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The WorkPlace Big Five ProFileTM 4.0

The WorkPlace Big Five ProFileTM 4.0  gives an understanding of human behaviour that is based upon the belief that at the broadest level, personality can be described in terms of five (5) basic dimensions or factors. These factors are:

Extraversion               Neuroticism                Openness

Agreeableness            Conscientiousness

The WorkPlace Big Five ProFileTM 4.0 focuses on the application of these factors in the workplace. It is an item survey that measures the five (5) dimensions of personality and 23 sub-traits. It may be used in many areas of professional practice such as: Team Building, Selection, Job Analysis, Training Design, Customer Service, Management and Professional Development, Coaching and Counseling, Career Development, Leadership Development and Conflict Management.

The language of the test and the reports are oriented exclusively for workplace issues and so the NEO terms of Neuroticism, Openness, Agreeableness and Conscientiousness are translated to NEED FOR STABILITYORIGINALITY, ACCOMMODATION and CONSOLIDATION respectively.

Factor I: The Need for Stability Factor (N)

The Need for Stability refers to the degree to which a person responds to stress.  More resilient persons tend to handle stressful workplace situations in a calm, steady, and secure way.  More reactive personas tend to respond in an alert, concerned, attentive, or excitable way, thus creating the opportunity to experience more workplace stress than others. The sub-traits for this factor include: WORRY, INTENSITY, INTERPRETATION and REBOUND TIME.

Factor II: The Extraversion Factor (E)

Extraversion refers to the degree to which a person can tolerate sensory stimulation from people and situations.  Those who score high on Extraversion are characterized by their preference of being around other people and involved in many activities.  Low Extraversion is characterized by one’s preference to work alone and is typically described as serious, skeptical, quiet, and a private person.  The sub-traits for this factor include: WARMTH, SOCIABILITY,ACTIVITY MODE, TAKING CHARGETRUST OF OTHERS and TACT.

Factor III: The Originality Factor (O)

Originality refers to the degree to which we are open to new experiences/new ways of doing things. Highly original people tend to have a variety of interests and like cutting edge technology as well as strategic ideas.  Those who are low in Originality tend to possess expert knowledge about a job, topic, or subject while possessing a down-to-earth, here-and-now view of the present.  The sub-traits for this factor include: IMAGINATIONCOMPLEXITYCHANGEand SCOPE.

Factor IV: The Accommodation Factor (A)

Accommodation refers to the degree to which we defer to others.  High accommodation describes a person who tends to relate to others by being tolerant, agreeable and accepting of others. Low Accommodation describes one who tends to relate to others by being expressive, tough, guarded, persistent, competitive or aggressive.  Low accommodating people may not accept information without checking and may come across to others as hostile, rude, self-centered, and not a team player. The sub-traits for this factor include: OTHERS’ NEEDS, AGREEMENT, HUMILITY and RESERVE.

Factor V: The Consolidation Factor (C)

Consolidation refers to the degree to which we push toward goals at work. High consolidation refers to a person who tends to work towards goals in an industrious, disciplined, and dependable fashion. Low Consolidation refers to one who tends to approach goals in a relaxed, spontaneous, and open-ended fashion.  Low Consolidation people are usually capable of multi-tasking and being involved in many projects and goals at the same time. The sub-traits for this factor include: PERFECTIONISM, ORGANISATION, DRIVE, CONCENTRATION and METHODICALNESS.

The Scores

The WorkPlace Big Five ProFileTM 4.0 generates Domain Scores which provide good estimates for each of the five factors. Each factor has sub-traits or facets. Domain Scores are arrived at by summing the six facets for each domain. The score a person receives for each factor indicates the inherent strengths and potential weaknesses and there are no better or worse scores.

The Big Five Report

The Report provides an in-depth analysis and is divided into three (3) main parts.

Part One: WorkPlace Big Five ProFileTM 4.0 Trait report - this section gives the score and description on the five Super-traits and twenty-three Sub-traits.

Part Two: WorkPlace Big Five ProFileTM 4.0 Narrator Report- this section includes explanatory text for client’s scores on all five Super-traits and the twenty-three Sub-traits scores. Text on each of the 28 traits is customized for each test-taker. This report also provides customized text on the following nine (9) themes: CareerEmotional IntelligenceIndependenceLeadershipPersonal CharacteristicsRelationshipsSafety and HealthValues and Work Habits.

Part Three: WorkPlace Big Five ProFileTM 4.0 Trait Capacitor Report- This section gives the Competency-Capacity Analysis Profile which estimates the individuals fit for their competencies. A Fit Score is an estimate that compares the individual to a group of people indicating how comfortable each competency may be for them to perform for several hours at a time in their job.

