The use of individual assessments based on the Big Five model for soft skills mapping within teams offers numerous benefits. Eggup’s proprietary algorithm analyzes the results to optimize team composition and role distribution, maximizing the team’s potential in terms of performance, effectiveness, and engagement.
The benefits of the soft skills mapping process are numerous. Among these, we find:
1. Optimization of team performance: The mapping process allows the identification of each team member’s strengths based on the five major personality traits: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness. This helps assign roles and responsibilities so that each team member can work in areas where they can naturally excel, thereby optimizing the overall team performance.
2. Improvement in collaboration and communication: Knowing the soft skills and personality traits of team members facilitates communication and collaboration. Eggup’s algorithm identifies the optimal team functions (Brain, Hand, People), enabling leaders to form groups that best leverage these interpersonal dynamics.
3. Increase in engagement and satisfaction: Assigning roles based on soft skills not only boosts productivity but also improves employee engagement and satisfaction. Employees are more motivated when they feel that their personal traits are recognized and valued.
4. Targeted professional development: With a clear understanding of soft skills, companies can offer more targeted training and development opportunities. Development plans can be personalized to address specific skill gaps or further enhance strengths.
What does a soft skills mapping process entail? Let’s go through the steps:
1. Individual assessment: Each team member completes an assessment based on the Big Five model, which evaluates personality traits across various aspects crucial for teamwork.
2. Data analysis: The data collected is analyzed by Eggup’s proprietary algorithm, which calculates each individual’s potential in terms of team functions (Brain, Hand, People) and specific roles (e.g., Problem Solver, Achiever).
3. Mapping and team roles: The algorithm identifies the best candidates for each team role based on their compatibility with the required traits. This process helps establish an effective distribution of roles within the team.
4. Report and feedback: A detailed report is generated that provides an overview of the soft skills of the team, as well as the functions and roles of each member. This report can be used to discuss progress, plan future development, and adjust the team composition if needed.
The final output of this process not only improves team management but also provides valuable data for future strategic decisions, such as hiring or organizational changes. By using this information, companies can create more harmonious and efficient work environments where each team member has the opportunity to contribute to the fullest of their capabilities.
Let’s take a closer look at the team report.
In the initial section of the document, right after the cover and summary, there is a list of the participants involved in the analysis. This list is organized in a table showing the names of the individuals being analyzed. Eggup’s proprietary matching algorithm, inspired by Belbin’s team performance model, has been adapted to integrate the Big Five theoretical framework. As a result, the report generated through the Eggup platform operates within a clearly defined scope, following specific guidelines:
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- Team Size: The analysis is ideal for teams consisting of three to nine members. Teams of fewer than three are considered pairs, and for groups larger than nine members, it is recommended to split them into subgroups for a more detailed analysis.
- Report Applicability: The report is particularly useful for highly interdependent teams, where one member’s output becomes another’s input. Typical examples of interdependent teams include those in marketing, design and development, and human resources administration. On the other hand, teams like sales, where members operate more independently, are not considered optimal for this type of analysis.
These guidelines ensure that the analysis is applied in contexts where it can be most effective and produce significant results for improving team performance.
The next page presents the main indicators of the team, including:
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- Team potential: The team’s performance potential index.
- Team effectiveness: The team’s potential effectiveness index.
- Team commitment: The team’s emotional engagement index.
The following pages provide information regarding the main team functions:
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- Brain: The ability to propose new ideas and solve problems.
- Hand: The ability and propensity to execute planned activities.
- People: The relational abilities of the team.
These are represented through graphs and detailed tables.
Next, a percentile table is presented showing the distribution of each team member across five team roles:
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- Problem solver: Focuses on solving problems efficiently, minimizing time loss, using creative thinking, defining problems, identifying resources, and managing priorities.
- Coworker: Supports team members practically and emotionally, influencing the relational and work climate positively. They understand others’ needs, cooperate, empathize, and contribute to task development.
- Scheduler: Plans and organizes activities, optimizing their development and process. They analyze, organize, plan, optimize resources, and maintain a short, medium, and long-term perspective.
- Surveyor: Monitors and checks progress, ensuring that time and planned activities are respected. They track time and cost adherence, verify project status, and report progress and discrepancies.
- Achiever: Implements the planned tasks and delivers the project. They actively listen, execute assigned tasks, turn directives into concrete activities, generate procedures and good practices, and complete tasks on time and within budget.
At the end of the report, the role of Team coordinator is indicated, emphasizing that the team coordinator is not necessarily the leader, but rather the individual with the greatest potential to make the team’s activities effective. This is just one aspect of leadership, which should also consider experience, seniority, and technical skill—dimensions not evaluated within Eggup’s team report.
The final section provides a concise profile based on the Big Five theoretical model for each participant in the analysis.