Workplace Nordic


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.

Kati Stenius

Coach, Recruitment Consultant, The Work Lagoon Oy

Workplace Big Five: 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.

EQ-i: 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.

Jarmo Manner

Anne Nahkala

Knowing yourself is the basis for your own development, self-management, teamwork, leadership and well-being. WorkPlace Big5 increases understanding of personality and behaviours, and provides a concrete basis for self-development, leadership and interaction. In my own work, I use it in individual and group coaching and in the development of leadership, self-management and teamwork. WorkPlace Big5 combined with the identification and awareness of one’s own schemas increases self-awareness, knowledge of one’s own personality and strengths, and awareness of harmful thought and behaviour patterns. I use both of these in therapeutic coaching, for example.

Anne Nahkala

Coach, organisational consultant, therapist, Avventura Holding Oy
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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.

Elina Suutarinen & Inka Malmberg-Rajaniemi

Psychologist Consultants, IKIGAI Assessments Oy
Erkki Levä

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.

Erkki Levä

Lead Psychologist, Arespartners
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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.

Riina Laiho & Hanna Westerholm

Leadership and Team Coaches, The WeLab

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. One client’s assessment was reviewed with his manager, and it revealed a feeling of being poorly rewarded for one’s work. The discussion disclosed that the issue wasn’t about the salary but about management group ignoring HR issues that the person was advocating. The manager became aware of the situation, and this opened up an opportunity for change.

Tomi Tuomasjukka

Leadership Coach, Työluotsi Oy
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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.

Ben Nothnagel

Executive Coach and International Lecturer
Antti Aro-2

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.

Antti Aro

Chief psychologist, occupational health, Terveystalo

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.


Senior Consultants, Arespartners

I have used the Workplace Nordic 360° tool together with the WorkPlace Big Five Profile to develop and plan management group and team work. Workplace Nordic 360° answers the question that often arises after completing the Workplace Big Five Profile: “If this is what my self-evaluation looks like, I wonder how others see my behavior in different situations?” In addition to making your personality visible in a concrete way, Workplace Nordic 360° also offers a chance to comment. This means that Workplace Nordic 360° also provides feedback on behavioral patterns, analyzed according to your personality traits. Getting such feedback on your behavior is very useful in itself, and in addition, it helps in utilizing and deepening the insights obtained from the WorkPlace Big Five Profile. Workplace Nordic 360° can also be customized and expanded to suit various needs in organizational development.

Tommi Lindholm

Research Director, Trainer, Brik
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Profound self-knowledge and an understanding of the reasons and consequences of your own behavior form the basis for good leadership. This is also necessary for being able to understand and interpret other people’s differences and behavior, which makes it possible to turn a group into a winning team. This applies to the management group, project team as well as any other team. The WorkPlace Big Five profiling helps both individuals and teams. It’s also extremely useful for strengthening psychological security and vulnerability-based trust in an organization. This is essential and an opportunity for change and development.

Pekko Nieminen

Founder, Executive advisor & principal consultant, Ave Group

At Canon, one of the most important success factors is high-quality, coaching leadership that conforms to our values. For the past few years, Canon has concentrated leadership development efforts on energy leadership at the level of individuals, teams and the organization. Canon needed a method that would help managers identify their own natural traits in the context of management work and to see how their strengths or areas they felt needed development affect their energy and the people around them. The managers felt that the WorkPlace Big Five personal assessment and the Workplace Nordic 360° questionnaire were clear and easily manageable, and they both increased self-knowledge and effectiveness of their leadership in the immediate work environment. The energy tank concept is now part of everyday work in our organization, and I’m sure it will help individuals and teams to manage their energy according to the needs of the situation.

The WorkPlace Big Five reports are informative, and they provide a lot of material for improving self-knowledge and personal development. In the future, we plan to use the WorkPlace Big Five assessments and tools in recruitment as well as in competence and leadership development across the organization. During my career, I’ve had the chance to use various personal assessment tools, and WorkPlace Big Five is one of the best because of its clarity, scientific validity and use potential.

Katja Hautala

Human Resources Director, Canon Oy
Juha Martikainen

WorkPlace Big Five: I used various personality assessment tools for about 20 years when I worked as an executive. For the past few years, I have worked as a coach for senior management, and I carried out an extensive comparison on various tools. I decided on WorkPlace Big Five, because I feel it’s the most suitable assessment for self-knowledge and personal development. The tool takes self-knowledge to a whole new level, so profoundly that it may even hurt sometimes. My customer relationships are usually long ones, and I use WorkPlace Big Five with the executives for various topics, normally within the span of several years.

I always order the Leader and Capacitor reports as well; they deepen self-knowledge into the fascinating world of “blends”. Blends refer to combinations of personality traits; when the combinations are right, you may have remarkable natural strengths to support specific competencies. In comparison, combinations that are not so suitable may help you identify possible pitfalls that may even end your executive career, at worst. When I attended the WorkPlace Big Five training, I said: “I wish I had known all this when I was a 30-year-old CEO”. I often hear similar comments from the executives. I’m glad I can coach many young leaders who get to learn all this already at the start of their career.

EQ-i: I use the EQ-i 2.0 emotional intelligence assessment with the executives more and more. When I mention that the significance of emotional intelligence for success is five-fold compared to IQ, many of my clients say: “OK, let’s get one of those assessments right away.” Some leaders have said that the EQ-i assessment is something they should’ve done at an earlier stage of the coaching process, because that’s what truly revealed their strengths and points for development as a leader. The relevance of the emotional intelligence assessment for developing as a leader is significant, because we can consciously develop and change things. I usually compare the EQ-i emotional intelligence assessment and the emotional intelligence section of BarOn in the WorkPlace Big Five Leader report, and these often reveal an interesting correlation.

Juha Martikainen

Executive coach, Hälsa

WorkPlace Big Five Profile –certified consultants

EQ-i 2.0™ –certified consultants

Emergy® Emotional Climate Audit -certified consultants

Maslach Burnout Toolkit –consultant

Conflict situations and emotional temperament -team simulation consultants

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