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.
AN IN-DEPTH SCIENCE
APPLIED TO TALENT
- How a person connects, influences, and builds trust in their interactions.
- Relational patterns that enhance collaboration and uncover dynamics that may limit their impact on others.
- How a person performs, prioritizes, and responds to the demands of their environment.
- Patterns that drive results and reveal behaviors that may affect effectiveness under pressure.
- Responses that emerge under pressure.
- Self-protection mechanisms a person activates to sustain themselves, and reveal when these support stability or become Derailers that affect their performance.
- How a person manages their emotions and energy at work.
- Emotional responses that facilitate adaptation and reveal factors that may intensify reactions or lead to burnout.
- How a person processes information, learns, and makes decisions.
- Thinking styles that enhance problem-solving and reveal biases that may limit effectiveness.
RELATE (+)
How a person connects, influences, and builds trust in their interactions.
Relational patterns that enhance collaboration and uncover dynamics that may limit their impact on others.
ACT (+)
How a person performs, prioritizes, and responds to the demands of their environment.
Patterns that drive results and reveal behaviors that may affect effectiveness under pressure.
FEEL (+)
How a person manages their emotions and energy at work.
Emotional responses that facilitate adaptation and reveal factors that may intensify reactions or lead to burnout.
THINK (+)
How a person processes information, learns, and makes decisions.
Thinking styles that enhance problem-solving and reveal biases that may limit effectiveness.
SELF-PROTECTION (+)
Responses that emerge under pressure.
Self-protection mechanisms a person activates to sustain themselves, and reveal when these support stability or become Derailers that affect their performance.