Increasing Employee Self-Awareness
Developing Leaders and Managers
Enhancing Team Communication
Building High Performing Teams
Increasing Employee Engagement
Computer/ Software
Healthcare 
Education 
Legal
Charity 
Overview
C-me Profile
Team Profile
360 Feedback
Outlook Add-in
C-me Academy
Looking for an alternative to
The Big Five Model?
C-me offers one of the most personalised and cost-effective approaches to personal, team and organisational development in the learning and development space. We have shifted the focus of workplace psychometric tools from fixed ‘personality types’ to a more useful focus on ‘adaptable behaviours’. C-me is designed for practical application in busy working environments.
The Big Five personality model, also known as the Five-Factor Model, is a framework in psychology that categorises human personality into five broad dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. The Big Five model is much more suited to academic contexts.
Companies creating high-performing teams with C-me
Why look for a Big Five Model alternative?
The Big Five personality model is more suited for academic research, psychological assessments and contexts where depth is most important. It requires a long questionnaire and delivers a detailed view of personality traits. In contrast, C-me shines in professional and organisational settings. We provide a much more intuitive approach, facilitating quick understanding and intregration - with a shorter questionnaire and more applicable reports that focus on the key skills of high performing individuals, teams and organisations - communication, motivations, team dynamics, and personal development with a simple colour-coded system.
There are many suppliers of the Big Five Model from online free tests to consultancies using the tool, so we will simply focus on the funtion of the tool in this comparison and the service that C-me can offer.
What our clients say about us
“WDC, Whale and Dolphin Conservation began using C-me as a tool for improving communication across our international senior leadership team. It helped us appreciate each other’s communication preferences better, and understand and avoid previous areas of misunderstanding. We have now started to roll C-me out across the UK organisation, putting it into our Onboarding process to help teams communication effectively and appreciate each other’s contribution.”
What makes C-me different from the Big Five Model?
There is no need to master a complex system in order to remember your own profile and even those of everyone you’re working with. C-me can bring teams together from day one in any industry and context, because it’s designed to be faster to learn, be effective immediately, and provide ongoing value.
.svg)
professional contexts
C-me is designed for business and organisations who want to build higher performing teams – our reports and workshops are succinct, engaging, and filled with coaching advice for personal development. We also provide data in various ways to map a whole team and organisation, providing alternative perspectives on your operations, recruitment planning, board level performance, change management planning, and more.
how you use C-me
Utilise the range of follow up materials and resources to integrate the value of C-me in your people development strategy.
interactive platform for
all C-me activity
View your report, tailor it, share it, and view the team wheels you’re a part of, work through coaching questions, and prepare for meetings by viewing the reports of anyone in your organisation. Access our e-Learning tool and app add-ins. One place to access C-me.
.svg)
We’re here to help make your business work by making the most of your number one asset – your people. We schedule quarterly business reviews to flesh out your needs and ensure you’re getting ongoing value from C-me to hit your targets.
.svg)
We use more updated language and so that our reports speak directly to the user.You can even select your preferred pronoun.
.svg)
What our clients say about us
“The C-me language is much more updated, the reports feel like they’re having a conversation with you!”
.svg)
How C-me and The Big Five Models’ psychometric tools compare
What are the similarities:
- Both measure traits in a scale rather than binary categories, such as introvert or extravert.
What are the differences:
The Big Five model reports are long, detailed and focus on various factors that are not the most applicable traits in the workplace. Their reports are much more data and text heavy. They are more difficult to remember, especially in a team with multiple reports.
C-me represent data more simply. We cut out everything that is not essential, in order to be clear, effective and increase the up-take.
The Big Five model approaches traits as relatively fixed throughout a person’s lifetime, apparently even suitable for predicting life outcomes. Our approach is different, we make room for development.
You’ll notice we use two bar graphs and a colour wheel. Our two graphs are designed to reflect both a person’s constant traits and their adaptable traits. C-me is a better way to plot the development of a person in their career and how to help them prepare for future roles and also reflect on historical performance at work.
We then plot a person’s conscious behaviour on to a colour wheel, as this is what most of us see of that person at work. The colours on the wheel are blended, without rigid divisions or numbers. We stripped off numbers, letters or strict categories to reflect that we are each a combination of all four colours. We don’t ask responders to remember numbers and their according categories. Instead, we simply encourage people to learn the four colours of the wheel and the behaviours they stand for. We ask that users simply remember their top two preferred colours. A person’s profile is not stuck to one inflexible category.
We do not box people in. We encourage flexibility and growth. This emphasises that none of us are one static category, we flex between colours depending on the circumstances we’re in.
We also provide a simple C visual, that displays the colour order of a person’s preferences, as memorable icon to display and show others their colour preferences simply:
.svg)
.svg)
.svg)
.svg)
.svg)
What our clients say about us
“Getting busy people working in a client driven commercial environment to free up time for their CPD is pivotal, and where C-me is worth its weight is in how accessible and colloquial it is. It allows us to use it as a shared language (and subsequent understanding) to improving collaboration by understanding each other's preferences.”
.svg)
Client testimonies of C-me’s Accreditation
Hear from our satisfied clients as they share their experiences with C-me’s seamless and reliable accreditation process—proof of our commitment to quality and trust.
.png?width=319&height=179&name=image%20(9).png)
.svg){kind=small}
.svg){kind=small}
Where C-me delivers impact:
Transformed employee self-awareness and work relationships
Our personal behaviour profiles and 360-degree assessments provide insights into personal working styles, promoting better collaboration and stronger team dynamics.
.svg)
Higher performing teams
Through our platform, the C-me Team Wheel visually maps out team members' work styles, facilitating mutual understanding and effective collaboration.
.svg)
More adaptable and inspiring leaders
We provide personal and team behaviour profiles, along with workshop material, to help leaders understand each employee's optimal working conditions. These reports are valuable in all circumstances your people find themselves - for example, personal development, leadership training, resolving conflicts, planning communication campaigns.
.svg)
Continual learning and growth opportunities
C-me’s accreditation certification, e-Learning tool and workshop materials focus on leadership, teamwork, and high-performance behaviours. They offer practical training that supports ongoing improvement and adaptability in the workplace.
Why people love C-me
“C-me has allowed teams to have conversations about communication and behaviour in a clear, consistent and non-confrontational way.”
“C-me has given us valuable insight into potential group dynamics as well as a starting point to construct meaningful questions.”
“C-me is an enabler to support everyone at LMG to be more aware, involve the right people and to create a solution approach.”
“C-me has helped enable our teams in understanding and appreciating difference.”
“It helped us appreciate each other’s communication preferences better, and understand and avoid previous areas of misunderstanding.”
“Participants on the course state that they are more measured in their responses and have a greater understanding of peoples behaviour.”
“C-me has coloured our working world and improved our working relationships.”
“C-me has been a critical tool to enhance our new performance review process.”
“The great strength of C‑me is its accuracy and its simplicity to use.”
