To build a high-trust, self-aware, and complementary team by using the HEXACO personality assessment as a reflective and structural tool. This protocol supports ethical, voluntary psychological profiling to improve team design, delegation, and culture shaping.

HEXACO is a six-factor personality model with the following traits:

1. Honesty–Humility (H): Sincerity, fairness, greed avoidance, modesty
2. Emotionality (E): Emotional reactivity, anxiety, sentimentality, dependence
3. eXtraversion (X): Sociability, assertiveness, energy, liveliness
4. Agreeableness (A): Patience, forgiveness, cooperation, gentleness
5. Conscientiousness (C): Diligence, organization, prudence, reliability
6. Openness to Experience (O): Creativity, curiosity, aesthetic appreciation, unconventionality

• Map team complementarities and tensions
• Improve delegation based on working styles
• Identify leadership potential and growth edges
• Normalize trait diversity and reduce interpersonal friction
• Support reflection and autonomy in professional development

• Participation is voluntary and non-evaluative
• Purpose: insight, not control or labeling
• Team leader shares own scores and reflections first

• Tool: [https://hexaco.org/hexaco-online](https://hexaco.org/hexaco-online)
• Format: Quiet time (20–30 minutes)
• Deadline: Set a clear day/time for completion
• Optional: Anonymous sheet with only trait scores and reflection line

• Participants opt in to a team session
• Start with leadership modeling (share own results)
• Invite each person to reflect aloud on:
  1. Surprises in their results
  2. Trait they want to better understand
  3. How they work best (strengths/needs)
• Use trait maps or trait heatmaps to show complementarity

• Use profiles to inform:
  1. Role assignment
  2. Delegation design
  3. Conflict mediation styles
  4. Mentorship / growth support
• Build internal rituals:
  1. “Trait check-in” during retros
  2. “Growth edge” round in 1-on-1s
  3. Anonymous trait shifts over time to track team evolution

• Never force public disclosure of scores
• Never use test results punitively or evaluatively
• Avoid stereotyping based on trait levels
• Encourage self-definition and nuance
• Embed insights in systems—not just conversation

• Enneagram (motivational wiring)
• Cognitive Functions (information processing)
• Working Genius or StrengthsFinder (task flow)