with Roger Pearman, Ed.D.
The Five Factor Model of personality has steadily grown in usage. I’m sure you’ve heard about these factors: Extraversion, Openness, Agreeableness, Dependability, and Emotional Stability. These factors are typically presented in a simple linear way: low, average, and high using standard scores. And in the multiple reports generated by users of this model, high scores on Extraversion, Openness, Agreeableness, Dependability, and Emotional Stability are all good and low scores are problematic. We contend that this is a one-sided look at the factors and that there is more than adequate evidence to show that so called low scores may represent some strong capabilities not properly presented in these reports. For example, the "low" score on Agreeableness actually reflects a high pattern for Critiquing (and not being disagreeable). As we did our research, we found that the five factors are important and each reflect a different kind of strength. Next, when we began to look at the factors and teaming behavior, we found answers to important questions like how teams deal with decisions or manage conflict. Join this webinar to explore the transformative nature of the Five Factor Model and learn why we call it Performance Five.
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