FACET5

Personality and Communications Styles Assessments and Development Reports

Jessica uses the world renowned personality tool ‘Facet5’ to support her clients realise their potential through increased self awareness and awareness of others. After completing an online assessment, the data collected can be used in many different ways to support recruitment, development and communication. The data can also be presented in various different reports that support different development opportunities from communication style, preferences, conversation styles and career motivators. Some reports require a debrief either as a group or individual and some reports are stand alone and can be self assessed.

The 'Power of Personality'

Facet5 is one of the most modern and advanced measures of personality available today. Used by organisations and consultancies worldwide, Facet5 harnesses the power of personality, supporting individuals, teams and businesses to realise their full potential. Facet5 provides a simple model and a common language to explain how people differ in their behaviour, motivation and attitudes, and more importantly, what can be achieved.

Designed with business in mind

Facet5 was developed in response to client demand for speedy, practical information to assist with decision making at each stage of an employees’ journey through an organisation. Available in over 30 different languages, Facet5 is jargon-free, and web-based for easy access all over the world. A wide range of country and industry norm groups makes meaningful comparisons simple. Jessica Symes Toomey uses Facet5 when working with organisations to design and implement solutions that solve not only business problems but harness opportunities and realise potential.

Whole of lifecycle approach

Facet5 is easily and effectively applied across the entire employee lifecycle. From selection through to separation and exit, Facet5 engages the individual, the leader and organisation with a range of comprehensive insights. Whether building a team, integrating a new hire or looking at organisational culture, Jessica uses Facet5 to work with individuals, teams and organisations to realise their full potential.

Sound psychological theory

The five factor model of personality (or ‘Big 5’) is now widely accepted as the best way of describing the fundamental building blocks of personality. The ‘Big 5’ model consistently emerges from psychological research as the irreducible minimum needed to give a comprehensive description of personality and behaviour. Facet5 measures these five factors precisely and quickly to give the most accurate and easily applied portrait of individual differences in behaviour.

Selection

Ensures the right fit for the team– by matching the individual to the required organisational values and culture

Provides consistency of process to recruitment and selection with tailored interview guides

Supports fit-to-role by showing success elements before selection

Identifies high potentials early in career, for enriched development

Integration

Describes an individuals motivations, drivers and work preferences for early integration into a role

Helps establish a strong manager – employee relationship early on

Enables productivity quickly by using individual strategies to engage, manage and provide feedback

Provides relevant development planning opportunities in the first 3 months

Teamwork

Focuses teams on what is required to deliver their work by identifying team strengths and areas to look out for

Provides a common language to assist teams with communication, feedback and issues relating to team performance

Strengthens team and individual relationships and understanding

Rapidly forms new or reshaped teams moving them from Good to Great

Development

Ensures appropriate career and development planning through identifying and managing strengths and areas of stretch

Enables helpful performance conversations and feedback

Facilitates the ‘leader as coach’ approach for stronger employee development

Provides a language for the individual to communicate their preferences

Leadership

Integrates with existing leadership development frameworks, processes and programmes

Provides rich insights into personal style and how to lead individuals and teams – underpinning observed behaviour for effective development

Provides a language to understand and communicate leadership preferences and approach

Underpins effective change leadership

Talent

Identifies emerging talent, allowing for focused development planning in current and future roles

Assists in identifying and growing the required organisational capabilities to meet current and future business strategies

Integrates easily into assessment and development centres for meaningful comparison and targeted development

Culture

Enables organisations to define and describe their culture in a common language

Communicates the essence of the organisation – ‘Who we are and what we stand for’

Defines the ‘current and ideal’ state of a culture and the role individuals will play in achieving it

Change

Provides rich information on an individuals likely response to change, stress and pressure

Identifies who will lead change, who might see the problems and who may need support

Informs change action planning to ensure optimum success during the change process

Exit

Supports employees on the next step of their career journey

Provides meaningful exit conversations to ensure advocacy by the employee

Ensures the right talent for the right time by feeding back into the selection process