Understanding

Contents

Welcome from the authors 2

Facet5 Our story 3

Facet5 Facts 4

Global presence 5

Facet5 Lifecycle 6

Facet5 Products 9

Facet5 Personal Profile 10

Facet5 Modules 11

SpotLight Suite 14

TeamScape Suite 16

Strategic Leadership Review (SLR) 18

Audition Suite 20

BackDrop 22

ToRQ 23

Facet5 A coach in your pocket! 24

Haven’t found what you’re looking for? 26

Facet5 Practitioner Workbench 27

Facet5 Support and Learning Centre 27

Join our Global Practitioner network 28

© NL Buckley 1984–2016 info@facet5.com.au

A global multi-lingual measure of personality driven by a passion for development

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Welcome from the authors

Thank you for taking the time to look at Facet5.

Facet5 is the result of over 25 years of development

using sound psychometric methods to create a model

of personality that supports people development

in all its forms. Not heard of us? Well we have been

told that Facet5 is the best-kept secret!

As psychologists we adhere strongly to scientific principles but as practitioners we know that nothing works unless it is easy to understand and apply. Our mission has been to turn reliable data into information that is presented in the most practical and usable way possible.

Facet5 has taken us to many countries and we are proud to have partnered with numerous advisors and organisations who have shown us what they need. We saw that most issues are global, but we have also seen the idiosyncrasies.

Norman Buckley

Rebekah Williams

Not all nationalities are the same. Not all cultures are identical. There are differences and these need to be understood and acknowledged for any measure of personality to remain relevant today.

So whatever your interest in people development and wherever you need to apply it, the Facet5 family can provide support and guidance.

Facet5 Our story

Our story begins in the mid 1980s when the assessment industry was expanding at a rapid rate. Organisations now had a choice between the traditional, well-researched models of personality and a growing number of simpler, but well marketed measures, that appeared to provide results in a more accessible way.

The professional press discussed the problems of sacrificing quality and substance for ease of use, especially when the data was being used to make important decisions about people.

As psychologists we had nailed our colours to the mast but could not deny that our models were complex and required a high level of training and experience. The data required ongoing expert interpretation and insights gained tended to fade once the psychologist had left the building. So what to do?

As Norman recounts, an epiphany occurred when a concerned HR director invited him to explain the issues to the HR managers of a large conglomerate.

‘I had given my talk and we had stopped for questions when a manager, who was well known for his use of one of the most popular “easy to use” measures, opened with both barrels …’

Manager: I have three questions. First, does it tell me anything at all?

Norman: Well yes. Not sure what or how reliably but it probably tells you something.

Manager: Second, do I cause any damage using it?

Norman: Well probably not depending on how you use it.

Manager: Third, what have you got, as a representative of Organizational Psychology, that’s as quick, easy to use and gives me more?

Norman: Umm – nothing (looking a bit sheepish).

After a perfectly timed pause

Manager: Then why don’t you shut-up, go away and come back when you have!

‘Now that, I thought, is a design brief! What we need is something that has ease of use and psychometric integrity.’

Three years later Facet5 was launched as the first ‘Big 5’ measure in Europe.

The content of this booklet tells how the story has unfolded so far. Facet5 has stood the test of time and shown how a robust single model and a common language can lend background, perspective and a framework to any developmental activity.

And the story is by no means finished. Facet5 is being keyed to organisational objectives and used as the foundation for custom training and development programs. It is also being linked to other well-known models so that prior knowledge is not abandoned. It is incorporated.

