5 STAR® Model
Visible behavior alone does not fully explain actual performance. A convincing interview does not guarantee how one responds under pressure. A technically brilliant leader may destabilize a team. An apparently “average” employee may reveal extraordinary potential in the right role.
Observable performance is only the top layer of the human beings.
To understand human beings, we need to look deeper.
The Psigma 5 STAR® model comes from one essential insight: talent is neither a trait nor a label. It is a living internal system that shapes how each person feels, thinks, relates, acts, and protects themselves when under pressure.
THE SCIENCE OF DEPTH
APPLIED TO TALENT
- The model makes it possible to reveal how a person connects, influences, and builds trust in their interactions.
- It identifies relational patterns that enhance collaboration and uncovers dynamics that may limit their impact on others.
- The model makes it possible to reveal how a person connects, influences, and builds trust in their interactions.
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It identifies relational patterns that enhance collaboration and uncovers dynamics that may limit their impact on others.
- The model makes it possible to bring to light the responses that emerge under pressure.
- It identifies the self-protection mechanisms a person activates to sustain themselves, and reveals when these support stability or become blockers that affect their performance.
- The model makes it possible to understand how a person manages their emotions and energy at work.
- It identifies emotional responses that facilitate adaptation and reveals factors that may intensify reactions or lead to burnout.
- The model makes it possible to analyze how a person processes information, learns, and makes decisions.
- It identifies thinking styles that enhance problem-solving and reveals biases that may limit effectiveness.
RELATE (+)
The model makes it possible to reveal how a person connects, influences, and builds trust in their interactions.
It identifies relational patterns that enhance collaboration and uncovers dynamics that may limit their impact on others.
ACT (+)
The model makes it possible to reveal how a person connects, influences, and builds trust in their interactions.
It identifies relational patterns that enhance collaboration and uncovers dynamics that may limit their impact on others.
FEEL (+)
The model makes it possible to understand how a person manages their emotions and energy at work.
It identifies emotional responses that facilitate adaptation and reveals factors that may intensify reactions or lead to burnout.
THINK (+)
The model makes it possible to analyze how a person processes information, learns, and makes decisions.
It identifies thinking styles that enhance problem-solving and reveals biases that may limit effectiveness.
SELF-PROTECTION (+)
The model makes it possible to bring to light the responses that emerge under pressure.
It identifies the self-protection mechanisms a person activates to sustain themselves, and reveals when these support stability or become blockers that affect their performance.