Debrief Flow
ONE Opening the Session
Welcome the recipient
Discuss the extent of confidentiality (report and conversation)
What personality is and why it’s important in the workplace
Purpose and context for this Debrief (personal development, team
building, raising self-awareness)
Introduce Facet5 as a Big 5, trait-based personality measure.
Introduce Facet5 factors Will, Energy, Affection, Control,
Emotionality
Explain briefly why Emotionality sits outside of the circle.
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TWO Introducing Facet5
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What Facet5 measures and doesn’t measure (work
preferences, motivations, style and approach - not capability,
skill or learned behaviours).
No right or wrong answers, or good or bad profiles.
Responses are compared to a norm group.
We use a normal distribution / bell curve to understand how
similar and different we are in relation to others.
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Scores range from 1-10 (a standardised 10 score). 5.5 is the
midpoint.
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68% of all responses fall between 3.5 to 7.5 (the mid-range).
Low scores are 1 to 3.5, High scores are 7.5 to 10.
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Any score outside of the midrange (low or high) is considered
less usual.
THREE Self-Estimation Exercise
Describe all 5 factors one at a time:
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Strengths and risks of a high score (above 7.5)
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Strengths and risks of a low score (below 3.5)
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Describe the midrange (more situational / contextual behaviour)
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Ask the recipient to plot their score - ask a brief qualifying question if
they don’t offer an explanation
FOUR Exploring their Profile
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When complete, ask them to join the dots on the circle to create their
Facet5 kite shape
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Briefly explain the secondary role of Emotionality as an interpretive
factor - a lens through which to view the rest of the Profile.
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High Emotionality “amplifies” the behaviours associated with the
other factors.
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Low Emotionality “flattens” the behaviours associated with the
other factors.
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FIVE Introduce Facet5 Family Reports
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The overall score for each factor is a combination of the subfactors below.
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The same scoring applies for subfactors (low, midrange, high)
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The fixed text on the left describes lower scores (<3.5). Fixed
text on the right describes higher scores (>7.5).
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Where someone has midrange scores they may recognise
elements from both sides, suggesting a more flexible style,
adapting their behaviour to the context.
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The summary comment at the top and the comments below
each subfactor are specific to the individuals scores.
Introduce the concept of Facet5 Families
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Facet5 has created 17 reference Families, and each person is statistically
matched to their closest family.
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The purpose of your Facet5 Family is to provide a succinct summary of
your whole profile - a useful shortcut to understand key similarities and
differences between people.
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It’s only based on the 4 factors around the circle – excluding Emotionality.
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Highlight the closeness of fit between their profile shape (in red) and the
Family shape (in grey).
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If somebody has a high or low Emotionality score, they will have an
Impact of Emotionality statement – make sure to point this out if in their
report.
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The Family reports provide focused and practical commentary which
helps people take insight into action.
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These reports are all based on their closest Facet5 family – not their
individual scores.
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Take a moment to share the word cloud on the front of their
Facet5 Profile - what resonates and/or what is surprising?
Compare their self-plotted shape with the profile shape on
page 3. Discuss differences and similarities. What does this tell
us?
Outline the report debrief process and understanding the
profile as a whole.
Highlight the norm group referenced at the bottom of page 3.
Remember to explain the layout and how to interpret the factor
page:
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Introduce the focus, uses and benefits of the Family Reports.
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Searchlight - compares their Facet5 Family to core competencies
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Leading Edge - what they need from their manager and colleagues to be
engaged, motivated and thriving.
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Work Preferences - explores what might attract them to a role, what
intrinsically motivates them and what frustrates them.
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Tip - It can be hard to get through the whole Profile in one debrief. You
may wish to introduce the Family Reports, give them time to reflect and
have a follow up conversation.
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Tip - There is a lot of usable insight in these Reports. Encourage the
individual to revisit them regularly because specific elements will
resonate and be more relevant at different times
Invite them to read the summary comment at the top of the
factor page. What does or doesn’t resonate?
Explore their subfactor scores. What does that mean for them
in their role? Focus on strengths first. How is this score helpful
for them? How they might be seen?
Tip - Remember to coach the profile – don’t tell. Use the
commentary in the report to guide the conversation. Your role
is to help them make sense of their profile.
Tip - Ask questions that help them recognise how their profile
shows up. When does it helps and when does it get in their
way?
Tip - Explore factor and subfactor combinations as you go
through the profile - remember combinations are easier with
scores outside the midrange. Help them to understand their
profile as a whole.
SIX Closing the Session
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Make time to close the session effectively.
Explore what the participant has learnt, key takeaways and
insights gained.
What are they committed to do or try as a result?
Any specific action points they want to include in their personal
development?
Remind them of the benefit of sharing their insights with others
Thank them for their time and ask if they have any further
questions.
Clarify next steps (follow up conversations, further support
TeamScape…)