Make the most of employees’ strengths

Knowing what someone is good at

How do you employ people to maximum advantage according to what they are good at and what suits them? Everyone has their own characteristic way of doing things that sets them apart from other people: their personality. It makes people demonstrate one type of behavior automatically and another type only seldom. Knowing who you are is important to be able to respond to issues you are confronted with; and likewise to be able to perform at work. PERSONALITY FACTORS PF16,32,48 includes Big 5 and Great 8 and EQ2.X. Personality helps to place the right person in the right place and keep them there. To enable employees to perform and develop to the best of their abilities.

 

Basis for development

An awareness of which competencies suit a person’s personality well and less well forms the basis for a feasible plan. A decision can be made in conjunction with the manager or coach to place people where they can (mainly) use competencies they have already mastered or that could easily be developed further. The focus on other competencies would then be minimized or the person could be given assistance to compensate these, when such competencies were required. Besides this, career choices can be linked to what suits a person’s personality. A manager or coach can also put together teams based on the personality matches and differences as measured by the PF16,32,48: teams in which the members can make use of each other’s strengths and can provide support for each other’s weaknesses.

Overall view of personal opportunities and limitations

Every employee must have command of a number of competencies to be able to perform well at work. Account managers, for example, need to be able to network well. This will be easier the more extravert the person is. It will then take less energy to network often and well. Introverts would have to invest a great deal of energy in networking, at the expense of the energy they could have invested in work that suits them better. Employees apply their energy as efficiently and effectively as possible when they are challenged to use competencies that suit their personalities. Energy is then converted into performance.

The eight predictors in detail

The PF16,32,48 is a next generation, online personality questionnaire that provides a complete picture of how an employee scores on the Eight most important personality characteristics on which people differ. Not only that, the PF16,32,48 reports on all the underlying aspects of these eight characteristics. The result is a detailed and accurate picture.

Personality Factors model consists of 8 different factors. These factors are::

  • INVESTIGATION This factor measures the extent to which individuals are critical and evaluative.

 

  • STRUCTURE: This factor measures the extent to which individuals are methodical and dependable.
  • SUPPORT: This factor measures the extent to which individuals are sympathetic and considerate.
  • RESILIENCE: This factor measures the extent to which individuals are self-confident and resilient.
  • DRIVE: This factor measures the extent to which individuals are purposeful and achievement striving.
  • CREATIVITY: This factor measures the extent to which individuals are imaginative and conceptual.
  • INTERACTION: This factor measures the extent to which individuals establish and develop contact with others.
  • INFLUENCE: This factor measures the extent to which individuals are inclined to lead and challenge others.

Assistance with administering and usage

For the PF16,32,48 to be valuable, it must become solidly embedded and be followed up. CORTAL GROUP assists organizations to create an appropriate infrastructure around the Reflector Big Five Personality. This includes training members of the organization to:

  • Provide information about the instrument
  • Conduct feedback sessions
  • Coach employees on the basis of the results of the PF16,32,48.

We also provide various means of support (manuals, interview models, et cetera) to assist managers as much as possible in the day-to-day coaching of their staff. Our aim is for organizations to be able to work on their own with our instruments as soon as possible.