flowprofiler® Behavioural Assessment for Leaders and Teams
flowprofiler® is an online behavioural assessment for leaders and teams that brings emotional and social intelligence, resilience and motivation into one integrated profile.
It measures 18 workplace dimensions day to day and under pressure, giving people a practical view of the capabilities they use, underuse or may rely on too heavily.
See the Capabilities Behind Workplace Behaviour
Workplace performance depends on more than technical knowledge. How a person manages emotion, responds to setbacks, approaches other people and draws energy from their work can shape how effectively they lead, collaborate, decide and deliver.
flowprofiler® combines 18 dimensions across three related capability families. The result is a behavioural intelligence assessment that helps people explore how their current patterns support the demands of their role, where a capability may be less available and where an otherwise valuable strength may become disproportionate.
The dimensions are reported through self assessment responses and interpreted as workplace capabilities rather than fixed personality types. flowprofiler® treats the skills, intelligences and abilities it measures as capabilities that a willing person can develop.
18 Dimensions. One Integrated Behavioural Profile.
Capabilities do not operate independently. A leader may remain optimistic while becoming less socially aware under pressure. A highly collaborative employee may persevere strongly but struggle to assert a different view. A person who values autonomy may need different support when change reduces their sense of control.
By bringing all three capability families into one profile, flowprofiler® helps individuals and those supporting them consider the interaction between emotion, resilience and motivation. It creates a richer starting point for development than treating each capability in isolation.
Emotional and Social Intelligence
Recognise emotions and behavioural patternsFive Dimensions
These dimensions explore how a person recognises and manages their own emotions, approaches confidence and responds to the emotions and perspectives of other people.
Emotional Awareness
Recognising, distinguishing and understanding your emotions as they arise, and noticing how they may influence thinking and behaviour.
Emotional Regulation
Managing and expressing emotion proportionately, especially when facing frustration, uncertainty, challenge or increased pressure.
Self Confidence
Trusting your abilities and judgement enough to contribute, decide and act, while remaining open to evidence, feedback and other perspectives.
Social Awareness
Recognising the emotions, needs and reactions of other people and adjusting your response to what is happening around you.
Regard for Others
Considering and valuing the wellbeing, contribution and perspective of other people while maintaining necessary standards and accountability.
Workplace Resilience
Resilience for the WorkplaceSix Dimensions
These dimensions explore how a person interprets challenge, maintains self belief, persists, adapts and communicates when circumstances are demanding.
Optimism
Looking for realistic possibilities and maintaining a constructive outlook without dismissing risk, evidence or legitimate concern.
Unbiased Thinking
Examining information and assumptions with appropriate objectivity, recognising that bias can influence judgement and interpretation.
Self-Esteem
Maintaining a grounded sense of personal worth and capability, including when performance is challenged or feedback is difficult.
Perseverance
Sustaining effort and focus through obstacles while remaining alert to when a different method, pause or priority is needed.
Adaptability
Adjusting thinking, behaviour and plans when circumstances change while retaining appropriate direction and standards.
Assertiveness
Expressing needs, boundaries and views clearly and respectfully, including when disagreement or challenge is present.
Workplace Motivation
Motivation and Engagement DriversSeven Drivers
These drivers explore what gives a person energy and meaning at work, what they value and how those motivational patterns may change under pressure.
Collaboration
Motivation gained from working with others, belonging and participating in shared activity.
Recognition
The influence of acknowledgement, praise and achievement on motivation.
Autonomy
The motivational value of choice, control and the ability to influence work.
Growth
Motivation gained from learning, challenge and opportunities to develop.
Reward
The motivational value of tangible outcomes, competition and achievement.
Well-Being
The importance of balance, recovery and sustainable energy.
Purpose
Motivation gained from meaningful work, contribution and making a difference.
How flowprofiler® Works
1. Define the purpose
Clarify whether the assessment will support leadership, employee development, coaching, team work, recruitment or another defined purpose.
2. Complete the assessment
The individual completes the online questionnaire by considering their workplace behaviour day to day and under pressure.
3. Receive the report
Responses are processed into the selected flowprofiler® report, showing the integrated pattern across relevant dimensions and states.
