Profiling | JCP Consultancy Limited

Profiling at JCP

We use a number of psychometric profiling tools to help our clients become more effective as team members.
They include:



Facet5 is a ‘Big 5’ personality profiling tool which measure five personality factors and thirteen sub-factors:

  • Will – determination, confrontation, independence
  • Energy – vitality, sociability, adaptability
  • Affection – altruism, support, trust
  • Control – discipline, responsibility
  • Emotionality – anxiety, apprehension

Through means of an online questionnaire an in-depth report is produced that gives the respondee a full breakdown of their preferences towards the above and so fosters the recognition of personal strengths and weaknesses, personal development, speedy integration of individuals and teams and focuses for leaders and managers to get the best out of people.

As well as the overall report, respondees also receive a ‘family portrait’ summarizing the key points in a word picture showing how the participant contributes to a team, as well as commentary on their style as a leader, their key work preferences and their management needs.

Feedback is carried out in 1:1 format by our accredited personnel.

A number of Facet5 behavioural profiles combined together for team development purposes to form a Facet5 Teamscape profile. The combination of individual data sets and a team collaboration methodology means Teamscape demonstrates team dynamics powerfully and succinctly. It clearly shows the culture of the team, how relationships are likely to work, and how the work will be managed and delivered.

Belbin Team Roles

Belbin Team Roles

Belbin Team Roles is a behavioural measure that through a combination of self-perception and 360º questionnaires filled in by colleagues, gives an insight into their most effective, manageable and least effective roles of individuals.

Belbin Team Roles aims to make people more aware of the potential roles that they and others might play in a team (and their preferences towards those roles).

By becoming more aware of our preferences both ourselves and the teams we work in can become more effective.

Feedback can be given either in a workshop setting, 1:1 interviews.



The Fundamental Interpersonal Relations Orientation–Behaviour™ (FIRO-B® ) suite of assessment products helps people understand their interpersonal needs (grouped into three categories— Inclusion, Control, and Affection) and how those needs influence their communication, problem-solving, and decision-making styles as well as other aspects of their behaviour. FIRO-B provides in-depth descriptions of how people behave, how they affect and are affected by others, and how they can be more effective.

The tool fosters increased organisational performance. It also reveals how interpersonal needs drive people’s behaviour and can shape people’s ability to build trust, influence others, and create productive relationships.

Cooperation and Beyond


This measure focuses upon giving the respondent insight into a number of qualities which are crucial to initiating and sustaining collaborative relationships. Through 360º questionnaires completed by peers, feedback is given on:

  • Personal preferences in relational risk and trust (two crucial behaviours in the development of effective collaborative business relationships) as seen by colleagues and how to use that insight to your advantage.
  • Feedback on how well your colleagues believe you understand the real needs of others with whom you interact.
  • Guidance on how to better understand those real needs of others, and to be perceived as understanding them.

The Persuasive Communicator


The Persuasive Communicator workshop enables delegates to build sustained, long term win/win business as well as personal relationships. Respondees receive anonymous feedback on how business associates perceive their natural communication style, ability to project empathy, and level of interpersonal flexibility. This "how others see me" feedback enables each delegate to focus on and enhance those communication and trust building skills needed to influence and impact the person with whom they are speaking. Respondees choose a real-life work-related individual whom they will use as a "case study" during their feedback. This "case study" individual is usually someone the delegate has previously been unable to influence effectively, but really wants or has a need to influence going forward. By the end of the intervention, with the aid of an analysis provided by the profiling software, an action plan is developed, for a new approach to positively influencing their case study.



Quintax is a talent assessment and management tool developed in the UK for selecting, developing, and providing insights to people at work.

The Quintax tool is used:

  • in recruitment situations to see what personality differences exist between potential hires, and how this can impact on how they work
  • in one-to-one settings to give people insight about themselves so they can learn and develop aspects of their approach to work
  • to help teams improve their styles of interaction, work and cohesiveness
  • to support leadership development in organisations
  • to support career transition and life coaching among those choosing careers, switching organisations or jobs, or adapting to new life goals as a result of life events, retirement, or other factors



The Organizational Cultural Assessment Instrument (OCAI) is a psychometric tool which helps organisations identify their current and preferred culture. Through the use of a simple survey, participants identify their perceptions of both existing culture and their desired future culture. Organizations can then utilise these results to assess both the current cultural state and also to identify gaps between current and desired futures.



The Strength Deployment Inventory helps people understand themselves by helping them understand the motives that drive their behaviours in two different conditions — when things are going well and when they face conflict. By increasing self-awareness and interpersonal awareness, it increases personal effectiveness and interpersonal effectiveness. The SDI helps leaders at all levels focus on how they communicate and work with one another and how they use individual and team strengths in light of their business needs. The result is reduced conflict and increased collaboration and trust, building productive work relationships for sustainable results.

Richard Barett’s Cultural Transformation Tools

The Cultural Transformation Tools are diagnostic instruments for supporting the growth and development of organisations, leaders, society, schools, and individuals.

By focussing on culture, values, beliefs and motivations they measure and map the underlying causal factors that promote or inhibit performance.

Partnerships & Memberships

Major Projects Association
Crown Commercial Service Supplier
Institute of Civil Engineers
Get in touch:

Simon Vaughan

Paul Mellon

Meet the JCP team
JCP Awards:

Utility Awards
Supply Chain Excellence award in conjunction with UK Power Networks

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