Personality 5

Know what each person does best.

Each person learns how they work at their best and where they have most room to grow, with practical tips for each statement. Team leaders see the strengths their team shares.

How it works

Strengths your people can name and use.

01
Each person answers about how they work
Short enough to finish between meetings, so the whole organisation can take part.
PerformPersonality 522 of 25
Emotional Agility
I cope well with uncertainty at work
012345678910
Strongly disagreeStrongly agree
PerformPersonality 521 of 25
Emotional Agility
I deal effectively with unpleasant people in my job
012345678910
Strongly disagreeStrongly agree
02
Each person sees what they do best
Their overall score, their five traits, and the trait with most room to grow.
03
They work on what matters most
Each statement opens why it matters and tips to try, starting with their lowest scores.
Emotional Agility, question 1 of 5I deal effectively with unpleasant people in my jobYour score6/ 10
Why this mattersFoundationsMasterclass
We want to effectively deal with diverse personalities and behaviours in the workplace. When people are being unpleasant, we don't want to waste time on negativity. Focus on what you can control then move on to more positive encounters.
01
Listen and empathise. People often positively respond if they feel they have been heard. We can acknowledge that a situation is frustrating or disappointing for someone. Patience and courtesy serve us.
02
Apologise if warranted. Often the fastest way to de-escalate unpleasantness is to say sorry. Don't make excuses. Ask if there is anything you or your team could do to improve the situation. Commit to fixing what you can.
03
Suggest better ways to work together. We can outline to customers and colleagues how we prefer to work. This includes mutual, respectful communication. It is appropriate to set boundaries when people are rude to us.
04
Convert new allies. Unpleasant people often have small inner circles. If you can find a way to work with them, they may become very loyal to doing business with you. Your ability to be emotionally agile will win allies.
Emotional Agility, question 1 of 5I deal effectively with unpleasant people in my jobYour score6/ 10
Why this mattersFoundationsMasterclass
We want to effectively deal with diverse personalities and behaviours in the workplace. When people are being unpleasant, we don't want to waste time on negativity. Focus on what you can control then move on to more positive encounters.
01
Listen and empathise. People often positively respond if they feel they have been heard. We can acknowledge that a situation is frustrating or disappointing for someone. Patience and courtesy serve us.
02
Apologise if warranted. Often the fastest way to de-escalate unpleasantness is to say sorry. Don't make excuses. Ask if there is anything you or your team could do to improve the situation. Commit to fixing what you can.
03
Suggest better ways to work together. We can outline to customers and colleagues how we prefer to work. This includes mutual, respectful communication. It is appropriate to set boundaries when people are rude to us.
04
Convert new allies. Unpleasant people often have small inner circles. If you can find a way to work with them, they may become very loyal to doing business with you. Your ability to be emotionally agile will win allies.
Emotional Agility, question 1 of 5I deal effectively with unpleasant people in my jobYour score6/ 10
Why this mattersFoundationsMasterclass
We want to effectively deal with diverse personalities and behaviours in the workplace. When people are being unpleasant, we don't want to waste time on negativity. Focus on what you can control then move on to more positive encounters.
01
Listen and empathise. People often positively respond if they feel they have been heard. We can acknowledge that a situation is frustrating or disappointing for someone. Patience and courtesy serve us.
02
Apologise if warranted. Often the fastest way to de-escalate unpleasantness is to say sorry. Don't make excuses. Ask if there is anything you or your team could do to improve the situation. Commit to fixing what you can.
03
Suggest better ways to work together. We can outline to customers and colleagues how we prefer to work. This includes mutual, respectful communication. It is appropriate to set boundaries when people are rude to us.
04
Convert new allies. Unpleasant people often have small inner circles. If you can find a way to work with them, they may become very loyal to doing business with you. Your ability to be emotionally agile will win allies.
04
You see the team's strengths
Team leaders and HR see each team's averages, so you know where a team is strong.

What you learn

How each person works at their best.

An update of the Big Five personality factors, written for work.

Growth Mindset
Who seeks feedback, sets challenging goals and learns from setbacks.
Give them stretch work and a learning plan.
7.4 / 10
Conscientiousness
Who delivers on time, to a high standard, and goes beyond what is asked.
Know who to trust with work that cannot slip.
7.6 / 10
Energy
Who has the stamina, confidence and ambition to lead and persuade.
Spot people ready for client-facing and leadership roles.
7.1 / 10
Generosity
Who welcomes new colleagues, helps junior ones and shares their network.
Find the people who lift morale, and give them room to do it.
8.2 / 10
Emotional Agility
Who stays steady through uncertainty, difficult people and setbacks.
Know where support will help most before change lands.
6.8 / 10