4. Apply the insight
Use the results to identify priorities, guide a conversation and translate insight into specific behavioural actions or development plans.
See What Changes Under Pressure
Behaviour is situational. A pattern that feels balanced during normal working conditions may change when workload, uncertainty, conflict, consequences or urgency increase.
Day to day
Shows the person’s typical self reported pattern in ordinary working conditions.
Under pressure
Shows how the same capabilities may be expressed when challenge, strain or stakes increase.
The comparison can show which strengths remain steady, where a capability becomes less available and where a well developed strength may be used too strongly.
Neither state is automatically better. The value lies in understanding the shift and considering whether it is proportionate to the role and situation.
More Is Not Always Better
flowprofiler® does not assume that the highest score is the best result. A capability may be used too little, used effectively as a foundation, applied adaptively or relied on so strongly that it creates unintended consequences.
Underusing
The capability may not be used often enough, strongly enough or consistently enough for the demands of the situation.
Solid Base
The capability is present and provides a useful foundation, although more consistent or situational use may strengthen effectiveness.
Flow Zone
The capability is generally being used proportionately and adaptively, supporting an effective response without dominating it.
Overusing
The capability may be used too strongly, too frequently or too rigidly, so a strength begins to create unintended consequences.
The goal is not to maximise all 18 dimensions. It is to use each capability in a way that is proportionate to the person, role and situation.
Turn a Broad Profile into Focused Development
The flowprofiler® report translates assessment responses into an integrated view of the person’s current workplace patterns. The exact report and service format should match the purpose of the assessment.
Report highlights
- Results across all 18 emotional and social intelligence, resilience and motivation dimensions.
- Separate day to day and under pressure profiles, with comparison between the two states.
- Developmental interpretation using Underusing, Solid Base, Flow Zone and Overusing.
- A structured basis for development, coaching, leadership, management, team or recruitment conversations.
Results are most useful when considered alongside the person’s role, experience, working environment and current objectives.
One Assessment, Multiple Workplace Applications
Four Uses:
Leadership Development
As a leadership behaviour assessment, flowprofiler® helps leaders explore how emotional intelligence, resilience and motivation influence their judgement, relationships, energy and response to pressure.
Professional and Employee Development
Individuals can identify patterns they want to activate, balance or adapt and connect those priorities to the real demands of their role.
Team development
With appropriate facilitation, teams can explore shared patterns, differences and pressure responses that affect communication, collaboration and delivery.
Individual results should remain confidential unless participants have clearly agreed otherwise.
Recruitment and Selection
flowprofiler® may add behavioural evidence to recruitment and selection when used alongside role requirements, structured interviews, experience and other appropriate information.
It should not be used as a standalone hiring decision or pass or fail test.
flowprofiler® can also support coaching, management conversations and succession planning when the purpose is clear and the results are considered alongside other relevant evidence.
Insight Should Support Better Decisions, Not Replace Them
flowprofiler® is a self report workplace assessment. Results should be interpreted in context and alongside relevant evidence about the person, role and environment.
They should not be treated as a clinical diagnosis, a complete measure of capability or a fixed statement about what someone can become.
Where results are used in recruitment, succession, team or performance contexts, organisations should apply fair processes, protect confidentiality and use trained interpretation appropriate to the decision being made.
Choose the Breadth You Need
Choose flowprofiler® when you need an integrated profile across all 18 dimensions. Choose a focused assessment when the development question is limited to one capability family.
flowprofiler®
Integrated emotional and social intelligence, resilience and motivation across 18 dimensions.
eqflow®
Five emotional and social intelligence dimensions.
resilienceflow®
Six workplace resilience dimensions.
motivationflow®
Seven workplace motivation drivers.
Capabilities Can Be Developed
flowprofiler® treats the skills, intelligences and abilities it measures as capabilities a willing person can develop. Results describe current patterns of use, not a permanent limit on what someone can become.
People can strengthen capabilities they currently underuse, use existing strengths more consistently, recognise when a strength is becoming overused and practise responses better matched to the person, role and situation.
Report and interpretation arrangements depend on the selected service. Reports can be supported by trained interpretation, coaching, facilitation or internal practitioners who have completed flowprofiler® Interpreter Training Level 1.