Facet5: Towards

Understanding …

ourselves, others and

the interaction between

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40+

40

20+

Over 20 report types that cover the spectrum of individual, team and organisational development reporting42

42 Norm Groups for meaningful comparison

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4000

Available in 32 languages

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National Character Research across 42 countries

A global network of over 4000 active practitioners

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A growing network of 30 Partners distributing in over 40 countries and regions

We speak over 40 languages

Facet5 Facts Australia

Pacific Region

New Zealand

Indonesia

Singapore

Malaysia

Thailand

Vietnam

Myanmar

Laos

Hong Kong

Macau

Taiwan

China

Japan

Romania

United Kingdom

Ireland

United States of America

Costa Rica

Canada

Brasil

Argentina

Chile

Colombia

Peru

Ecuador

Mexico

Guatemala

Nicaragua

South Korea

India

Turkey

Greece

Spain

Italy

Switzerland

Austria

Luxembourg

Netherlands

Belgium

France

Germany

Cyprus

Denmark

Norway

Sweden

Poland

Lithuania

Finland

Russia

Baltic States

Hungary

Slovakia

Czech Republic

Bulgaria

Serbia

Moldova

Macedonia

Bosnia and Herzegovina

Partner country

Other regions supported

Global presence

Facet5 is represented by

30 partners that distribute

in over 40 countries

and regions.

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Facet5 Lifecycle

Facet5 provides understanding beyond the initial

Profile. It applies a common framework and

language to aid decision making at every stage

of a person’s journey through an organisation.

Data, captured once, is interpreted in different ways

to inform and guide specific questions. Consistency

of approach promotes a depth of understanding and

ensures effective use of the investment.

Selection | Integration | Teamw

ork | Development | Leadership | Tale

nt |

Cultu

re | C

hang

e | Exit |

SelectionEnsures the right fit for the team and organisation – by matching the individual to the required organisational values and culture.

Supports fit-to-role by defining behavioural success elements before selection.

Provides consistency of process to recruitment and selection with tailored interview guides.

IntegrationDescribes the motivations, drivers and work preferences – for early successful integration in the role.

Helps establish a strong manager – employee relationship.

Provides development planning opportunities within the first three months.

TeamworkStrengthens team and individual relationships and understanding.

Provides a common language to assist teams with communication, feedback and issues relating to team performance.

Focuses teams on what is required to deliver their work through identifying team strengths and potential risk areas.

DevelopmentSupports coaching and development processes with insightful information and tailored reports for coaches.

Enables helpful performance conversations, by facilitating the ‘leader as coach’ approach for stronger employee development.

Identifies and manages strengths and areas of stretch successfully.

LeadershipIntegrates with existing leadership development frameworks and processes, embedding into leadership development programs easily.

Provides rich insights into personal style and how to lead individuals and teams, underpinning observed behaviour for sustainable development.

Builds effective change leadership capabilities.

TalentIdentifies emerging talent, allowing for focused development planning in current and for future roles.

Assists in identifying and growing the required organisational capabilities.

Integrates into assessment and development centres.

Culture and changeDefines and describes the culture in a common language.

Communicates the essence of the organisation – ‘who we are and what we stand for’.

Defines the ‘current’ and ‘ideal’ state of a culture and the role individuals will play in achieving it.

Separation and exitSupports employees on the next step of their career journey.

Provides meaningful exit conversations to ensure advocacy by the employee.

Ensures the right talent for the right time.

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Module ReportsLooking at specific

applications

SLRProvides focused leadership development

AuditionTo match profiles to required behaviours

TeamScapeFor team development

ToRQEvaluates high level problem solving skills

SpotLightFor development

and coaching

Foundation ProfileThe core Facet5 factors

BackDropEvaluating culture change

Facet5 Products

‘Life Personality is like a game

of cards. The hand that is dealt

you represents determinism,

the way you play it is free will’

Jawaharlal Nehru

Facet5 Modules

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Facet5 Personal Profile

Facet5 is a well-established personality model that combines strong

psychometric credentials with practical applications. It is a natural

language model with five main factors and 13 sub-factors to give

a fine grained picture. There is minimal use of idiom or localised

language to make it easy to understand across cultures.

The Facet5 questionnaire takes 15–20 minutes to complete and is the foundation of Facet5. Available in 32 languages the report and questionnaire languages are independent so a questionnaire completed in Mandarin in Shanghai can be reported in Portuguese in Sao Paolo.

Scales are normative and reported as Sten scores. Practitioners can select from over 40 sets of norms and can change these whenever required. Norms cover language, gender, industry sector and function which allows users to find the norms best suited to their needs.