The test-taker’s competencies are identified from a list of 21 competencies that are grouped in WorkPlace Big Five Profile™ Competency Clusters.

These Competency Clusters are: 

Big Five Competencies


Complete List of Competencies:

1. Capacity for Systems Thinking
 Thinks fluidly about system structures and feedback loops
 Sees non-linear and non-obvious relationships
 Optimizes performance, processes, and strategy
2. Collaboration
 Thrives when working with others to execute shared goals
 Facilitates and clarifies expectations for roles, quality, and accountability
 Commits to building a culture of high-performing team partnerships
3. Customer Focus
 Is energized by customer interactions and building partnerships
 Applies expertise and knowledge of products and processes necessary to provide effective client solutions
 Seeks to create a positive customer experience by tending to expressed and anticipated customer requests, inquiries, and questions
4. Delegation
 Enjoys taking charge and directing the work of others
 Shares information and resources that set subordinates up for success
 Keeps self and subordinates accountable to accomplish goals
5. Effective Communication
 Cares about the precision and subtlety of clear written and spoken communication
 Listens objectively and knows how to facilitate mutual understanding across different contexts
 Advocates for high-quality communication in internal and client relationships
6. Engaging Others
 Is genuinely curious about the natural capabilities, motivation and personal goals of others
 Is approachable, ambitious, composed, empathetic and sociable
 Facilitates business outcomes by building an atmosphere of trust
7. Follow Through
 Is energized to complete tasks in a timely and prioritized way
 Sets well-defined milestones to carry out a project to conclusion
 Evaluates work results against standards for effectiveness

8. Innovation
 Enjoys creating/designing innovative approaches to complex business problems
 Creates or identifies new opportunities to improve or expand business operations and impact
 Skillfully creates new paths to repurposing or combining resources in novel, effective ways
9. Leadership
 Makes tough decisions in the face of challenging circumstances or incomplete information
 Enjoys taking charge and organizing tasks and people
 Leads self and others through a process of creating and implementing generative solutions
10. Learning Agility
 Is energized by new experiences and perspectives that test assumptions and thinking to arrive at high-quality business outcomes
 Openly solicits feedback and deliberately considers different points of view to arrive at practical, effective solutions
 Strives to quickly integrate information for fast pattern recognition and optimal performance
11. Navigating Ambiguity
 Orients self and others when faced with complexity, uncertainty, or unfamiliar situations
 Builds objective and actionable understanding with fragmented information
 Draws on resources and networks to address unprecedented challenges
12. People Development
 Enjoys coaching others and facilitating their career development
 Helps others align their professional strengths and weaknesses with appropriate roles and career paths
 Serves as a valued advisor on workforce development
13. Performance Focus
 Appreciates working in environments that reward achievement
 Sets defined goals and clear measures to meet deadlines and targets

14. Presentation
 Enjoys being the spokesperson
 Engages audience by delivering credible, compelling, and logically crisp content
 Seeks to understand the audience to tailor content and deliver to their needs
15. Proactive-Action Focus
 Enjoys and is prepared to execute quickly and effectively in the context of urgency
 Scans situations and environments for opportunities, adjustments, and efficiencies in the service of successful outcomes
16. Sales Focus
 Is energized by helping clients find the best solution and building long-term, collaborative relationships
 Is naturally optimistic, persistent, and competitive in the pursuit of sales goals
 Blends product knowledge and listening to provide the best customer solution
17. Self-Directed
 Perseveres through ambiguity and challenge without being prompted
 Is energized by continuous improvement
 Leverages a variety of resources to solve problems and accomplish goals independently
18. Stakeholder Management
 Seeks to build engaging and strategic relationships with key stakeholders
 Shares critical information with stakeholders in a timely and responsible way
 Maximizes value for organization and stakeholder
19. Strategic Decision Making
 Is energized by making high-quality strategic decisions with incomplete information
 Effectively evaluates current and future strategic positions in the context of new information and shifting conditions
 Weighs the constraints of time, organizational capability, and system complexity in decision-making processes
20. Talent Insight
 Is passionate about spotting and placing the right person in the right role
 Develops a robust talent pipeline to suggest creative solutions to meet objectives
 Takes accountability for bias-free talent decisions aligned to business goals

21. Vision
 Enjoys creating the compelling strategic vision that spurs sustained organizational action
 Prefers to focus on longer-term strategic horizons rather than day-to-day operational details
 Aligns vision, capabilities, and anticipated market needs to drive the business forward



This assessment may be used as a ‘self’ rating or as an ‘other’ rating.

  • The test is administered online and as such, both individual and group administration may be facilitated.
  • Although the assessment is not timed, the average completion time is 30 minutes.



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