Personality at the heart of potential
At Facet5 we believe your personality is your super-power. When we support individuals with an understanding of their personality and approach to the their work, we can build a strong, resilient workforce.
Capability 1
Self-awareness
Quick definition:
Cultivating an accurate self-perception so as to function more effectively and live more congruently.
- Enhances authentic contribution and decision-making by providing a clear understanding of one’s identity and personal brand.
- Facilitates better performance by allowing individuals to recognise and play to their strengths.
- Prevents overreaching and improves support-seeking strategies by identifying personal limitations.
- Boosts job satisfaction and fulfillment by aligning work with individual talents and preferences.
- Guides personal and professional development, helping individuals grow and reach their full potential.
- Employees understand and play to their strengths, leading to more effective and efficient work outcomes
- Promotes better interpersonal understanding and communication among team members, leading to stronger, more cohesive team dynamics.
- Employees can adapt more readily to change, as these individuals are better equipped to understand and manage their responses to different situations, fostering a resilient and flexible workforce.
- Recognises personal strengths, weaknesses, habits, and preferences, and understands how these present in different situations.
- Possesses a clear awareness of personal values, beliefs, attitudes, motivators, and drivers.
- Capable of introspecting on thought processes and their impact on behavior, and accurately identifies feelings and their causes.
- Attuned to social cues to gauge personal impact and actively seeks feedback to address blind spots.
- Maintains a realistic view of personal shortcomings, responsibly accepts mistakes, and uses self-insight to adapt behavior for better outcomes.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 2
Self-regulation
Quick definition:
Consciously managing one’s time, energy and emotions to stay focused on the important priorities.
- Supports individual to perform in work environments characterised by high workloads, complex problems, multiple stakeholder interactions, and constant pressure for improved performance.
- Individuals better manage themselves to stay focused and productive, essential for achieving significant goals amidst constant change.
- Ability to channel their efforts effectively, leading to increased productivity and higher chances of successful outcomes in various situations.
- Can regulate their behaviour more effectively, positively impacting their relationships and interactions with others.
- Ability to make tough, long-term decisions without seeking immediate approval, and maintain composure and graciousness even in challenging interpersonal scenarios.
- Contributes to physical and mental well-being, as it encourages the adoption of healthy, productive habits that have lasting positive effects on both mind and body.
- Individuals are more likely to stay focused and efficiently direct their efforts towards meeting business objectives, leading to overall enhanced productivity.
- Stronger workplace relationships and better stakeholder management, fostering a more collaborative and harmonious work environment.
- Self-controlled individuals in leadership roles are capable of making tough, long-term decisions while maintaining a calm and composed demeanour, which is essential for effective leadership and organisational resilience.
- Effectively translates broader goals into prioritised tasks and exerts the necessary effort to accomplish them.
- Uses self-discipline to stay focused, particularly when facing tasks that are mundane or unpleasant.
- Has the ability to recognise and understand personal emotions and moods, along with their causes.
- Is aware of the impact of their behaviour on others and adjusts their approach accordingly in different situations.
- Regulates emotional expression appropriately in various contexts while practicing patience and restraint, and manages personal routine (like nutrition, sleep, and exercise) to support optimal performance and healthy habits.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 3
Instils trust
Quick definition:
Showing oneself to be genuine, honest, reliable and principled.
- Trust is a key competency that supports motivation, leadership, teamwork, and effective communication, forming the foundation for other essential workplace skills.
- When leaders build trust effectively, it allows team members to focus on their work without doubts about others’ intentions, creating a more efficient and worry-free work environment.
- Trust fosters feelings of engagement and belonging among colleagues, deepening their connection with each other and their work, leading to a stronger sense of organizational citizenship.
- A trusting environment makes employees more likely to feel satisfied and connected, increasing their likelihood of wanting to remain with the organization.
- Trust is a crucial element of psychological safety, which encourages team learning behaviours like sharing ideas, discussing errors, and addressing disagreements, enabling organizations to navigate complex challenges with confidence and agility.
- Fosters better teamwork and more effective communication, leading to a more collaborative and efficient work environment.
- Boosts feelings of engagement and belonging, making employees more likely to feel connected to their work and less likely to seek employment elsewhere.
- Creates psychological safety, which encourages open sharing of ideas and constructive discussions about errors and disagreements, essential for innovative problem-solving and navigating complex challenges.