There is a built in impression management process using sophisticated response latency algorithms. This gives faith in the accuracy of the reported profile and gives information for targeted conversations about the respondent’s mindset.

Facet5 is a self-service model. Results are available immediately upon completion. Clients can access their profiles 24/7.

There is no limit to the number of times a report can be created using different norms and languages. There is no additional cost for extra reports.

The Facet5 Global Partner network provides local support as required.

BenefitsFull Big5 model plus sub-factors.Fast completion time.32 languages.40+ available norms.Global support network.Self service delivery model.

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Facet5 reports are the cornerstone

of self-awareness.

People tell us they are:

• meaningful

• use everyday language not jargon

• are easy to use and understand

• provide the ‘aha’ moment

• are positive without glossing over issues

• provide practical help and guidance

Work Preferences

Work Preferences shows:

• core drivers influencing work preferences

• which aspects of a role will appeal

• which will be demotivating

using a bank of ‘role behaviours’ relating to individual Facet5 elements.

Ideal for development workshops, participants can review both their current role and possible future roles to see how well they match. The report is also valuable for individual career counselling at any stage.

BenefitProvides a base for career development discussions. Allows people to review current roles and aspirations in clear behavioural terms

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Family Portrait

Narrative report summarising the Facet5 Profile. The Family Portrait summarises the overall picture into one of 17 different Family Portraits. Each portrait provides:

• a Word Picture

• the contribution to a team

• how to manage the person

• the person as a leader

• key motivations

BenefitGives a compact interpretation of the Facet5 profile: a shorthand for people to see where they are similar to and different from others in order to:• build positive relationships• increase work effectiveness• build self-awareness using

a common language that drives understanding and connection

Leading Edge

People have different needs and motives and respond differently. Research proves the importance of relationship between manager and staff member. Leading Edge uses the classic Transformational and Transactional Leadership model to provide 17 different strategies for managers to use.

BenefitWith Leading Edge line managers can tailor their relationship with staff on a one-to-one basis. Each person is seen and responded to as an individual.This tailored approach is also highly effective as part of an on-boarding process. When relationships are first forming Leading Edge helps to set the baseline.

Searchlight

Searchlight maps Facet5 data onto a standardised competency model. It then produces a narrative report against 6 generic competencies.

• Leadership

• Interpersonal

• Communication

• Analysis and decision making

• Initiative and effort

• Planning and organising

For each competency Searchlight identifies expected behaviour and areas of potential risk. A version of Searchlight can be created mapped to an organisation’s competencies.

BenefitSummarises work relevant skills and focuses on strengths while still highlighting areas to look out for. Maintains a positive balance but doesn’t gloss over risks. Uses easy, work related language.

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Foundation Report

Graphical report with narrative interpretation.

Word Cloud

Summarises the overall theme.

BenefitThe word cloud provides a straightforward description of the key themes.

Five main factors

The classic Facet5 profile.

BenefitThe simple graphical layout provides instant recognition and understanding.

Thirteen sub-factors

Showing main factor and sub-factors with interpreted behavioural comments.

BenefitFactor breakdown allows further support to detailed interpretation.

Word Cloud

Discover your profile with our

unique word cloud that provides

a straightforward description of the

key themes or your personality.

SpotLight provides a tailored development guide:

BenefitsDelivery requires focus. The development guide helps people to decide where to focus efforts.

SpotLight on Coaching

The SpotLight for Coaching model adds two unique reports:

Coaching Readiness

Some people respond quicker to coaching than others. Research has shown the key elements of Coaching Readiness. This report shows how a client is likely to respond. Coaching Readiness analyses the gap between the client and this ‘ideal’.

Gaps are highlighted so the coach can build a coaching model tailored to the individual. Specific commentary shows the important issues.

BenefitEach client’s needs are recognised up front. People are not all treated the same.

Within each of these domains SpotLight identifies:

Strengths Strengths are things you do well. They require little effort, come naturally to you and will be seen by others.