See the Whole Behavioural Pattern
flowprofiler® gives leaders, teams and organisations one integrated view across emotional and social intelligence, resilience and motivation.
Use it to move from broad awareness to focused, proportionate development.
Use eqflow® to identify behavioural strengths, understand changes under pressure and create a practical focus for development.
❝I really enjoyed flowprofiler®. I think it is brilliant! flowprofiler® is a journey not just a one-off training session.❞
❝The course was great. Very easy to follow and Beck is terrific.❞
❝Love the flowprofiler diagnostic instrument. It has become an important tool in my coaching and development work. The flowprofiler interpreter training is excellent and their support team is highly responsive and very supportive.❞
❝While I have never been an ardent fan of any assessment, I have unconsciously become one as I have watched the awareness and growth I have experienced as well with every individual , leader and team who I have had the privilege to work with. A straight forward tool that gives depth and meaning for anyone who wants to live an optimal life❞
❝Such a great tool – replaces 3 other assessments I’ve been using!
❝Having participated in a number of similar programs, I found flowprofiler® to be one of the best, if not the best, I have done thus far. The questions posed to create your profile are not dissimilar to other programs but responding from the perspective of two different mindsets is what differentiates flowprofiler®. This allows for interesting and insightful discussions when reviewing the results and your profile. Personally, I found my own results very close to how I perceive myself and to how others perceive me, which makes the suggestions on how to ‘bend and flex’ to interact with others that much more useful. A great system, highly recommended!❞
❝We increased our retention of candidates in the first 6 weeks from 50% to 80% using this system.❞
❝flowprofiler® can really help people not only in their work life but outside of work too. I really believe that this is a great thing!❞
❝My experience of flowprofiler® has been overwhelmingly positive. My report helped me to understand much more about myself, highlighted specific dimensions I could work on in my own development while supporting others with theirs. I would highly recommend flowprofiler® for Personal, Team and Leadership Development.❞
❝The team session for resilienceflow® was very useful because the whole company was able to discuss change. The Zoom breakout rooms really allowed for in-depth dialogue and opened discussions that would not have normally been broached.❞
❝Personally, I thought flowprofiler® was great. It was me; I was reading about me on a page!❞
❝Taking the flowprofiler® assessments, I had the opportunity to become more aware of my strengths and was able to give myself the chance to work on elements of myself that I want to improve through the awareness created through the assessments. I find myself using skills that I have gained through flowprofiler® in my work and personal life.❞
❝The training was informative, well paced and covered the critical points succinctly. There was a lot of information that needed to be covered and the individual reports are also very lengthy, however it was pleasing to be able to review assessments (at a high level) and be able to properly interpret the results. Beck’s delivery of the material was engaging, the language appropriate for the audience and the general flow of the training and timing for breaks and testing was well judged. Iain’s contributions supported the training very well and again, language was well chosen for the audience.❞
❝A very insightful tool. The results helped me understand how I react to certain work situations both day to day and under pressure. I found the development report particularly useful to build an action plan for activating certain behaviours of underuse and being mindful of spikes in other behaviours.❞
❝We are excited and thrilled to share this new tool to support people grow, learn and give their best in their lives, personally and professionally. We believe everyone should have the opportunity to evolve and be the best version of themselves. Better people will make this a better world.❞
❝You need to face your “real self” when you feel you need to do something for change. For the first step, you need to grasp where you currently stand. The results of flowprofiler® revealed “me” and I could have a solid thought about what to do from tomorrow.❞
❝Great tool to be able to pinpoint the strengths and weaknesses of colleagues for recruitment and also once within the business to determine growth areas. Very accurate and insightful.❞
❝We increased our retention when onboarding candidates from 50% to 80% using flowprofiler®❞
❝It is an amazing tool to use.❞
❝The session provided practical insights that we continue to apply in our day-to-day work, and everyone walked away with a better understanding of themselves and each other. It was definitely money well spent, and working with flowprofiler® for a second time has only reinforced why I continue to recommend them.❞
❝Not only do you learn new ways to navigate your team through tricky situations you learn more about how your team tick. I’m glad I was introduced to Beck and Iain Chalmers. I’m a better GM because of the time I spent learning from you – thank you.❞