User Feedback: Section Manager at a Major Trading Company (5,000 employees, 20 direct reports)
The first thing I felt after taking the 5D Profile Assessment was how important it is to understand my strengths and challenge points from an objective perspective.
Self-evaluation inevitably contains subjectivity and assumptions, but through this assessment, I felt that I was able to see my true self clearly for the first time. What impressed me most was that the way I had been going about my work every day without much conscious thought, and the way I contributed to my team, were highly evaluated under new capability indicators that other assessments do not provide, such as “Creative Problem-Solving Capability (New)” and “Transformation-Driving Capability ★★.” It was genuinely surprising. When abilities I had not been conscious of myself were shown clearly through data, I had a new realization: “So this is what my strength really was.”
This assessment helped me become clearly aware of capabilities I had previously been using unconsciously, and that gave me a major boost in confidence. I also feel that I have become able to use it in developing my subordinates. Until now, I tended to think they should learn by watching my back, but now, because I can clearly explain in words which capabilities are their strengths based on the assessment, my subordinates are now more willing to work on their growth with a sense of understanding and acceptance.
In addition, abilities I had not been aware of before, such as “Critical Thinking Capability ★★,” “Leadership Capability ★,” and “Capability to Promote Psychological Safety (New) ★,” were shown objectively through scores and specific feedback. In particular, for the traits that received a “★★” rating, I learned that these are generally difficult capabilities to acquire, and that I had been able to demonstrate them naturally. That gave me a strong positive feeling that I want to become more aware of them and develop them further going forward.
Another major strength of the 5D Profile Assessment is that it also provides thoughtful feedback on personality traits and tendencies. In team management using the assessment results, it gave very concrete guidance on relationship building with subordinates and key communication points, which was extremely helpful in 1-on-1 meetings and in reviewing my own role. By making it clear “in what situations my creativity and leadership are most likely to come out,” and “in what situations resilience and agility (new) are most needed,” I felt as though my view of my work and future career opened up all at once.
Through this assessment, I was able to discover not only my strengths and potential, but also the “true self” I had not yet noticed, and I gained many concrete hints on how to make the most of that. It gave me an opportunity to look at myself again with a sense of security.
User Feedback: Section Manager at a Mid-Sized Manufacturing Company (850 employees, 35 direct reports)
I have taken several aptitude assessments from different companies in the past, but compared with those, I felt that the feedback and advice in the 5D Profile Assessment were astonishingly thorough and extremely specific.
It did not simply tell me my strengths. It also clearly described the areas I should challenge next, especially regarding my relationships with subordinates. That felt very different from the assessments I had taken before. I myself am in the position of having a younger supervisor, and I often need to be careful in how I deal with older subordinates, and there have been times when I genuinely struggled with how to approach them. However, this assessment provides an objective aptitude report not only for me, but for each subordinate as well, so it shows very clearly “how I should engage with them.” Because the subordinate’s type and the key communication points are explained concretely, I have become able to face my subordinates with more sincerity than before.
What was especially helpful was the specific advice given for my challenge areas. Until now, my own issues had felt vague, but the report included practical hints such as “be careful about this point” and “make use of this strength in this way,” and I was able to apply them immediately in my actual management. For example, there was a great deal of convincing, specific advice on how to communicate in order to build trust with subordinates and how to adapt my approach according to the other person’s type, and that became a major trigger for me to review my own behavior. The concrete examples of “OK communication with subordinates” felt highly convincing, and the “NG communication with subordinates” made me realize some major points I needed to reflect on. Because each subordinate also receives an individual aptitude report, it becomes easier for them to understand their own strengths and challenges. By bringing our results together and talking about them, I feel that communication in the workplace has become more open and that this has also helped us build stronger trust.
For me, this assessment was not just an evaluation report. It became a major opportunity to think more positively about human relationships in the organization and about the way management should work. Going forward, I would like to continue using it to build a better team while respecting the individuality and strengths of each subordinate.