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Reflector Big Five Personality

The job-specific Reflector Big Five Personality questionnaire investigates 5 personality traits.

The 5 personality traits are:

Need for stability (N)

  • How do we emotionally respond to stress
  • from resilient (N-) to reactive (N+)

Extraversion (E)

  • How do we respond to external stimuli
  • from extravert (E+) to introvert (E-)

Openness (O)

  • To what extent are we open to new experiences
  • from preserver (O-) to explorer (O+)

Agreeableness (A)

  • How do we interact with others
  • from challenger (A-) to adapter (A+)

Conscientiousness (C)

  • To what extent are we able to focus at work
  • from flexible (C-) to focused (C+)

In addition to the 5 Factors, the Reflector Big Five Personality comprises a detailed description of 24 Facets, as shown in 6 statements in the questionnaire, regarding thinking styles, behaviors, and attitudes. The results of the questionnaire are compared to those of a norm group. The second part of the assessment consists of a competency report. A role- or job-specific skillset is put together out of 43 competencies and is divided into the following competency categories:

  • Management and leadership
  • Business
  • Analysis and decision-making
  • Communication
  • Personality
  • Motivation

This also allows the Reflector Big Five to provide insight into the competency development of employees and leaders.

Reliability of the personality model:
This model shows an extraordinary high degree of reliability, making it particularly attractive for businesses that value quality and continuous improvement.

Validity:
This personality model has shown to be able to predict future performance capacity. A number of studies, e.g. research conducted by Barrick and Mount (1991), show the correlation between the Big Five traits and several different professions.

Application:
This personality model can be used for:
recruitment of managers and leaders
human resource and executive development
development and enhancement of existing competency models
executive coaching
professional newcomers.

The Big Five model can also be applied in a variety of national, cultural, and language environments.

Background:
The Big Five personality model in its original form was developed by Gordon Allport and S. Odbert in 1936 and has been updated on a regular basis.

Questionnaire:
The questionnaire consists of 144 questions.

Duration:
About 20 minutes

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