Questionnaire focused on the extremes of the personality traits of the Big 5 theory. Able to highlight the “dark side” and the “bright side” of personalities.
Consisting of 6 dimensions for a total of 60 items designed to assess work-related derailment trends.
| Traits | Potential derailing behaviors |
|---|---|
| Reserved |
Avoiding others and maintaining interpersonal distance. Being disinterested in other people or in building relationships. Appearing downcast or gloomy. |
| Sensitive |
Having a negative outlook and low self-esteem. Being moody or anxious. Apparently suspicious of others. |
| Antagonistic |
Hostility and aggression towards others. Desire to achieve one's own goals at any cost. Little regard for the opinions and feelings of others. |
| Impulsive |
Having short attention spans and inability to concentrate for long. Not following through on commitments. Making impulsive and/or reckless decisions. |
| Diligent |
Being rigid and inflexible. Setting unrealistic goals for oneself and others. Being intolerant of mistakes and considering any shortcoming as a failure. |
| Unconventional |
Having unusual thought processes and unconventional beliefs. Adopting eccentric ways that seem odd to other people. Being unable to explain how or why something was done. |
SELECTION
It offers the opportunity to easily identify what are for each candidate the potential risks related to his insertion in the role, precisely in light of individual propensities.
POTENTIAL ASSESSMENT
It offers the possibility of grasping the possible “risks of derailment” and the levers that most predispose the person to success. In this way it is possible to predict how the person is more likely to act by playing a different role or in the face of an increase in managerial complexity.
COACHING
It supports the identification of differential characteristics related to one’s work and one’s professional role.
This result indicates a Medium-High orientation to show limiting behaviors associated with being
“Reserved”
