AssessioAI’s Team Profile includes three key components: the Leadership Competency Map, the Big Five Personality Data, and the Values Map based on the Schwartz Theory of Universal Values. These tools offer deep insights into team dynamics and help support critical hiring and team development decisions.

With this data, you can tailor development plans to improve overall team performance, design personalised development programs for professional growth, help resolve conflicts or improve team cooperation, and hire people who complement the team in critical areas.

Team Profiles give you a detailed understanding of your team members' competencies, values, and behavioural preferences. Besides helping you get to know your team, you can use the insight to:

To get the insights mentioned above, you need to:

To learn more about how to best interpret the Team Profile, we recommend you go through a Team Development Workshop. Read more about it here.

AssessioAI's Leadership Competency Library includes 20 essential competencies for effective leadership. These competencies provide a comprehensive understanding of team team members’ strengths and potential development areas, and help understand how they can contribute to the organization’s long-term success.

Competencies are the knowledge, skills, and abilities required to perform a job successfully. Understanding your team members' core competencies gives you the insights you need to distribute responsibilities among them so that everyone can leverage their strengths. A team with diverse competencies generally benefits from complementing each other.

To get more information about each competency, explore (click on) the different competencies on the map. You will see where your team members place on the scale, and you can spot people highly skilled at specific competencies.

Green competencies represent what your team is strongest at, while orange competencies represent potential gaps. Your team doesn’t have to be strong in everything. Think about your team goals and what competencies your team needs to achieve them. If you are unsure about your goals, we recommend you go through this goal-setting exercise.

By clicking on the competencies, you open up a more detailed overview where you can learn who is more or less confident in each specific competency and what a highly skilled person can bring to your team.

You can also explore the team's Competency Insights, which highlight strengths, potential gaps, and unique skills. Scroll down on your Team Profile to see the "Competency insights" section.

Keep in mind that these insights are purely based on self-evaluation. That's why potential gaps are called "potential." It is up to you to evaluate which competencies your team needs and which are less critical.

The AssessioAI Competency Dictionary contains 20 competencies. To learn more about these, download the Wisnio Competency Dictionary.

After you have reviewed and analysed your team’s Competency Map, here’s what you can do with this information next:

The Big Five Personality Model categorises traits into five broad dimensions. This model provides a comprehensive framework for understanding individual differences in behavioural characteristics and working styles.

Personality data reveals team members' natural and comfortable behaviors, helping to understand how different personality traits interact within the team, what communication styles are preferred, and in which situations different people more naturally thrive. All this results in better cooperation, fewer conflicts, and higher job satisfaction.

Diversity is generally beneficial for teams when it comes to personality traits. We might feel more comfortable working with people similar to us, but it's not good for performance. For example, suppose everyone is very high in the agreeableness personality trait. In that case, there would be no one to firmly question the team's assumptions or even challenge people in the group if needed.

Personality insights are presented on a five-dimensional scale, called the Five Factor model or “The Big 5”. Read more about The Big 5 theory. As mentioned previously, diversity in personality traits is good. When looking at the Personality Map, you will notice different tags, like "Very diverse", "Diverse", "Similar", and "Very similar" that will help you understand which areas your team might be too similar in and where you might benefit from added diversity.

Remember that the scale has no "good" or "bad" end. Each end of the traits scale has benefits; ideally, you need both types of people in your team. Let's take agreeableness. For example, people on the side of "challenging" are good at pointing out mistakes and protecting their or their group's opinion, but they can sometimes seem confrontational and stubborn to people on the opposite end of the spectrum. People on a "supportive" side tend to be more polite and friendly and may provide more help to coworkers, but they might not speak their minds so easily or may avoid talking about hard things. Both sides have their benefits and flaws. Having both in your team makes the team more complete.

You can go into more detail by clicking the “Show details” button under each trait. Doing so will give you insights on what the team is strong at and not comfortable with. Go through the personality trait insights individually and discuss your strengths and how to use them. Also, look at what the team is uncomfortable with and discuss how it affects your team’s performance.

While understanding the team’s core behaviour is essential, it’s equally important to understand individual contributions. Look at where your teammates are placed on the scale and discuss how this translates into everyday life.

We recommend that your team undergo the Team Workshop personality traits exercise (step 3). The exercise helps you analyse your Team Profile's information and agree on actionable items.

Personality traits represent how we most naturally react and behave in different situations. For example, if you are more towards low extraversion and do not like social events, you probably don't feel comfortable performing in front of a crowd. This doesn’t mean you can never do it; it just takes more conscious effort from you than from a person who is extraverted and enjoys social interaction.

Knowing your team more individually helps to:

The Schwartz Theory of Universal Values helps understand team culture and align team culture with individual values, fostering a cohesive and motivated team environment.

Alignment on critical core values creates a foundation that fosters trust and collaboration between team members. Knowing the core values of the team members helps you understand what kind of culture and environment they need to thrive and have an open conversation about whether your team and organisation provide that.

Having differences in values doesn’t mean the team can’t work together effectively, but it does indicate that people prioritize somewhat different things, so an open discussion about how they work and make decisions as a team is recommended.

Reading the Values Map is perhaps the trickiest part of the Team Profile. While competencies and personality traits are something we intrinsically know more about, values have received less attention.

Your team culture consists of the top three green values and the lowest three orange values, which are what your team needs to have a motivating environment. Research has found that value-fit has been found to strengthen organisational culture, improve engagement, and help with employee retention.

Green values motivate the team the most, while orange values are something they would rather avoid and not have in their work environment.

Click on different values to open up a more detailed model.

First, look at where each individual is placed on the scale. If people are spread across the scale, it indicates that people may disagree regarding this value. The closer together the team, the more aligned they are.

For example, in this case, people might disagree with following the exact rules. The people on the right feel that following the rules is very important and typically act accordingly. People on the left don’t value rules so much. Without discussing and agreeing on how to behave as a group, they might not follow rules on their own and might not understand that this can be a problem for their team members. Holding a simple discussion to clarify each other's expectations can avoid such situations.

In the more detailed model, you can also see what different ends of this value scale represent and how this can translate into work-related settings. These keywords further explain this specific value and fascinating scientific insights about it.

To get the most out of your team’s Value Map, we recommend you go through this team value review exercise (step 2).

If you understand your team's values, you are closer to understanding how to motivate them. Values transcend specific actions and situations, which can help you be aware of how your team might react to different situations.

For example, if your team has a low score for rules and traditions and a high score for creative freedom, it will struggle with assignments that need to be done according to the book and will not understand why strict adherence to the rules is necessary.

Knowing individual and team values helps to:

Use WisGPT to quickly analyze team data or generate team-specific discussion questions. You can ask questions like: