Quick definition:
Audition is Facet5’s way of linking individuals to specific roles or behavioural requirements. It is a powerful comparison engine that can be applied across the selection, integration, development, leadership and talent spaces.
Audition supports organisations to make informed and effective decisions where any comparison of profiles, to an ideal, is required.
This can include;
- Recruitment and Selection
- Talent identification and management
- Succession Planning
- Leadership competency comparison and development
- Graduate assessment and development
- Culture analysis
The behavioural requirements of a role
- how well an individual fits a role
- how a manager and direct report will relate (the Spotlight Affinity Report can also do this)
- how individuals and teams match key competencies such as innovation
Audition delivers:
- an objective view of a role
- a clear mapping of an individual to a role
- a comparison between individual behaviours and role requirements
Audition enables organisations to:
- Defines what success looks like in a role, team and organisation prior to recruitment, reducing the time and cost to successfully fill roles
- Informs talent identification and succession planning processes by identifying the key characteristics that will be displayed over time, underpinning observed behaviours
- Ensures consistent recruitment and selection processes
- Audition easily integrates into existing processes and supports managers; providing tailored interview guides, meaningful comparisons of candidates, and assistance with reference checking
- Increases retention by matching personality preferences with the role requirements
- Supports the successful candidate and line manager in the first, often challenging, three months in the role
Quick definition:
Career Motivators provide essential insights into an individuals strengths, preferred approach to work, motivators and demotivates, along with the ideal environment in which they will thrive.
Career Motivator Profile helps individuals understand their:
- strengths,
- how they like to work,
- what they like to do and
- where they thrive,
This enables organisations to have
- effective career conversations
- meaningful career plans and pathways
- supports leaders to understand how to motivate and engage individuals
- organisations to understand the drivers and preferred ways of working for teams and leaders
Career Motivator report provides:
- A detailed list of key qualities. These are strength statements based on an individuals personality that describe them at their best
- Outlines the individuals preferred approach to work, based on a range of typical work competencies
- Describes their preferred approach to work and where they may need to flex their style to be more effective
- Work preferences that outline the individuals job motivators and demotivators
- Career Motivator ranking. This provides the fit to one of 7 career motivators. These are the types of environments individuals will thrive in at work.
We see the following benefits:
- Pinpoints natural talents and abilities, guiding individuals towards career opportunities that best align with their inherent strengths
- It provides insights into how an individual prefers to work, aiding in the selection of roles and environments that enhance job satisfaction and productivity
- Highlights specific role elements that motivate the individual, crucial for maintaining long-term engagement and enthusiasm in their career
- Supports targeted job searches and career development for optimal growth and wellbeing
- Forms a solid foundation for creating an effective and meaningful career plan, ensuring choices are deeply aligned with personal personality traits
- Improves career conversations with both structure and reliable, evidence based data
Quick definition:
Facet5 Family portraits provide a compact interpretation of the Facet5 profile: this is a shorthand for people to see where they are similar to and different from others, while providing a comprehensive understanding of how they like to work, what motivates them and how they can work with others.
Family portraits provide a compact interpretation of the Facet5 profile: a shorthand for people to see where they are similar to and different from others in order to:
- build positive relationships
- increase work effectiveness
- build self-awareness using a common language that drives understanding and connection
People love Facet5 Families, it is a great way to introduce your personality in a way that is easy to understand and allows for easy comparison to create meaning and understanding.
The Facet5 Families report contains the following sections:
Family portrait
- Provides a visual snapshot of an individual’s Facet5 profile. The Family Portrait summarises the overall picture into one of 17 different Family Portraits.
SearchLight
- Searchlight maps Facet5 data onto a standardised competency model. It then produces a narrative report against 6 generic competencies
LeadingEdge Guide to Leading
- Leading Edge supports individuals to build stronger relationships with their manager and team members. It describes how to engage and work with them
Work Preferences
- Work preferences outlines the ideal job elements, motivators and demotivators for an individual
Available on myFacet5 and is standard component of the Facet5 personality profile.
Family portraits provide a compact interpretation of the Facet5 profile: a shorthand for people to see where they are similar to and different from others that:
- helps build positive relationships
- increases work effectiveness through understanding their own style, preferences and motivators/demotivators
- builds self-awareness using a common language that drives understanding and connection
Quick definition:
The Facet5 Key Qualities strengths profile is a powerful tool designed to measure an individual’s unique strengths based on their personality.
