Personality Assessment & Training
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The Five-Factor Model is a personality framework with significant applications for business and research. Assessments based on the Five-Factor Model do not "box" people into specific categories. Instead, participants receive valuable information on their personality tendencies relative to those of others in their team. Five-factor training programs are invaluable for leaders, teams, and to enhance diversity relations in the organization.
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- BIG FIVE CERTIFICATION - Learn how to use the Big Five model (and, specifically, a valid and reliable Big Five instrument) in your talent development interventions. You may complete a Big Five certification through personal sessions with an experienced Big Five coach.
- BIG FIVE INTERPRETATION AND COACHING - we work with individuals who wish to better understand their personality tendencies and the connections between such tendencies and their career goals.
- BIG FIVE CONSULTING AND RESEARCH - we will help you explore possible connections between personality traits and "fit" to certain jobs or functions in your organization.
- BIG FIVE TEAM AND LEADERSHIP DEVELOPMENT - we have designed multiple training programs including the Big Five Model. These programs are often "theme based" (i.e., memorable, based on a theme) and may be customized according to your needs.
About the Big Five Model
The Big Five Model is currently, the preferred model for personality scholars and researchers. Here are the main advantages of choosing a Big Five assessment:
Big Five instruments are commonly used to support professional development in various areas such as leadership, team building, diversity, conflict management, sales, and customer service. They are also recommended as a supportive tool in 360 evaluations, employee engagement initiatives, succession planning and selection processes.
The Big Five Model is currently, the preferred model for personality scholars and researchers. Here are the main advantages of choosing a Big Five assessment:
- ACCURACY: Many personality tools currently adopted categorize individuals under a finite number of “types.” The latest personality research, however, fails to support the existence of such types. Instead, researchers now believe that human personalities are best described by infinite combinations of traits distributed in a normal curve.
- RELATIONSHIP BUILDING: Big Five assessments help users better understand not only their individual trait tendencies but also how they score relative to others. For example, a person show as an "introvert" in a type-test and yet be more extraverted than everyone else in his or her team!
- CAREER DEVELOPMENT: Because considerable research has been conducted on the Five Factor Model, researchers can now connect Big Five traits to a person’s “energy” to develop a particular workplace competency. Thus, the assessment helps participants gain awareness of potential areas of strength and caution areas.
- ORGANIZATIONAL RESEARCH: Big Five assessments are better suited for organizational research. For example, if you wish to explore the relationship between certain traits and engagement in a particular job, you should use a trait-based (rather than a type-based) instrument.
- CROSS-CULTURAL APPLICATIONS: Five Factor Model research findings have been replicated in many countries around the world.
Big Five instruments are commonly used to support professional development in various areas such as leadership, team building, diversity, conflict management, sales, and customer service. They are also recommended as a supportive tool in 360 evaluations, employee engagement initiatives, succession planning and selection processes.