- Articulates themselves with both credibility and humility
- Reliable and consistent: does what they say they will do when they say they will do it
- Behaves in a way that is congruent with their values, ethical principles and high standards of integrity
- Transparent and honest in their dealings with others
- Acts with discretion and sensitivity when others confide in them
- Displays appropriate levels of confidence in own abilities
- Willing to admit when they have made a mistake or don’t know
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Trust workshops to increase understanding of self in context of others for leaders and teams
Capability 4
Open to learning and change
Quick definition:
Willing to be challenged and able to adapt when faced with new and unfamiliar situations.
- the modern business environment is increasingly complex and unpredictable, with challenges like geopolitical events, global trends, and environmental issues, making continual learning essential for adapting and thriving.
- Supports Competitive Advantage with the ability to quickly learn, adapt, and innovate is crucial for maintaining a leading edge.
- The capacity to experiment, fail safely, learn rapidly, and remain agile is vital for organisational survival in an ever-changing landscape.
- Supports Leaders to embody open-mindedness, resourcefulness, and adaptability, enabling these qualities in their teams to effectively navigate new and unfamiliar situations.
- The skills needed today will not be the same as those needed tomorrow, necessitating a focus on constant personal, team, and organisational development.
- Leaders who embrace and demonstrate a commitment to learning and adaptation become role models, promoting a healthy attitude towards change and development in an increasingly transient world.
- Organisations benefit from a culture of continuous learning, as it fosters adaptability and innovation, enabling them to quickly respond to changing market demands and emerging challenges.
- By prioritising learning and skill development, organisations prepare themselves for future challenges, ensuring they have the necessary skills and knowledge to navigate an unpredictable business environment.
- Cultivating leaders who value and demonstrate learning and adaptability creates a positive ripple effect throughout the organisation, building a culture that embraces change and fosters continuous personal and professional growth.
- Views personal capabilities as evolving, seeing limitations as temporary and focusing on self-improvement.
- Actively engages with new tasks, unfamiliar situations, and change initiatives, seeing them as opportunities for growth.
- Proactively seeks challenging assignments to stretch abilities and advance personal development.
- Quickly adapts to situational changes and routinely reflects on experiences to maximize learning.
- Actively seeks and utilises feedback from others for self-development and is committed to continuous improvement through experimentation and learning from failures.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development & leadership workshops to embed key concepts and productive habits
Capability 5
Resilient
Quick definition:
Drawing on personal confidence to meet challenges with positivity and rebalancing quickly following setbacks.
- In today’s tough business environment, resilience sets leaders apart by enabling them to effectively rise to various challenges and maintain a positive and resourceful attitude, especially under difficult circumstances.
- Resilience is crucial for solving complex and often unclear problems in unpredictable markets, ensuring consistent performance and bottom-line results.
- Resilient individuals are better equipped to tackle problems directly and persistently, maintaining their efforts until successful completion, which positively impacts their personal performance and inspires others.
- Resilient leaders skillfully balance ambitious goals with realistic expectations, avoiding burnout by practicing self-care and knowing when to step back and recharge.
- By demonstrating resilience, leaders not only enhance their own performance but also positively influence their team’s engagement and support, contributing to a more resilient organizational culture.
- Organisations benefit from resilient leaders and employees who can effectively navigate and solve complex challenges in unpredictable environments, ensuring continuous adaptability and sustained performance.
- Fostering resilience helps in balancing ambition with well-being, reducing burnout and enhancing job satisfaction, which in turn contributes to higher employee retention and a healthier workplace culture.
- Resilience in leadership and teams creates a positive impact across the organisation, fostering a culture of persistence, engagement, and support, which is essential for long-term success and stability in a challenging business climate.
- Maintains focus on personal goals, drivers, and values, using them as a source of motivation.
- Approaches goal-setting and risk assessment with a mix of optimism and realism, ensuring a practical perspective on potential outcomes.
- Possesses a strong sense of personal agency, remaining empowered and resilient even in challenging situations.
- Demonstrates persistence in prolonged or complex tasks and adopts a solution-based approach to tackle setbacks, willing to explore alternative solutions.
- Responds calmly and flexibly to changing circumstances and is mindful of personal energy levels, understanding the importance of recuperation and self-care.
- Facet5 personality profile or Key Qualities coaching debrief to understand strengths and how to leverage
- Self-paced learning via myFacet5 for strengths identification and coaching
- Resilience strategies and tactics for individuals
- Resilience workshops to embed key productive habits in teams and leaders
Capability 6
Values difference
Quick definition:
Treating everyone as an individual and actively promoting a climate in which difference is both respected and celebrated.
- Teams offer a broader range of perspectives and creative ideas, dramatically improving problem-solving capabilities.
- Can balance the inherent biases of individuals and sub-groups, leading to more objective and inclusive decision-making.
