For people to know themselves and each other
Having different personalities in the team and organization creates challenges and opportunities. Do you know yourself? And how well do you know your colleague’s personality? Can you act in an intelligent manner with yourself and with others?
Research shows that psychological safety is top teams’ most critical success factor. The basis for everything is knowing oneself and being able to make choices and express oneself openly and empathetically. Well-being and productivity reinforce each other and strengthen both individual and organizational success.
Workplace Nordic promotes, develops and supports the use of carefully selected world-class assessment tools for individuals and teams worldwide. Workplace Nordic offers high-quality certification programmes for our tools. Our clients include companies, consultants and coaches, who use the tools for example for developing management teams and other teams, for leadership development programs, career planning and recruitment.
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A key finding from the Big Five research on the workplace is that people prefer and best succeed in tasks and circumstances that fit their Big Five profiles. We accomplish more in teams and organizations that know how to take into account and benefit from different personalities…
Research shows that emotional intelligence is a skill which top performers and professionals master. Emotional intelligence is a skill that promotes success and well-being for you and for others. Emotional intelligence is not a static factor – on the contrary, your emotional intelligence changes over time, and you can consciously develop it in targeted areas. Emotional intelligence is not vague; we can measure and describe it in a concrete manner…
The emotions that employees experience at work, the ability of the workplace community to deal with different emotions, psychological safety and the attention to psychological needs make up the unique emotional climate of any workplace. This emotional climate has a crucial impact on people’s performance at work: it affects energy levels, motivation, interaction, decision-making and commitment…
In Finland, one in four people experiences symptoms of burnout. Preventing burnout is extremely important for the individual and the organization. Addressing risk factors for burnout proactively can have a big impact: we can increase well-being, improve satisfaction and the quality of work. We can reduce absences, staff resignations and turnover…
Something that has proved both a useful and fun way of stimulating open discussion in a team is the Conflict situations and emotional temperament team simulation. The simulation places the team in an imaginary situation, away from the work context. In the heat of the game, the team learns about each
What our customers are saying?
WorkPlace Big Five is by far the best assessment method that I have used thus far. It’s clear and compact, covering aptly the key areas of a person’s work personality. It is an extremely useful tool in various contexts, such as recruitment assessments, management team development and coaching.
I utilize the WorkPlace Big Five tool for management team development and individual executive coaching, and I’ve found it extremely useful. The tool helps to find a personal and efficient management style and creates a powerful opportunity to benefit from the differences in various groups. With this tool, it’s easy to make visible the potential and the problems in a group’s way of thinking and working. In conflict situations, WorkPlace Big Five increases the understanding of different parties’ way of working—WPB5 provides the keys to learning new collaboration models.
At Terveystalo, we aim at measurable effectiveness in all our customer work. We use WorkPlace Big Five as a development tool because of its strong scientific basis and because, based on this method, we can make concrete development plans. Our work psychologists use the WorkPlace Big Five tool to promote health and welfare among individuals and work communities. WorkPlace Big Five profiling is also an integral part of the management training we offer our customers.
I use the MBI + AWS scales in my work as a coach for leaders and managers. This method has proved a useful tool in measuring clients’ coping at work. In leadership coaching, sustained well-being at work is one of the most common goals, and the person’s own experience is always the starting point in the process. It’s also essential that a person’s feelings about their coping are seen from a wider perspective. I’ve found it very useful when the measurement indicates that “only 12% of the comparison group is coping worse than you are”. It’s an eye-opener; it provides a perspective on how you feel about how you’re coping and strips the last intentions of bravely soldiering on at work. This paves the way for effectively dealing with the situation and looking for keys to change. The Areas of Worklife questionnaire included in the measurement is also a useful tool in tracking the factors that have an effect on coping.
The EQ-i 2.0 course was well organized. The online course provided sufficient basic knowledge on the subject, and the interactional training sessions gave an opportunity to deepen our knowledge. We felt the course was suitably demanding, truly enabling us to use the method; the final exam also backed this up. It’s good that the trainers make sure the users of the method really know how to use it.
Good leaders have emotional intelligence. They can lead and engage personnel and get better results. They can interpret their own feelings, and they believe in themselves; they are also skilled in expressing their opinions and feelings. They are optimistic, flexible and stress resistant. Good leaders apply their self-knowledge and objectivity to decision-making. In selection processes, it’s important to pay attention to a leader’s emotional skills. In emotional skill assessments, we use the scientifically validated EQ-i 2.0 emotional intelligence scale to help our clients find emotionally intelligent key personnel. Emotional skills can also be developed, so everyone can improve in this.
My clients have felt that it’s particularly useful to see how the various components of emotional intelligence are balanced. Some of the insights on this balancing have resulted in big changes in ways to lead and interact, with very good results.
WorkPlace Big Five Profile brings practical benefits for: Experienced leaders in that it deepens the insight they may have gained from previous personality / performance assessments and gives them the opportunity to focus on specific areas for development. New managers and leaders in that it gives them an easy to understand frame to plan and execute their personal / professional development. Trainers in that it is an easy to administer, credible tool, that brings a practical approach to assist others in developing important skills and mindsets.
Here at The WeLaB, we have used the Maslach Burnout Toolkit in management and team coaching. The MBI works well in eliciting discussion on burnout, and even if someone is not suffering from burnout, the six areas of worklife (AWS) have provided useful information on their fit with their workplace culture. We’ve had many interesting and insightful discussions on values and fairness for example.
Personality is the bedrock of who a person is, but their EQ is the capstone that forms the whole person. Understanding emotion skills and knowing your own skills is a great basis for self-knowledge and personal development. The EQ-i 2.0 is a comprehensive and concrete method for assessing emotional intelligence, and the best part is that it centers on personal well-being. And for many of us, that’s what matters the most. I combine these two tools, the WorkPlace Big Five personality profile and the EQ-i 2.0 emotional intelligence scale, to provide the client with a useful combination that supports the coaching process regardless of the theme of the coaching.
