspectives. Without awareness, opportunity-focused people can see obstacle-focused people as “negative” or “blockers,” and obstacle-focused people can see opportunity-focused people as “reckless” or “naive.” QO₂ reframes these differences as complementary, not conflicting.

Yes. QO₂ was reviewed by the British Psychological Society in 2006 and is grounded in TMS’s 40+ years of research. It meets rigorous psychometric standards for validity and reliability.

TMP shows how people prefer to work (team roles, work preferences). QO₂ shows how they approach risk and change. Together, they explain dynamics you’d miss with either tool alone. For example, a Thruster-Organiser (TMP) with high obstacle-focus (QO₂) will drive action cautiously – very different from a Thruster-Organiser with high opportunity-focus.

No. QO₂ is designed for development, not selection. It’s a tool for understanding existing teams and helping them work more effectively together, not for screening candidates.

Homogeneous teams make faster decisions but often make worse ones. If everyone is opportunity-focused, nobody’s watching for risks. If everyone is obstacle-focused, nobody’s pushing forward. QO₂ helps you recognise this imbalance and either bring in diverse perspectives for critical decisions, intentionally assign devil’s advocate or opportunity scout roles, or develop greater flexibility in your current team.

The QO₂ gives you three things: a comprehensive, personalised feedback report covering your Opportunities-Obstacles score, subscale breakdown, resilience index and practical strategies; two years of access to the TMS Global Respondent Platform, including the Project Health Check tool, team comparison features and ongoing development resources; and a Personal Development Workbook to help you apply your results and build action plans.

Alongside your report, you get two years of access to the TMS Global Respondent Platform. This includes the Project Health Check diagnostic tool to measure the risk management approach in any project your team is undertaking, team comparison features, and ongoing development resources.

You’ll also receive a structured workbook to help you apply your results. It guides you to reflect on your QO₂ results in real situations, identify where your risk orientation serves you and where it doesn’t, develop flexibility to adapt your approach based on context, and create action plans for specific goals or challenges.

Each person receives a detailed, personalised report covering their overall Opportunities-Obstacles score (QO₂), a breakdown across all five subscales (Multi-Pathways, Time Focus, Energy, Optimism and Fault-Finding), a Handling Change section with guidance on navigating change, a Resilience Index score, an interpretation guide explaining what the scores mean, and practical strategies for working effectively with people who have different risk orientations.

QO₂ is most powerful as part of the complete TMS Global methodology. Depending on what you’re trying to achieve, team insight, leadership development, or managing organisational change, QO₂ pairs with different tools to give you a fuller picture.

Combining the Opportunities-Obstacles Profile (QO₂) with the Team Management Profile (TMP) and Team Signals gives you a three-dimensional view of your team. TMP clarifies work preferences and each person’s team role contribution. QO₂ shows how people approach goals, risk and uncertainty. Team Signals diagnoses how the team is functioning right now. Together, they reveal who your team is, how resilient they are, and where to focus to improve effectiveness.

For targeted leadership development, combine QO₂ with TMP, the Linking Leader Profile (LLP|360) and the Windows on Work Values Profile (WoWV). TMP highlights leadership style and energy across different types of work. LLP|360 identifies which Linking Skills matter most and how effectively a leader demonstrates them. QO₂ adds insight into resilience, drive and decision-making under pressure. WoWV reveals the values and motivators shaping leadership behaviour and cultural fit. The result is focused development that targets the specific skills, behaviours and mindsets that will make the greatest difference for that leader.

Navigating restructures, mergers, strategy shifts or growth with less friction starts with combining QO₂, TMP and WoWV. TMP shows how work gets done, where gaps exist, and how people collaborate during change. QO₂ explains how individuals and teams respond to uncertainty, so you know how to bring them on the journey. WoWV uncovers the values driving engagement and resistance. Together, they give you a shared, practical language for guiding teams through change and aligning work preferences, risk orientation and values to support sustainable transitions.