- Leaders who emphasise diversity create a safe environment for all team members to contribute, reducing anxiety and encouraging active engagement.
- Fosters a working atmosphere where individuals feel recognised and accepted, enhancing team cohesion and effectiveness in achieving common goals.
- Teams that are visibly diverse and supportive are more appealing to talented individuals and help in building a strong reputation within the organisation, industry, or community.
- A wider array of perspectives and ideas, lead to more innovative solutions and enhanced problem-solving capabilities.
- Fosters an inclusive environment where all team members feel valued and engaged, contributing to improved team cohesion, morale, and overall productivity.
- Organisations known for valuing diversity are more attractive to top talent, enhancing their reputation in the industry and community, which can lead to better recruitment opportunities and a competitive edge.
- Organisations that embrace diversity are often better positioned to understand and cater to a broader customer base. This understanding can lead to improved customer satisfaction and loyalty, opening up new markets and customer segments.
- Recognises and appreciates the benefits that varying perspectives, preferences, values, and cultures bring to a team or organisation.
- Treats everyone as individuals and respects those different from themselves as equals, fostering a culture of mutual respect.
- Makes accommodations for different values, beliefs, and cultural norms within the team, promoting an inclusive working environment.
- Explores and utilises diverse viewpoints and styles to enhance team performance and achieve meaningful results.
- Actively identifies and manages personal biases and assumptions, addresses bias and discrimination in the workplace, and exemplifies tolerance, patience, and understanding.
- Facet5 personality or Key Qualities profile with coaching debrief
- Self-paced learning via myFacet5
- Bias & Diversity workshops/modules to support interpersonal understanding and action
- Teaming workshops to increase understanding of self in context of others.
Capability 7
Influences
Quick definition:
Bringing about a change or making a difference in a situation through persuasive expression of ideas and respectful negotiation.
- In many organisational structures, individuals often rely on others for success without having formal authority, making the ability to influence crucial.
- Even with direct authority, simply issuing orders often leads to short-term compliance and long-term resentment, highlighting the need for influential leadership rather than authoritative command.
- Influential people are more likely to achieve their goals, as most tasks require some degree of cooperation from others, whether for immediate tasks or long-term projects.
- Effective influence involves gaining buy-in and support ethically, without resorting to coercion or manipulation, respecting others’ rights to disagree.
- Those who can influence effectively tend to enjoy more productive relationships and maintain a positive profile within their organisation, contributing to overall success and workplace harmony.
- Organisations benefit from influential leadership as it fosters a culture of collaboration and cooperation. This improved teamwork leads to more efficient and effective completion of projects and tasks, enhancing overall productivity and potentially reducing operational costs.
- Influential rather than authoritative management styles contribute to higher employee morale and job satisfaction. This positive work environment reduces turnover rates, decreases recruitment and training costs, and enhances the overall quality of work.
- Influential leaders can more effectively navigate changes and challenges, persuading and adapting without direct control. This agility enables organisations to respond quicker to market changes, seize opportunities, and maintain a competitive edge, contributing to long-term profitability and success
- Utilises a variety of influencing styles and methods, tailored to suit different situations and individuals involved.
- Recognises who holds power in various circumstances and comprehends the reasons behind this distribution of power.
- Builds a deep understanding of what matters to others, using this insight to effectively influence and persuade.
- Actively engages and inspires others, effectively gaining their support and commitment for ideas or initiatives.
- Communicates information, opinions, and suggestions in a clear, convincing manner, and is capable of being direct and assertive when necessary.
- Skilfully negotiates with a balance of give-and-take, finds common ground to resolve impasses, and focuses on maintaining the long-term health of relationships while influencing.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- 360 Module for feedback to guide development
- Personal development & leadership workshops to embed key concepts and productive habits
- Learning modules that integrate into current programmes
Capability 8
Collaborates
Quick definition:
Working cooperatively with others and supporting collective effort towards the achievement of shared goals.
- Collaboration is crucial in complex and unpredictable global environments, enabling teams to work across boundaries to find creative solutions and bring superior products and services to market.
- Collaborative efforts help break down organisational silos, leading to more productive interactions, improved relationships, and higher employee satisfaction and engagement.
- Collaboration fosters new connections, broadening perspectives, increasing inter-group support, and building a stronger sense of cohesion and belonging.
- Diverse teams working collaboratively unlock higher levels of creativity and innovation, while also providing opportunities for personal development and building greater resilience within the organisation.
- Effective collaboration in diverse teams unlocks greater creativity and innovative problem-solving, essential for tackling complex challenges and maintaining a competitive edge in today’s market.
