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Extremes report prompt overview

Extremes turns Big Five personality signals into a coaching-oriented risk overview. It focuses on when tendencies sit at the very low or very high end of a trait and may be over-applied—useful in bursts, but potentially counter-productive over time. The output names each extreme (e.g., Withdrawn, Attention seeking, Insensitive, Overcaring, Impulsive, Rigid, Emotional, Unresponsive, Conformist, Eccentric), explains how it can help and how it can derail, and gives practical self-management ideas. No numbers are shown.

What you provide

  • Locale (language/market) so the text reads like a native consultant’s draft.

  • Five Big Five positions (EX, AG, CO, ES, OP) as 0–100 inputs (the prompt does not print numbers).

  • The system maps each to LOW EXTREME / MODERATE / HIGH EXTREME and picks the correct extreme label and risk level to describe.

How levels are interpreted (behind the scenes)

  • 0–30 → LOW EXTREME (describe the low-end extreme + risk: HIGH or MODERATE).

  • 31–70 → MODERATE (balanced; if all five are moderate, the text still highlights the closest one or two to an extreme).

  • 71–100 → HIGH EXTREME (describe the high-end extreme + risk: HIGH or MODERATE).
    The narrative never reveals scores—only the extreme name and whether risk is HIGH or MODERATE.

What the prompt writes (structure & rules)

1) Key Takeaways

A short, focused intro that integrates the 1–2 most pronounced extremes into “how this person shows up at work,” with realistic micro-examples (e.g., running long meetings, delaying tough calls, switching plans slowly/too fast). If all scales are MODERATE, it notes the benefits of balance and the trade-off (fewer standout advantages), then spotlights the closest potential extreme.

2) Detailed Extremes Insights

For each flagged extreme, a rich paragraph that always includes:

  • Strength expression — when this works well.

  • Risk expression — when this turns against performance.

  • Watch-outs — short, concrete cues seen in meetings, deadlines, handoffs.

  • Development idea — 1–2 specific habits or routines.
    Each paragraph introduces the extreme with an inline tag, e.g.,
    “Further development in <extreme id=‘CO’>Rigid</extreme> will help this person…”.
    If a scale is near moderate, tone softens and explicitly states the risk is not high.

3) Summary

A brief “growth edge” close: how self-awareness + small routines balance ambition and adaptability for long-term success.

Extreme labels the prompt uses (by Big Five)

  • Extraversion: Withdrawn (low), Attention seeking (high)

  • Agreeableness: Insensitive (low), Overcaring (high)

  • Conscientiousness: Impulsive (low), Rigid (high)

  • Emotional Stability: Emotional (low), Unresponsive (high)

  • Openness: Conformist (low), Eccentric (high)

Each paragraph links the extreme to typical competency effects (e.g., Rigid may overuse Plans & Structures; Overcaring may underuse Driving Leadership).

Tone, language, and guardrails

  • Locale immersion: writes entirely in the chosen language with native, modern consultant phrasing.

  • No scores or numeric bands; uses risk labels (HIGH/MODERATE) only.

  • Gender-neutral (“this person / this candidate”).

  • Work-relevant examples (cross-team project, client change, sprint deadline).

  • Balanced framing: acknowledge short-term upsides and long-term risks.

  • Consistency: extreme names are only rendered in the chosen language—no translations in brackets.

Practical tips for users

  • Pick locale first. The tone and idioms adapt to the audience.

  • Use with Match templates when panels need fit + risk in one pack (e.g., “Match with Extremes”).

  • Coach from the text. Convert each “Development idea” into Directional goal → Actions → Checks in the development module.

  • Context helps. Add one line about the role/team so examples land naturally (e.g., “customer operations scale-up”).

Example takeaways (how the narrative sounds)

  • “This person’s drive for structure can slip into rigidity under time pressure—meetings slow as every edge case is considered. Simple ‘good-enough’ criteria and a decision timebox usually restore flow.”

  • “A natural, visible social style can drift into attention seeking—longer updates, less listening. Setting speaking turns and summarizing others first tends to rebalance the room.”