Key Qualities allows individuals to gain insight into their inherent abilities and preferences. This means they are better equipped to make informed decisions about their personal and professional paths and how to leverage their strengths to
- build better relationship,
- more meaningful career pathways
- greater mastery of the things that drive and motivate them
- the values they hold and how to live these more fully
Key Qualities is ideal for:
- Individual development and coaching
- Creating an appreciation of diverse styles within a group using a common, strength based language
- Developing leaders to apply their strengths and the strengths of their teams
Key Qualities can be used across all levels of an organisation
The Facet5 Key Qualities profile contains:
- A summary of their 13 Key Qualities for quick review and replay
Detailed pages for each Key Quality, including;
- What the key quality measures
- An extended strengths statement
- How to leverage their strength at work
- Description of their strength overplayed
- Coaching advice to open up their strengths and manage their strengths overplayed
Understanding our strengths, as opposed to merely managing development gaps, offers a more positive and empowering approach to personal and professional growth.
We see the following benefits:
- Individuals understand their own strengths helping them recognise where they excel and how to best contribute to their roles
- Guides career choices, ensuring individuals pursue paths that align with their natural abilities
- Leveraging strengths can lead to improved self belief, job performance and greater job satisfaction
- Supports understanding of diverse strengths of team members, that can lead to better collaboration and a more cohesive teams
- Organisations can make more informed decisions about employee placement and succession planning
- Organisations experience higher rates of retention and employee satisfaction
Quick definition:
The Facet5 Personality Profile provides and essential foundation for self-awareness and personal development. It is the heart of Facet5.
The Facet5 Personality profile lays at the heart of Facet5. It provides individuals with an understanding of how they relate to the world, their work and relationships.
The Facet5 personality profile provides the foundation for self-awareness and personal development. It can be used anywhere that a reliable, valid measure of personality is needed, such as:
- Personal development and coaching
- Team development
- Leadership development and coaching
- Diversity and Inclusion initiatives
- Wellbeing initiatives
- Career conversations
- Talent assessment and development
- Selection and integration
- Culture analysis
The Facet5 profile measures:
- Trait based, normative measure
- 5 Factors – these are the building blocks of an individuals personality and relate to the Big 5 structure or OCEAN model
- 13 Subfactors – these break the main factors in to more nuanced information
- Key Qualities – represent the strengths of the individuals personality and relate to the subfactors
- Facet5 Family Portrait – provides a easy to use and understand language that individuals can use to describe their preferred ways of working
People tell us the Facet5 profile is:
- Meaningful, it is not just a set of scores, but a rich story of ‘who I am’
- Easy to interpret – uses everyday language, not jargon
- Easy to use and understand
- Provides that critical ‘aha’ moment that help people really think, and importantly, want to take action
- Has a strong strength based approach but doesn’t gloss over the potential issues and risks
- Provides practical help and guidance – helping with the ‘So What!’
Quick definition:
The SLR or Strategic Leadership Review, combines a Facet5 Personality Profile and a 360-degree review of Transformational and
Transactional leadership, in a plain language, easy-to read report.
The Strategic Leadership Review (SLR) combines both a Facet5 Personality Profile and a 360-degree. The unique combination of personality and 360-degree data, underpinned by a database of existing leadership data and a powerful predictive engine, means the SLR analyses and predicts leadership behaviours and development like no other tool.
Ideal for:
- Leadership development programmes where a 360 measure is required
- Supporting coaching with evidence based insights
- Talent assessment for development pathways
- Executive development for focused development
SLR gathers information on expected behaviour via a Facet5 Personality profile and combines it with actual behaviour (via the SLR questionnaire) observed by work colleagues, managers, direct reports and others. SLR is based on the Bernard Bass model of Transformational and Transactional Leadership, covering:
Creating a vision
Stimulating the environment
Treating people as individuals
Monitoring performance
Setting goals
Providing feedback
Developing careers
The comprehensive report also presents free-text qualitative commentary from the reviewers, providing additional depth and insight into how behaviours present at work.
SLR creates value for both leaders and organisations:
- Outlines the strengths, challenges and degree of ‘stretch’ for leaders to effectively deliver on the organisation’s strategy
- Creates relevant, work-based development suggestions
- Understands how ‘usual’ or ‘unusual’ a behaviour might be compared to an extensive global normative database
- Provides additional depth and richness to existing leadership development programmes – at all levels
- Use a unique combination of observed and predictive behaviour to generate insights that create positive change
- Support organisations to identify and develop their leadership pipeline
Quick definition:
SpotLight is a personal development report. It provides individuals with their personality related Strengths, Risks, Frustrations and Challenges.
It is ideal for
- Any programme where Self-awareness is an integral component for success
- Individual or leader coaching; supporting coaches with a framework to build and complete coaching plans
- Large group development; as an effective and efficient personality solution such as Graduate, Line Managers, Leaders as Coach or Coaching Essential programmes
- Talent development programmes
- Development conversations; providing a structured framework for managers and employees to build meaningful career and personal development plans
- Strengths: the positive and productive behaviours that an individual does well and require little effort.
- Risks: the less appealing aspects of an individuals’ profile, when things aren’t going well. Any strength can become a Risk when it is taken to the extreme.
