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How the WorkPlace Big Five Profile™ Unlocks Performance at Every Stage of the Employee Lifecycle

How the WorkPlace Big Five Profile™ Unlocks Performance at Every Stage of the Employee Lifecycle

HR teams today are being asked to do the impossible: increase engagement, improve retention, support development, and strengthen culture, all without adding more programs, more people, or more hours in the day. That’s why we created The WorkPlace Big Five Profile™. Built on the gold-standard Five-Factor Model and grounded in over 40 years of behavioral science, the WorkPlace Big Five Profile™ is a personality-based development tool built specifically for the modern workplace. It reveals how people naturally work best—how they communicate, lead, collaborate, adapt, and grow—and helps align their natural tendencies with the demands of their specific roles. And because… Read More »How the WorkPlace Big Five Profile™ Unlocks Performance at Every Stage of the Employee Lifecycle

Why Aligning Employee Strengths to Roles Unlocks More Than Training Alone

Why Aligning Employee Strengths to Roles Unlocks More Than Training Alone

Every year, organizations spend billions on training and development programs hoping to fix “people problems.” But if someone’s role works against their natural strengths, all the workshops and coaching in the world won’t change the outcome. Instead of unlocking engagement, you get: Short-lived performance spikes that fade within weeks. Frustrated employees who feel like they’re swimming against the current. Burned-out managers still searching for solutions. It’s not that your training isn’t working, it’s that you may be missing the piece that makes it truly transformative: starting with people’s natural strengths. Let me give you a common example. The Story You… Read More »Why Aligning Employee Strengths to Roles Unlocks More Than Training Alone

Why Managers Struggle to Coach—and How Personality Insights Help Fix That

Why Managers Struggle to Coach—and How Personality Insights Help Fix That

Managers hear it all the time: You need to coach more. You need to coach better. But while many try, their efforts often fall flat. They either default to advice-giving, get stuck in surface-level conversations, or avoid it altogether, saying they don’t have the time, the skill, or the confidence to do it right. The problem isn’t that managers don’t care. It’s that most were never set up to succeed. They were promoted for being strong individual contributors and given tools for performance tracking. But tools for people development? Nothing. And they’re navigating all of this in environments that demand… Read More »Why Managers Struggle to Coach—and How Personality Insights Help Fix That