How do you prepare for a challenging conversation with someone?

Do you sometimes find it difficult to frame how a colleague’s behaviours are impacting others?

Perhaps you sometimes put off sharing feedback thinking about ‘what if’s’ – worrying about how will the receiver respond?

Even those that inspire us most have their own vulnerabilities, and sometimes those very strengths that make us feel successful or the qualities that we admire in others, can be the same things that derail us and impact our performance.

Numerous studies point to self-awareness as a key determinate for leadership effectiveness.  Evidence demonstrates a compelling way to either gather or share feedback can be through framing it around a robust personality trait or type assessment.  Using self-report measures to provide us insight into our own behaviours and emotions and through effective feedback, can give us greater flexibility and choice before taking a particular course of action or behaviour, and provide the receiver of the feedback with the autonomy to decide what to do with it.

Whilst we have a number of gold standard psychometrics we recommend at Team up to Perform, we listen first and will work in partnership with you to select something that focuses on the type of feedback suitable to the context in which you are operating – as you’ll learn as you get to know us – one of our principles is – there’s no one size fits all!

That said, we follow the evidence, and one of the most rigorously tested frameworks of personality is the ‘Big 5’ – sometimes known as OCEAN – Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism (or Emotional Stability).  We use psychometrics based on the Big 5 to explore both the light and shade in our personalities to give you the best possible insight into how you can then use this understanding to adapt and evolve your behaviours, improve your performance and continue to move towards what is important to you. 

We can also use these frameworks in small group or team settings. These may be particularly helpful when going through a period of change – for example changes in leadership, bringing new teams together following a merger or acquisition or in rapid change management where swift insight and understanding are particularly critical to effective performance.

If you would like to find out more about how Team Up to Perform can help you with in either individual or team settings to improve performance using psychometrics – get in touch, we’d love to chat!

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