- Frustrations: the adverse reaction an individual may have to another person’s behaviour. Frustrations arise because the approach of another person is so different from the individuals own that prolonged exposure to them can trigger the risk behaviour.
- Challenges: provide the development suggestions that support the individual to understand what they offer and how to adapt their behaviour to capitalise on the strengths of others (and to manage the risk behaviours in themselves).
Grouped by work related domains, on how individuals go about;
- Making decisions and setting goals
- Engaging and consulting others
- A focus on people and tasks
- Managing their work and commitments
- Responding to stress and identifying risk
Our clients tell us:
- “We are seeing more focussed development and real action being taken”
- “Individuals are taking accountability for their development and contribution”
- “Leaders feel better supported with a framework and easy to use language to support their employees”
- “It is providing an easy and non judgemental language that team members are using to help communicate their strengths, frustrations and areas of development”
- “Our new graduates are better informed on not only the skills they need but how to better work with others, build relationships and grow their soft skills”
Quick definition:
SuperSkills measures a persons approach to having great conversations.
SuperSkills is ideal to build conversational competence. Conversations have the power to
- inspire,
- engage,
- build trust,
- encourage collaboration and
- increase wellbeing.
Our SuperSkills based solutions are designed to improve conversational capability across all levels, from
- individual,
- team,
- leaders and
- whole organisations.
The Facet5 SuperSkills of Great Conversations™. . .
- Presence: Maintaining undivided attention, really ‘being there’
- Hyperawareness: Acute self-awareness of your biases, beliefs and emotional triggers
- De-coding: Drawing out what the other person is really saying
- Voicing: Speaking out with courage and conviction
- Flow control: Managing conversations – the beginning, middle and end
When working with our clients they tell us they are experiencing:
- Increased team effectiveness and collaboration
- Improved coaching conversations
- Increased engagement from individuals who feel heard and valued
- An increase in conversations about wellbeing and resilience
- Greater capability and willingness to have difficult conversations
- Individuals reporting that this has a ‘whole-life’ application as the conversations with family and friends has improved
Quick definition:
TeamScape helps people understand how they like to work in comparison to others – building understanding that creates better relationships.
TeamScape is used to support. . .
- The formation of new or reforming of teams
- Teams through change
- The on-boarding of new team members
- Forming coalitions across business areas
- Strengthening team performance
- Strengthening individual relationships and understanding
- Identifying issues or barriers to team performance
The TeamScape model helps to create a picture of how individuals naturally prefer to organise their work and participate in the team. Each TeamScape profile contains:
- The fundamental approach of team members in solving problems as they arise
- How they appear to other people, their natural strengths and risk areas
- An individual and team comparison on their approach to the TeamScape Workcycle Model
- How similar or different their working preferences are
- How to build better relationships with other team members
Our clients tell us
- TeamScape has increased our understanding of ourselves and each other, in particular how we like to work
- We are getting better at leveraging our differing styles more effectively
- We have a common language around behaviour and personality that is non-judgmental and non-emotive
- The conversations we are having are more meaningful both for the individuals and the work
- TeamScape has provided us with practical insights into the ways we work and how that supports or detracts from the work of the team
- Our project and Agile teams are forming more quickly and being more productive earlier in the project lifecycle.
Quick definition:
ToRQ (Tailored Reasoning Questionnaire) is a measure of an individual’s practical work-based problem solving skills.
ToRQ combines cutting edge testing processes with the power of personality to produce the next generation of cognitive assessment. It is the combination of capability and character that provides the most accurate measure of an individual’s potential.
In a nutshell:
- ToRQ is ideally suited to the assessment of graduate, talent or entry level populations.
- Individual and group comparison reports are easy to understand using clear visual layouts.
- Results are available in real time, for download and use, quickly and effectively.
ToRQ combines a range of measures to provide a valid and reliable view of an individual’s cognitive potential:
- Overall score: A composite t-score based on the candidate’s speed, accuracy and progression through difficulty levels
- Speed: How quickly the candidate answered the questions relative to other candidates, regardless of accuracy or difficulty level. This can give an indication of patience or quick thinking
- Accuracy: How many questions the candidate answered correctly, regardless of speed or question difficulty
- Relevant: ToRQ items are work samples created to match the modern working environment.
- Secure: ToRQ items are created ‘on-the-fly’ using precise design rules. No two items are ever identical so answers cannot be copied and leaked
- Realistic: ToRQ uses Computer Adaptive Test processes to ensure people are faced with questions that are realistic for them.
- Fair: ToRQ incorporates Response Latency Analysis to discriminate between people who differ in the speed with which they get to an answer. Whether people are quick or slow ToRQ will measure accurately.
• Comprehensive: ToRQ can be used at any level from school leaver to graduate or managerial.