- Collaboration breaks down organisational silos, leading to more efficient work processes and productive interactions, which in turn optimises the use of resources like time, money, and skills.
- Collaborative environments foster improved interpersonal relationships, higher employee satisfaction, and engagement, creating a more cohesive and supportive workplace culture.
- Actively acknowledges both personal and others’ needs, setting shared goals and working cooperatively towards their achievement.
- Expresses genuine positive opinions about colleagues and teams across the business, and practices inclusivity by openly sharing information and knowledge.
- Prioritises the collective good and assists others, demonstrating flexibility to accommodate diverse viewpoints and needs.
- Gives recognition to others for their contributions and successes, and proactively reaches out across the business to strengthen working relationships.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Collaboration workshops to embed key concepts and productive habits
- Teaming modules ideal for team development to increase understanding of self in context of others.
Capability 9
Communicates
Quick definition:
Skilfully facilitating the two-way exchange of information between self and others, to create shared meaning.
- Effective communication is fundamental to all aspects of a business, enabling the execution and enhancement of other key competencies within the organisation.
- It plays a crucial role in aligning goals and actions across different parts of the organisation, from external stakeholder interactions to internal departmental cooperation and team collaboration.
- Good communication is about creating shared meaning, ensuring everyone is aligned in their needs, expectations, ideas, plans, and actions, which is essential for organisational harmony and effectiveness.
- Effective communication minimises misunderstandings and conflicts, improving relationships and teamwork, which in turn allows for more efficient and productive work processes and adaptability to change.
- Ensures alignment of goals and actions across various levels of the organisation, leading to better coordination between departments, teams, and individual employees. This alignment is crucial for smooth, efficient operations and the successful implementation of organisational strategies.
- Minimises the potential for misunderstandings and conflicts within the organisation. This leads to a more harmonious workplace environment, fosters better relationships among employees, and helps in resolving issues more efficiently.
- Enables quicker decision-making, faster problem-solving, and more streamlined work processes. Translates into higher overall productivity, as employees have a clear understanding of their roles, responsibilities, and the expectations set for them.
- Demonstrates a proactive approach in anticipating and timely addressing the need for communication in various situations.
- Focuses on establishing rapport and creating connections with others during communication, enhancing the effectiveness of interactions.
- Utilises a balanced mix of advocacy (sharing information and expressing views) and inquiry (asking questions and actively listening) in communications.
- Actively draws out others’ viewpoints, checks for understanding to avoid assumptions, and engages with different perspectives, regardless of personal biases or disagreements.
- Adapts communication style to suit different contexts and audiences, articulating messages clearly and coherently, and regulates interactions to achieve specific objectives.
- SuperSkills of Great Conversations and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Communication effectiveness workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 10
Reaches agreement, resolves disputes
Quick definition:
Leaning-in to conflict situations with positive intent, to surface new thinking and reach sustainable solutions.
- Engaging constructively in conflict leads to new insights, fostering a deeper level of collaboration and the discovery of innovative solutions.
- Effectively managing and resolving conflicts minimises risks to relationships and performance, contributing positively to the overall health and success of the organisation.
- Successfully navigating conflict often results in creative and innovative outcomes, as it encourages exploring different perspectives and ideas.
- Conflict resolution skills enhance teamwork and operational efficiency, as they facilitate smoother interactions and more effective problem-solving within teams.
- Skillful conflict management not only resolves immediate issues but also contributes to long-term strategic relationship management, essential for sustained organisational growth and success.
- Leads to the emergence of new ideas and approaches, driving innovation and creativity within the organisation. Different perspectives brought to the forefront during conflicts often result in more creative solutions.
- Effective conflict management strengthens teamwork by resolving misunderstandings and promoting clearer communication. This improved team dynamics leads to increased productivity and a more harmonious work environment.
- Skilful conflict resolution not only addresses immediate issues but also helps in building and maintaining strategic relationships, both internally and externally. This fosters trust and cooperation, which are vital for long-term organisational success and stability.
- Views conflict as a normal and potentially valuable part of working life, acknowledging the insights and opportunities it can provide.
- Approaches conflict and disagreement directly rather than avoiding it, demonstrating a willingness to address issues head-on.
- Exhibits curiosity about different viewpoints in conflict situations, allowing others to express their perspectives while maintaining fairness and respect.
- Focuses on resolving conflicts by considering emotional, political, and logical aspects, aiming for flexible problem-solving and win-win outcomes.
- Clarifies resolutions and responsibilities post-conflict and conducts follow-ups to ensure accountability and assess the health of ongoing relationships.