RisksA Risk appears when take your Strength to extremes. Then it works against you. It can become a weakness.

FrustrationsFrustrations arise when others are different from you. They work differently and that causes tension.

ChallengesYour Challenges are potential development goals related to your Risks and Frustrations.

BenefitSpotLight shows what is happening, what the effect is and what to do about it.

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SpotLight Affinity

The Affinity report shows:

• Where the Coach adds strength to the relationship

• What the risks in the relationship are

• What frustrations the Coach may encounter – the hotspots between the two

• What is the Challenge for the Coach? How can the Coach make this work?

BenefitCoaches can identify ‘hot spots’ at the beginning of coaching and work with them.

Affinity: a close connection

marked by community of

interests or similarity in nature

or character

SpotLight Suite SpotLight on Development

SpotLight focuses Facet5 on personal development. Whether through guided individual development workshops or a formal coaching programme, work effectiveness can be improved dramatically.

SpotLight can be embedded into group development programmes or can provide the foundation for a formal coaching exercise.

The SpotLight suite consists of three separate but interlinked reports. Online resources and facilitator materials build capability quickly and ensure powerful results.

Provides the framework for individual coaching, supporting coaches with the framework to build a complete Coaching plan.

Affinity

Coachingrelationship

Oucomes

TechniqueCoachingreadiness

Coachpersonality

Clientpersonality

Making decisions and setting goals

Engaging with and consulting others

Focusing on people and tasks

Managing your work and commitments

Responding to stress and identifying risk

SpotLight improves individual learning and development outcomes through heightened self-awareness and action planning .

SpotLight uses a five-point development model covering:

BenefitThe SpotLight structure allows discussions to focus on practical work issues not theory.

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Effective coaching increases performance by up to 80%

Conflict Resolution

Approach to discord and conflict. Research shows the links between Facet5 and well known Conflict Resolution drivers. This element identifies team members’ natural styles. An optional multi-rater extension can compare this to what is actually happening in the team

BenefitUnderstanding conflict preferences minimises the negative impact of disputes and improves working relationships. Conflict is seen as constructive and natural.

Work Cycle

Shows how people organise their work, manage conflict and respond to stress and pressure. The model details how individuals or teams will go about:

• generating ideas

• evaluating options

• decision making

• implementing decisions

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TeamScape Suite

TeamScape shows:

• the culture of the team,

• how relationships are likely to work

• how the work will be managed and delivered

TeamScape is used when:

• forming new or reforming teams

• supporting teams through change

• integrating new team members

Key features

• Researched data sets, identifying Orientation to Conflict, Tactics and Proportionality

• Extensive on-line resources, designed to support any team based intervention, including workshop outlines and exercises

• Resources build facilitator capability quickly and powerfully

• Individual, easy-to-read TeamScape report shows each member’s profile and preferences relative to the whole group

TeamScape applies proven team collaboration

methodology to identify team dynamics.

Outputs

TeamScape can generate multiple reports depending on the need.

Facet5 Overlay

The simplest but a very effective way of comparing profiles is the overlay. Here up to 30 profiles can be compared visually.

BenefitTeam behavioural similarities and differences become obvious building individual and team understanding. Shows the diversity within the team and where to access differing styles to get the work done.

Facet5 Snapshot

An alternative is the Snapshot. This plots the centroids of a group of Facet5 profiles. This is ideal for seeing trends in larger groups. These trends can be linked to Working Styles or even Corporate Culture.

BenefitA snapshot shows trends in behaviour that effect team functioning and allows team members to understand others’ personal style.

Work tactics

TeamScape also provides information on how work is managed. Following a process or breaking the rules?

BenefitTeams can recognise individual strengths in process and allocate roles accordingly. Allows teams to have the right people doing the right roles!

Proportionality

Reaction to stress and pressure. Do people overreact, underreact or have a balanced response to stress

BenefitIdentifying people’s likely reaction to stress allows teams to predict and manage difficult situations better.

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BenefitUnderstanding the work cycle pressures in a team shows where support, training or other development can be applied. Allows for targeted support, training and development to ensure maximum team performance.

