See how your team works together
Put individual profiles together into a picture of the team: which work styles and team roles are strong, which are thin, and where differences cause friction or bring balance.
What a team gets out of it
Differences you can name
Profiles turn "we just don't click" into something concrete, such as a different need for structure or for debate, which a team can actually talk about.
A view of the team's balance
See which styles and roles the team leans on and which are missing. Useful when the team takes on new work or when you write a role profile for a vacancy.
Team sessions that go further
A team day or retrospective gets further when it starts from the same information, seen by everyone, instead of from opinions about each other.
How a team assessment works
Set the question
Start with what the team wants to understand or improve: decision-making, working together after a reorganisation, or a new team lead.
Everyone takes the questionnaires
Each member completes a personality and a team role questionnaire in their own language, in about 20 to 35 minutes.
Individual first, then the team
Each member reads their own report first. Then you put the profiles side by side to see the patterns in the team.
Discuss it together
In a session led by an HR adviser, coach or psychologist, the team agrees on two or three concrete working agreements.
Assessments for teams
A personality questionnaire is the base. The library also has a questionnaire on leadership style and team roles, intended for development.
Personality
Each member's work style on the Big Five traits, the basis for comparing styles within the team.
Motivation and values
What each person needs from their work. Different drivers explain many disagreements about priorities.
For the team, not for ranking
Team assessments are for understanding and development. Don't use them to decide who stays in a team, and don't look for one right profile: good teams work through different strengths. A dedicated team overview in the app is still being built; ask us how we support team sessions today.
Frequently asked questions
How big should the team be?
It works well from about four people. In very small teams, individual answers are easy to recognise in any summary, so agree openly what is shared. In large departments, look at the groups that actually work together rather than the whole unit at once.
Do team members see each other's results?
Only if they agree to it. A common approach is that everyone sees their own report, and in the session people share what they recognise and choose to share. A facilitator can show patterns in the team without pointing at individuals.
Can a team assessment help when we hire for the team?
It can show which styles the team has less of, which is useful input for the role profile. Be careful not to hire for fit with the team alone: the profile should come from what the job requires, and a person decides.
Who should lead the team session?
Someone who can interpret profiles and is outside the team's hierarchy works best, such as an HR adviser, coach or organisational psychologist. If the manager leads it, they should share their own profile too.
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