- Facet5 personality profile and Conflict Management Report
- Self-paced learning via myFacet5
- Leadership development module to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 11
Teamwork
Quick definition:
Bringing people together to engage with a common purpose and a shared identity
- Teams are integral to the success of most organisational activities, ensuring smooth workflow among interdependent colleagues and fostering a shared identity.
- Effective teams don’t form by accident; they require close management of both practical and emotional factors to fully benefit from teamwork.
- A well-functioning team with a shared purpose allows members to engage deeply with their work, committing more time, energy, and creativity.
- Effective teamwork fosters greater cohesion and support among members, enhancing how teammates relate and collaborate with each other.
- Teams that leverage their diverse and complementary skills enhance their problem-solving and decision-making capabilities, leading to higher levels of performance and results.
- Teams that effectively harness diverse skills and perspectives can significantly improve problem-solving and decision-making processes, leading to higher levels of innovation and overall organisational performance.
- Well-functioning teams with a clear sense of purpose foster deeper engagement among members. This heightened engagement translates into increased discretionary effort, creativity, and productivity, benefiting the organisation as a whole.
- Effective teamwork promotes stronger relationships and mutual support among team members, which enhances team cohesion and collaborative effort. This improved dynamic not only boosts team efficiency but also contributes to a more positive and supportive organisational culture.
- Brings together a mix of people with diverse but complimentary skills, styles and perspectives
- Involves the team in establishing a common purpose, goals and norms of behaviour
- Empowers team members to play to their strengths and each bring their unique contribution to the collective effort
- Encourages team members to stretch themselves and lean into challenging assignments as a source of personal and professional development
- Fosters a strong sense of belonging, mutual support and shared accountability
- Builds and promotes psychological safety and openness
- Encourages to the team to celebrate success, learn from failure and share in both
- Facet5 personality profile and TeamScape profile
- Relationship comparisons via myFacet5
- Extensive Range of Teaming workshops to increase understanding of self in context of others and improving the outcomes of teams.
Capability 12
Developing Others
Quick definition:
Prioritising the development of others to support them learn and grow both personally and professionally.
- Focusing on the growth and development of teams and leaders builds a more skilled, efficient, and effective workforce, capable of producing higher-quality work and tackling complex challenges.
- Encouraging continuous learning and improvement keeps the workforce adaptable and innovative, aligning with industry trends and encouraging the introduction of new ideas and approaches.
- An organisational commitment to development attracts ambitious professionals seeking growth opportunities, leading to the recruitment of high-caliber candidates who contribute significantly to the organisation’s goals.
- Providing growth and advancement opportunities increases employee loyalty and retention, reducing turnover rates and the costs involved in recruiting and training new staff.
- By mentoring and investing in team development, current leaders prepare individuals for future leadership roles, ensuring a robust pipeline of skilled leaders for the organisation.
- Organisations cultivate a more skilled and efficient workforce. This investment leads to improved quality of work, faster task completion, and a greater capacity to address complex challenges, driving overall organisational performance.
- Attract ambitious professionals looking for growth opportunities. This attracts high-caliber talent and, by offering clear pathways for advancement, helps retain these valuable employees, reducing turnover and its associated costs.
- Investing in the development of employees prepares them for future leadership roles. This approach ensures a continuous supply of well-trained, experienced leaders, crucial for long-term organisational stability and success.
- Recognises the development of others as an essential responsibility and a fundamental aspect of their leadership role.
- Demonstrates empathy and understanding, paying attention to individual needs and concerns, thereby creating a nurturing environment that fosters personal and professional growth.
- Engages in coaching and mentoring activities, providing personalised guidance, advice, and feedback aligned with each individual’s development needs and career goals.
- Offers encouragement and positive reinforcement, acknowledges achievements, and delegates challenging tasks to facilitate learning and skill development, while ensuring the necessary resources are available.
- Provides and encourages regular, constructive feedback focused on development, and empowers team members by granting autonomy and trust in decision-making processes.
- Facet5 personality profile and Key Qualities profiles coaching debrief
- Development Profile focusing on strengths, relationships and tailored coaching tactics
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships.
- Leadership modules that focus on the development process, coaching and mentoring
Capability 13
Thinks critically, solves problems
Quick definition:
The ability to dissect complex challenges, identify the underlying issues, and develop solutions that are not just effective but also sustainable.
- Leaders who excel in critical thinking and problem-solving are often at the forefront of progress and innovation, capable of understanding complex issues and making well-informed decisions that drive business forward.
- Critical thinking enables leaders to see the bigger picture and focus on finer details, allowing for the dissection of complex challenges and the development of effective, sustainable solutions in a fast-paced business environment.
- Problem-solving skills empower leaders to be proactive rather than reactive, identifying potential issues early and creating strategies to address them, thereby saving resources and capturing opportunities.
- Individuals skilled in critical thinking and problem-solving foster a culture of innovation and continuous improvement within teams, encouraging independent thinking and creative contributions to organisational goals.
- A workforce adept in these skills contributes to a stimulating work environment that not only drives greater efficiency and productivity but also makes the organisation more adaptive and resilient in the face of change.
- Organisations benefit from leaders adept in critical thinking and problem-solving through improved decision-making and strategic planning. This skill set enables a deeper understanding of complex challenges and the creation of sustainable solutions, essential for long-term success and adaptability in a dynamic business environment.
- Organisations shift from a reactive to a proactive stance. Leaders are able to anticipate potential issues and address them effectively before they escalate, saving resources and positioning the organisation to take advantage of emerging opportunities.
- Critical thinking and problem-solving skills contribute to a workplace culture that values innovation and continuous improvement. This environment encourages independent thinking and creative contributions from employees, driving the organisation towards greater efficiency, productivity, and overall competitiveness..
- Systematically dissects complex problems into manageable parts for thorough analysis and understanding.
- Displays a willingness to consider different ideas and solutions without bias, valuing alternative viewpoints.
- Relies on factual data and information to inform decisions, rather than solely depending on intuition or personal opinions.
- Exhibits forward-thinking by anticipating potential challenges and outcomes, and adapts strategies as new information emerges or situations change.
- Effectively communicates reasoning and decisions, encourages team input, and involves others in problem-solving, while continuously seeking new knowledge to improve problem-solving skills.
- Facet5 personality profile and coaching debrief
- Customisable 360 feedback to understand behaviour and improve relationships
- Module workshop to embed key concepts and skills
- Teaming workshops to increase understanding of self in context of others and increase collective capability
Capability 14
Manages work, plans and organises
Quick definition:
Constantly looking ahead to schedule and structure the work, so that the right things get done by the right people in an orderly and timely way.
- Planning and organising significantly enhance the probability of meeting goals, especially for complex and time-bound objectives, making them crucial in any business endeavour.
- The ability to plan ahead allows individuals to anticipate needs, prepare in advance, and execute actions in an orderly manner, promoting a proactive rather than reactive approach.
- Effective planning enables greater focus on critical tasks by allowing prioritisation, ensuring that more attention and effort are directed towards activities that are most important.
- In the context of lean processes, limited resources, and intense competition, planning and organising are vital for efficient resource utilisation and staying competitive.
- Well-structured systems and plans allow teams to work together more efficiently and confidently. Collaborative planning ensures disciplined and orderly work execution, leading to effective resource use and reduced workplace stress.
- Enables organisations to use their resources more effectively. By strategically allocating time, personnel, and finances, organisations can optimise operations, reduce waste, and increase overall efficiency.
- With a clear plan in place, organisations are better equipped to achieve their objectives. Planning helps in setting realistic goals, establishing timelines, and outlining the steps needed to reach these goals, thereby increasing the likelihood of success.
- Effective planning allows organisations to anticipate future challenges and opportunities, fostering a proactive approach. This foresight prepares the organisation to adapt quickly to changes in the market or industry, maintaining a competitive edge.
- Defines clear goals, objectives and priorities for self and others
- Creates comprehensive plans and systems that will successfully deliver desired results, including: deliverables; timescales; dependencies; milestones; budgets and allocation of other resources; processes; and performance measures
- Develops contingency plans to mitigate key risks
- Designs meaningful roles and responsibilities so that they and others can engage and coordinate effectively to implement plans
- Skilfully matches the talents and motives of people to the nature of the work
- Sets clear performance expectations with others
- Updates or revises plans as the situation unfolds or things change
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- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 15
Fosters accountability
Quick definition:
Honouring your commitments and standing by your actions, so that others around you are inspired to act in the same way.
- Fostering accountability in the workplace leads to a higher likelihood of achieving work goals, as individuals are more committed and take their responsibilities seriously beyond just task completion.
- Accountable individuals are perceived as more reliable and trustworthy because they consistently meet their commitments, thus strengthening trust within the team.
- In environments where mutual ownership is vital, accountable employees demonstrate a duty of care towards team objectives, contributing to a dependable and cohesive work culture.
- Accountability involves owning up to mistakes and learning from them, which not only enhances personal growth but also contributes to overall team learning and improvement.
- Being accountable leads to greater transparency in actions and decisions, which in turn increases job satisfaction and strengthens interpersonal relationships within the organisation.
