Operationalising personality

Benefits when you operationalise your personality:
•  better matching of yourself to activities
•  better relationships
•  better decision making


The Big Five model

When we say that there are five main factors that represent stable traits, this does not mean that we reduce personality to five labels. Each factor is complex and describes many typical behaviours that a person with a given position on the factor is likely to prefer. The position of people from a given population are normally distributed, meaning that the majority are in the central area, where preferences are less strong, and the person can more easily adapt behaviours to different situations. Furthermore, within a factor, there are underlying nuancing “facets” that give us insight into areas of preferences that may differ from the overall factor position. Then there are combination effects, that explain what a person with certain positions on multiple factors and facets is more likely to prefer a given situation.


B5-PLUS personality

B5-PLUS, combined with our Job Analysis Method, helps identify how well a person is likely to perform in a job, given the tasks and responsibilities, our leadership and teams, our work environment and culture. The B5-PLUS report provides fundamental information about how this person will work in different situations and in relation to other people. B5-PLUS is fully compliant with the Big Five model, as used by all relevant international research environments. We use results and supporting tools that others have spent great effort to develop, and add our knowledge in order to take it to the next level. Some such examples are our Big Five maps for job roles that are strategic to the success of the organisation. Such maps facilitate the exploration of individual strengths, watch-outs and challenges in relevant job roles, allowing decisions that are more likely to produce desired results.

job analysis

Job analysis

We use the job analysis method to understand what needs to be done to succeed in a job. We do this by compiling information, first how much of the time is spent doing what activities and what results characterize the success of the position, then the leadership and organisational environment in which the position exists, and the culture and values ​​of the organisation. We then hypothesise what human characteristics are more and less beneficial to succeed in the position, and use this0 information to select a person who is successful and likely to thrive in the position, provide optimal on-boarding and follow-up while the person works in the position.