“Behaviour: the way in which one acts or conducts oneself, especially towards others.”
– Oxford Dictionary

We love the Oxford Dictionary’s definition of behaviour. It speaks directly to emotional and social intelligence. The intra and inter personal skills a person has that helps them to adapt and flex to the work environment.
In this blog we look at the role of:
  • Personality
  • Resilience
  • Motivation
  • Emotional and Social intelligence

and how they drive behaviours in the workplace.


It has long been recognised that personality is a driver of behaviour. There are many great occupational psychometric assessments that seek to predict a person’s behaviour in the workplace through the measurement of personality traits. Typically, these assessments measure aspects of or, are influenced by the Big Five model (a suggested taxonomy or grouping for personality traits).

Commonly you will see words like dominance, sociability, drive, compliance, influence, thinker, feeler, steadiness, relaxed etc that work to measure various personality traits and extrapolate likely behaviour.

For example; if a team member is scoring high on dominance, I can expect that person to behave in a competitive, results orientated manner. If a team member scores low on the sociability (often linked to the extroversion scale), I can expect that this person is likely to display introverted behaviours and is unlikely to seek the spotlight.

Psychometric assessments are used to help employers recruit, develop and succession plan their people based on the behavioural requirements of the role. This is often referred to as job-fit. It gives the employer a better chance of placing an engaged employee who is able to behave based on the requirements of the role.

The greater the rigour of assessment (reliability and validity measures), the more effective the assessment is for the user acting as a guide to a person’s likely behaviour.

People will stretch and scrunch throughout their careers based on experience, discipline, through a sheer will to change or out of necessity.

“It is the ability to adapt to changing circumstances that we believe demonstrates personal excellence in the workplace.” – flowprofiler®

Some assessments will strongly suggest that personality traits are innate and barring a significant life changing event should remain stable throughout the employee’s years of employment. Other assessments suggest that personality traits are 50% innate and 50% environmental.

“In our experience, assessments give us more questions to ask so that we may corroborate and clarify an employee’s results with how they are likely behave in the work environment.” – flowprofiler®


The measurement of resilience is another great way to gain insights into how a person is likely to behave on the job.

“We know that resilience is demonstrated through a combination of behaviours that, when used well, gives the employee the superpowers required to quickly recover from set-backs.” -flowprofiler®

Psychometric assessments such as resilienceflow® are perfect to help employers assess for a person’s ability to shift and adapt to the changing demands of the role. The graphic below shows the dimensions (observable behaviours) that resilienceflow® measures.




It has been well proven that resilience can change over a person’s lifetime and through their experiences. In fact, there is a term in clinical psychology called post-traumatic resilience. It is the idea that through adversity, a person comes out more resilient on the other side as a result of the experience.

These behaviours are essential for roles that require decision-making, negotiation, project planning, perseverance and that have high levels of change.


Understanding an employee’s motivation drivers is critical in understanding what engages a person in the role and how your organisation fits within those needs. For example, a person strongly motivated by financial reward will struggle to succeed in a role that doesn’t provide money as extrinsic motivation driver. The resulting behaviour may be dis-engagement, frustration and employee dissatisfaction.

Our psychometric assessment motivationflow® is perfectly placed to help you identify the motivation drivers of your people so you can assess what, if anything needs to change in order to satisfy and engage your employees.

Emotional and Social Intelligence

As we explored in our opening paragraph, the very definition of behaviour speaks to the importance or emotional and social intelligence in our attempt to predict and develop workplace behaviour.

“Successful performers are self-aware and are able to self-regulate their behaviour.” – flowprofiler®

Measurement of emotional and social intelligence combined with specific questions will give you key insights into ‘on the job’ behaviour. Our psychometric assessment, eqflow®, is perfectly placed for exactly this purpose.

The model below shows the dimensions measured. You will see how powerful this information becomes when you combine it with the information you gain from your personality profiling tool. For example, a person high on the dominance scale (competitive, results oriented, high level thinking etc) will exhibit very different behavioural styles based on their ability to emotionally regulate.

Using a combination of assessments that measure a variety of behaviours ensures a wholistic approach to your recruitment campaigns, professional development initiatives and succession planning strategies.

Please email is at info@chalmersinterational.com and we can show you how.


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