- Leads to more committed and responsible employees, directly enhancing their ability to achieve individual and organisational goals. This commitment to accountability translates into improved overall performance and productivity.
- When employees consistently demonstrate accountability, it builds trust among team members. This trust is foundational for effective teamwork and collaboration, leading to a more cohesive and efficient work environment.
- An environment where accountability is valued encourages individuals to own their mistakes and learn from them. This openness to acknowledging and learning from errors fosters continuous improvement and development within the organisation, benefiting its long-term growth and adaptability.
- Takes full responsibility for their own actions and those of their team, honouring commitments made to others and standing by decisions regardless of the outcome.
- Holds others accountable for their behaviour and performance, ensuring they meet set expectations and standards.
- Maintains a keen awareness of how their actions contribute to the wider organisation and helps others understand the value of their contributions in
- Emphasises the importance of shared responsibility for high performance, succeeds and fails as a team, and delegates tasks in a way that empowers others and encourages ownership.
- Monitors team performance without micromanaging, provides constructive feedback, and supports continuous improvement, offering support even when challenges arise.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 16
Action oriented
Quick definition:
Taking the initiative, through goal-directed and positive action, so that important outcomes are delivered.
- Action-oriented individuals are highly valued in organisations for their focus on productivity and achieving goals, as they concentrate on what needs to be done and actively take steps to accomplish tasks.
- In environments where inertia and slow progress are common, individuals who can cut through this and demonstrate agility and decisiveness quickly prove themselves to be talented and trustworthy.
- In competitive business settings, being first to market or an early adopter can lead to significant rewards. The ability to act swiftly and decisively can be crucial in capitalising on fleeting business opportunities.
- The capacity to mobilise quickly in response to changing decisions, volatile conditions, or obsolete strategies is essential for success, differentiating between success and failure in dynamic markets.
- In industries like healthcare, transport, and energy, where safety is paramount, the need for immediate action to avoid risks or limit damage is critical. Responsiveness and urgency are key components of action orientation in these contexts.
- Action-oriented individuals drive productivity and efficiency within organisations. Their focus on getting things done and achieving goals ensures tasks are completed promptly and effectively, contributing to the overall operational efficiency of the organisation.
- Organisations benefit from the ability to quickly adapt to market changes and seize opportunities. Action-oriented employees are crucial in such environments, enabling the organisation to be a first-mover in the market or swiftly adopt new methods, gaining a competitive edge.
- In safety-critical and high-stakes scenarios, the ability to act rapidly and decisively is essential. Action-oriented approaches in such contexts help in promptly addressing potential risks, managing crises effectively, and ensuring safety, thereby protecting the organisation from potential harm or losses.
- Exhibits a motivated and optimistic ‘can-do’ attitude, maintaining positivity even when facing significant challenges.
- Actively takes the initiative, seizing opportunities as they arise and demonstrating a proactive approach.
- Quickly transforms discussions and decisions into action, focusing on effective execution and gathering necessary resources to achieve desired results.
- Highly responsive to changes in the environment, readily spotting the need for change and willingly adopting new practices.
- Demonstrates determination and a solution-focused mindset, effectively overcoming obstacles, unblocking problems, and directing others when needed to mobilise collective efforts.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 17
Innovative
Quick definition:
Thinking creatively to generate new insights and approaches in order to solve problems and improve things.
- In a market characterised by saturation and hyper-connectivity, innovation is crucial for maintaining a competitive edge, as advantages are fleeting and consumer expectations for continuous improvement are high.
- Innovation is not limited to Research & Development or Product Design; it’s a vital process that should occur in every part of a business to counterbalance tendencies like habituation and inertia.
- Innovative individuals bring energy and new perspectives to discussions and business plans, potentially leading to game-changing ideas that can disrupt industries and secure a company’s future.
- Innovators question the status quo, sometimes irreverently, prompting attention and support for their ideas, and they possess the flexibility to iterate and adapt when initial ideas don’t succeed.
- While organisations often have a bias towards action, it’s the quality and innovativeness of the underlying ideas that make these actions compelling and successful.
- Innovation is key to gaining and maintaining a competitive advantage in today’s rapidly evolving markets. By continuously introducing new and improved products, services, or processes, organisations can stay ahead of industry trends and meet evolving consumer demands.
- Organisations that embrace innovation foster a culture of adaptability and resilience. Innovative thinking allows companies to respond effectively to market changes, challenges, and opportunities, ensuring long-term sustainability and success.
- Innovation often leads to the development of more efficient processes and solutions, enhancing productivity within the organisation. By streamlining operations and improving workflows, innovative strategies contribute to better resource utilisation and overall performance.