360 review

For each of the 7 leadership dimensions the SLR gives a detailed 360 review. It also shows how well this objective feedback matches the expectation from Facet5

BenefitLeaders can see exactly how they are perceived and where strengths lie. Positive behaviours are identified through evidence based review from the people who matter.

Development Guide

By comparing the prediction to the actual results the SLR identifies the areas where fastest improvement can be made. And those that may be more difficult.

BenefitSome behaviours are easier to develop than others. The SLR Development Guide identifies where the fastest gains can be made.

Reviewers Comments

The SLR captures and reports free narrative where required

BenefitsThe content of this narrative provides a subtle understanding of core feedback themes. Reviewers natural language is captured and reflected. If required text can be exported and analysed using sophisticated content analysers.

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SLR enables organisations to:

• outline the strengths, challenges and degree of ‘stretch’ required for leaders to deliver organisation strategy

• create relevant, data driven development suggestions, embedded in development systems used in organisations around the world

• integrate with existing leadership development frameworks and processes

BenefitsCombines behavioural trends with objective feedback.Development suggestions are organised to produce relevant and helpful guidance.An easy-to-read report converts data to information.

Strategic Leadership Review (SLR)

Leadership development is critical to organisations. One of the

best known models in the western world is the Transformational

and Transactional leadership. The SLR combines a Facet5

Personality Profile and a 360-degree review of Transformational

and Transactional leadership, in a plain language,

easy-to read report.

The unique combination of personality and 360-degree data, is underpinned by a large database of existing leadership data and a powerful prediction engine. This means the SLR analyses and predicts leadership behaviours and development like no other tool.

The SLR accepts unlimited reviewers from up to 5 viewpoints.

Self perception

The SLR shows how realistic a leader’s self-perception is.

Are they self-enhancing or self-diminishing? This can then be related to core personality.

BenefitSelf-awareness is the cornerstone of any self-development. Increased self-awareness allows people to focus energies on what you do best and adapt to circumstances as they arise.

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Step 3 Match candidate to role

Maps a Facet5 profile to an Audition template. It shows the closeness of fit and where the gaps are.

Using a traffic light system, the most significant gaps are highlighted and interpreted.

Benefit Organisations can see the ‘fit’ between person and role instantly. Gaps are identified and development paths created.

Step 4 Interview with tailored behavioural interview guide

The interview guide provides a structure for a behavioural or situational interview based on the Audition analysis.

Benefit Structured interviews are a fair, objective and valid way of identifying top talent. All candidates are viewed though the same objective lens.

Audition Suite

Audition is Facet5’s way of linking individuals to specific

roles or behavioural requirements. Audition is ideal when

an organisation knows what it is looking for or where

empirical research has identified preferred behaviours.

Step 1 Define the role

• Charts showing the desired behaviours in Facet5 form

• A ‘copywriter’s guide’ giving the preferred language to use when describing the role

• A Word Picture of the ‘ideal’ candidate in behavioural terms

The Role Template delivers an objective, clearly defined understanding of a role

Benefit Identifying the critical behaviours is the foundation of effective selection or development.

Audition will show:

• the behavioural requirements of a role

• how well an individual fits a role

• how a manager and direct report will relate (the Spotlight Affinity Report can also do this)

• how individuals and teams match key competencies such as innovation

Audition delivers:

• an objective view of a role

• a clear mapping of an individual to a role

• a comparison between individual behaviours and role requirements

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Step 2 Compare candidates

This report maps a group of people to a template. They are scored and ranked to show how the group matches the ideal.

Benefit Organisations can see who has the best overall fit within the group. People with similar overall matches can be differentiated accurately.

BackDrop

BackDrop shows the ‘current state’ and the ‘ideal state’

of organisational or team culture. How the organisation

sees itself and how it would like to be seen. The culture

is described using a common language.

BackDrop also maps the personality data of change teams in order to understand how the transformation is likely to take place.

BackDrop is founded on four key Culture elements:

• influence or acceptance

• innovation or adaptation

• people or things

• collective or individualistic

Key features

• Based on sound contemporary psychological theory

• Questionnaire consists of 11 questions and can be taken in 10 minutes

• Data overlays and snapshots show orientations to change

With BackDrop organisations can:

• define the aspirational culture and understand the challenges moving to it

• identify the roles individuals will play in achieving it

• develop relevant, informed change plans to increase the likelihood of success

• understand individuals’ likely response to change, stress and pressure

Desired change is shown graphically

Benefit Organisations and individuals can see at a glance the future direction using a familiar structure.

Factor Breakdown shows the current and aspirational states

BackDrop combines the views of multiple reviewers.

Benefit Organisations can see at a glance where the biggest changes in behaviour will be needed.

People respond differently to change

The Change Matrix shows how individual team members will contribute to the change process. Are they: • change agents? • transformers?• anchors?• non-aligned?

Benefit Change plans are individualised. The impact of change for each person is shown separately.

Further benefits

• Since BackDrop is fully integrated with Facet5, personal profiles can be used further for coaching and development purposes

• BackDrop defines and describes the culture in a common language

• BackDrop communicates the essence of the organization – ‘who we are’ and ‘what we stand for’

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ToRQ

ToRQ (TailOred Reasoning Questionnaire) is an advanced

evaluation of job relevant decision-making skills. ToRQ combines

cutting edge testing processes with the power of personality

to produce the next generation of cognitive assessment.

ToRQ moves beyond just cognitive power and looks at the effect of personality on performance. It is the combination of capability and character that provides the most accurate measure of an individual’s potential.

Key features of ToRQ

• Twelve questions

• Four levels of difficulty

• Difficulty level automatically managed through the assessment

• TorQ is not timed

• Questions can be selected in any order

Benefits

Relevant: ToRQ items are work samples created to match the modern working environment.

Secure: ToRQ items are created ‘on-the-fly’ using precise design rules. No two items are ever identical so answers cannot be copied and leaked

Realistic: ToRQ uses Computer Adaptive Test processes to ensure people are faced with questions that are realistic for them.

Fair: ToRQ incorporates Response Latency Analysis to discriminate between people who differ in the speed with which they get to an answer. Whether people are quick or slow ToRQ will measure accurately.

Comprehensive: ToRQ can be used at any level from school leaver to graduate or managerial.

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2524

This is an essential support tool to help understand how to navigate and develop successful relationships. The site allows you to compare your personality style to that of another person. The insightful data helps you to build solid working relationships with a focus on:

• what is your personality strength that you bring to the relationship

• identifying the potential risks that may work against you

• identifying the frustrations that arise when working with people different to you

• and importantly provide you with a development challenge to grow your relationship

Key features

• Create an account, and save profiles for ease of access and comparison

• Access your Spotlight and Facet5 Profile online

• Compare profiles quickly with a new layout and the ability to switch between views

• Compare 40 countries personality profiles based on our global National Character research

• Development challenges to help you to take action

Available on all devices

The Facet5 online site has been built as a web app. This means that it uses a browser to access and display the information. It can be used on all devices that have an internet browser, including desktops, tablets and smart phones.

Versatile application

Here are some ways to use Facet5 online system within your teams:

• After a debrief to reinforce learning

• As part of a coaching session to help build a strong coaching relationship

• As part of a team development session

• Supporting managers with building strong working relationships in their 1:1 meetings

• Helping with understanding on how different culture work with the country comparison feature

Facet5 A coach in your pocket!

Facet5 provides online tools for individuals to access

and apply the insights from their profile bringing your

Facet5 Profile to life in a practical, hands on way.

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Haven’t found what you’re looking for?

Did you know that all of our products have been based on a client need?