- Actively seeks ways to enhance both the output (results) and throughput (processes) of work, striving for continuous improvement.
- Not content with settling for obvious or unsatisfactory solutions, and willing to think beyond existing rules and conventions for better alternatives.
- Draws on a diverse array of sources, such as metaphors, analogies, stories, and symbols, to inspire innovation and combine old elements in new ways.
- Transforms creative concepts into practical, actionable opportunities and is willing to improvise or experiment with different methods when needed.
- Maintains a flexible attitude towards their ideas, avoiding over-attachment, and readily accepts the possibility of starting over in case of failure or incorrect assumptions.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 18
Thinks strategically
Quick definition:
Translating complex situations into coherent and holistic agendas, so that proposals for actions can be developed that deliver on business goals.
- Strategic thinking is crucial for organisations to continually adapt and renew themselves in response to significant events and changing circumstances, helping to maintain long-term success.
- It involves adopting a holistic perspective to understand complex issues better, allowing leaders to anticipate future trends and prepare accordingly.
- Strategic thinking helps in not just spotting external market trends but also effectively translating these observations into coordinated organisational actions, such as launching innovative products timely.
- Strategic thinking enhances problem-solving and decision-making processes, aiding in effective goal setting, planning, and resource allocation.
- It forms the basis of a compelling, coherent vision for the future, crucial for engaging and aligning the efforts of teams and units within the organisation.
- Strategic thinking equips organisations with the ability to adapt and renew themselves in a constantly evolving environment, ensuring long-term viability and success by anticipating and responding effectively to changes and challenges.
- It fosters more informed and foresighted decision-making and planning processes. Organisations benefit from a strategic approach that aligns with market trends, optimises resource allocation, and sets clear, achievable goals.
- Strategic thinking helps in developing a clear and compelling vision for the future, crucial for aligning the organisation’s efforts. This unified direction ensures that all members of the organisation are working towards common objectives, enhancing overall cohesion and effectiveness.
- Focuses on developing a long-range perspective, creating a vision for personal or business future objectives.
- Pays attention to a variety of factors that influence the current situation, understanding their relevance and impact.
- Adopts a systemic view of situations, recognising the connections and dynamics between different components and how they interact.
- Utilises mental models and scenarios planning to anticipate potential outcomes, and develops hypotheses to navigate ambiguity and explore various possibilities.
- Carefully considers the consequences of actions, including assessing risks and returns, and costs and benefits, to make informed decisions.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
Capability 19
Makes effective decisions
Quick definition:
Making timely decisions that have a sustained positive impact on people and results in a variety of settings.
- Effective decision-making is essential in any business, crucial for solving problems and adding coherence to actions aligned with individual, team, and organisational goals.
- Being known as a good decision-maker earns the trust and respect of others, facilitating easier buy-in and greater ownership of decision implementation by those affected.
- Quality decisions lead to more efficient use of time, effort, and resources, maximising productivity and optimising operational processes.
- At the organisational level, effective decision-making enhances the ability to adapt to changing business conditions, supporting long-term success and resilience.
- Key decision-making behaviours contribute to healthy cultural norms, encouraging psychological safety, openness, challenge, innovation, and collaboration within the organisation.
- Effective decision-making leads to better problem-solving outcomes, ensuring that actions are well-aligned with the goals of individuals, teams, and the organisation, thereby facilitating the achievement of these objectives.
- Quality decision-making builds trust and respect among team members and stakeholders, leading to smoother implementation of decisions and more efficient organisational processes, as individuals are more committed to and engaged in executing these decisions.
- Good decision-making at the organisational level enhances the ability to adapt to changing business environments. It also fosters a culture of innovation and collaboration, crucial for staying competitive and responsive in dynamic market conditions.
- Tailors their decision-making approach to suit the specific situation, ensuring it’s based on a thorough evaluation of the circumstances.
- Effectively makes sense of complex situations to identify key issues and critical decision points.
- Employs a systematic method for decision-making, establishing clear criteria and gathering sufficient data to inform their decisions.
- Makes decisions in a timely manner, considering the impact of timing, and involves relevant stakeholders in the decision-making process.
- Demonstrates the confidence to make and own decisions, even in uncertain situations, and is open to challenging and being challenged to refine their thinking.
- Facet5 personality profile and coaching debrief
- Self-paced learning via myFacet5
- Customisable 360 feedback to understand behaviour and improve relationships
- Personal development workshops to embed key concepts and productive habits
- Teaming workshops to increase understanding of self in context of others.