If you can’t find what you are looking for we are happy to discuss research and development partnerships with you. Our strong evidence based approach and robust research methodology generate outcomes that work at a very practical level for your organisation

Our recent research work

Practical research

A global Talent Management Consultancy

• Creation of a development guide to link personality to defined Assessment Centre competencies

• Identification of behavioural drivers for Innovation in a large management group

A multi-national pharmaceutical company

• Creation of a Transformational Leadership model for Commercial executives

• Cross Cultural assessment process now running for over 20 years

A Multi-national financial services company

• Implementation of modified corporate culture and alignment of individuals

An Asia Pacific Telco

• Implementation of on-boarding process for new hires

Facet5 Practitioner Workbench

The Facet5 Practitioner workbench is a powerful web based application available 24/7 that enables Facet5 Practitioners to manage all aspects of their Facet5 account. The Facet5 Workbench allows the Practitioner or approved administrator to login securely via a web browser where they can administer respondents completion of the Facet5 personality questionnaire through to printing all reports and materials for their workshops.

The powerful reporting engine allows you to make quick and easy comparisons of individuals online and to produce detail reports for Individual, team and organizational development.

The Facet5 Practitioner Workbench, Facet5 Personality Questionnaire and reports can be branded with your company logo.

Over 20 reports are available online at the click of a button.

Facet5 Support and Learning Centre

At Facet5 we believe in supporting our Practitioners with worldclass learning and materials. When you become accredited in Facet5 you are provided access to our extensive online learning and support centre.

A rich resource of learning videos, facilitation resources and tools, and instructions materials it is supported by a global network of partners who speak over 40 languages with extensive experience across the spectrum of individual, team and organization development.

Specialist Executive Development Consultancy

• Creation of development process to develop Conversational Leadership skills

Pure research

Hungarian university

• Cross cultural response patterns

Australian university

• Relationship between personality factors and cognitive results

UK university

• Evaluation of the link between personality and an established measure of corporate engagement

Asian think tank

• Identification of an Asian Leadership model

• Evaluation of country differences across South East Asia

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Join our Global Practitioner network

You will be given a unique account name and password to the Facet5 Practitioner Portal. This is our dedicated online resource comprising a secure Workbench and Learning and Support Centre.

The Portal allows you to manage and store your Facet5 data. You can issue invitations, review profiles and download reports at any time and from anywhere in the world.

The Support and Learning Centre covers the full range of Facet5 applications. It contains case studies, articles, videos, images and a comprehensive set of training manuals, facilitation guides, tool kits and materials.

If you cannot find what you need, you have access to a global community of practitioners and Facet5 learning and development experts. Your local Facet5 Partner is on hand to offer their advice and support and we have active LinkedIn and Facebook groups

You will be kept up to date about our range of continuing development and learning options including ‘Train the Trainer’ programs and Advanced practitioner workshops.

How do I apply?

Contact your local Facet5 partner or visit our website facet5global.com for a list dates and locations.

Who can apply?

No specific knowledge or experience is required. It is a natural home for professionals engaged in individual, team or organisational development. But we welcome anyone with a curiosity about people and an interest in the connection between personality, relationships and performance.

What will I have to do?

The first step will be to complete a two-day Facet5 accreditation. The programme is interactive, practical and fun. You will leave with a sound understanding of the Facet5 model, where it fits in the field of personality assessment, the breadth of its application and sufficient knowledge and materials to de-brief a Facet5 Profile.

What happens next?

You can now begin your journey as a Facet5 practitioner with access to all the support and resources you need to become as much of an expert as you choose to be. The power of Facet5 lies in its utility and we make it as easy as possible for you to incorporate it into a broad range of learning and development processes. Time is valuable and the following should ensure that yours is spent more on delivery than on working out how best to do it.

‘Facet5 Accreditation has been

the start of an amazing journey

of discovery for me. I feel

I am now better able to support

my clients with meaningful

solutions and outcomes that

meet their needs.’

Jessica Symes

We believe every great partnership

begins with a conversation.

Our extensive global partner network

means there is an expert close

at hand who speaks your language

and understands your business.

facet5global.com

‘Thank you for your work and dedication

in supporting the development of our people

and teams with Facet5. It is refreshing to work

with an external partner who comes to the table

as though they are one of us’

Lisa Brubaker Manulife/John Hancock