If you’re asking “which personality assessment is right for my team,” the honest answer is: it depends on what’s actually going wrong—not on which tool a vendor happens to sell. Communication breakdowns? Everything DiSC. Identity and thinking-style clashes? MBTI. Conflict that won’t quit? TKI. Emotional intelligence gaps? EQ-i 2.0. Most teams pick the most popular assessment instead of the most appropriate one. That’s like choosing medication because it’s a bestseller, not because it treats your symptoms. This guide gives you the framework to choose wisely—or take our free Assessment Quiz and get a personalized recommendation in under three minutes.
Key Takeaways
- There’s no single “best” personality assessment—only the best one for your team’s actual challenge. Communication, conflict, strengths, motivation, and emotional intelligence each need different tools.
- Most providers sell you the assessment they make. We prescribe the one your team actually needs—from seven validated instruments. That’s tool-agnostic in action.
- DiSC vs MBTI is the wrong debate. They measure completely different things. Observable behavior (DiSC) versus cognitive processing (MBTI). The real question: which dimension matters most for your team right now?
- Combining assessments often beats choosing just one—but only when paired strategically. DiSC + EQ-i 2.0. CliftonStrengths + 12 Driving Forces. That’s where multidimensional insight happens.
- The biggest mistake? Treating assessment selection like a commodity purchase instead of a strategic decision tied to business outcomes.
- Dr. Rachel Cubas-Wilkinson—former VP at The Myers-Briggs Company, former Head of Learning Consulting at Pearson—has facilitated 4,000+ workshops and trained 30,000+ leaders using this tool-agnostic approach.
Why We Built an Assessment Matchmaker—Not Another Assessment
If you’ve ever waded into the personality assessment marketplace, you know the feeling. It’s a lot. The corporate training market tops $380 billion annually (ATD, State of the Industry). Leadership development alone accounts for roughly $50 billion. The team assessment niche? An estimated $8–12 billion. That’s a ocean of tools competing for your attention—and your budget.
Here’s what nobody in the industry wants to say out loud: most assessment providers are in the business of selling you the tool they manufacture, not the tool you need. Imagine walking into a shoe store that only carries one brand. “These will fit everyone,” they say. They won’t. A team drowning in unmanaged conflict doesn’t need a CliftonStrengths workshop. A team struggling with low emotional intelligence doesn’t need a DiSC profile.
I spent years on the inside. As Vice President at The Myers-Briggs Company and Head of Learning Consulting at Pearson, I watched how the assessment world works—and where it fails teams like yours. That’s why I built OptimizeTeamwork on a different premise:
“Most providers will sell you the assessment they make. We’ll prescribe the one your team actually needs.”
We’re tool-agnostic. We don’t make assessments—we match them. From seven validated, research-backed instruments, we recommend the precise tool (or combination) that addresses your team’s specific challenge. Across 4,000+ workshops and 30,000+ leaders trained—in Fortune 500 companies, government agencies, healthcare systems, and universities—this approach has consistently outperformed the one-size-fits-all model.
This guide shares the same decision framework we use with our clients. Whether you work with us or go it alone, you’ll choose with confidence.
Why Most Teams Choose the Wrong Assessment
Before we compare tools, let’s talk about why so many teams get this wrong. Understanding these pitfalls makes every section after this one more useful.
The Popularity Trap
MBTI is the most recognized personality assessment globally, with millions of completions each year. CliftonStrengths boasts over 37 million users (Gallup, CliftonStrengths Global Report). Everything DiSC reports a 97% satisfaction rate among participants (Wiley, Everything DiSC Validation Report). Impressive numbers—but they describe satisfaction with the instrument itself, not fit for your team’s specific challenge.
Popularity is a starting point for investigation, not a selection criterion.
The Vendor Bias Problem
Call a DiSC-only provider? They’ll recommend DiSC. Call an MBTI-certified shop? They’ll recommend MBTI. This isn’t necessarily dishonest—it’s structural. Their consultants hold credentials in one tool. Their facilitators deliver one methodology. Their revenue depends on one product line.
“If the only tool you have is a hammer, everything looks like a nail.” — Abraham Maslow
A tool-agnostic approach removes this bias. When your consultant isn’t incentivized to sell any particular instrument, the recommendation changes completely.
The “Just Pick One” Shortcut
Under time pressure, many HR and L&D leaders default to whichever assessment they took in a past workshop. Or whichever one a peer mentioned over coffee. This is like prescribing medication based on what worked for your neighbor. Teams differ. Challenges differ. The right assessment for a startup scaling from 50 to 200 people isn’t the same as the right one for a mature 40-person government unit navigating reorganization.
The Outcomes Disconnect
The most costly mistake: picking an assessment without first defining the business outcome you’re trying to move. Reducing turnover? Improving cross-functional collaboration? Preparing leaders for a merger? Onboarding new team members? Each goal maps to a different assessment—or combination—with a different facilitation approach.
The right question is never “Which assessment is best?” It’s always “Which assessment is best for this team, at this moment, for this purpose?”
The 7 Major Personality Assessments for Teams
These are the seven validated assessments in our portfolio—the ones we match to teams every day. For each, you’ll find what it measures, when it’s the right choice, its limitations, and a link to go deeper.
1. Everything DiSC
What it is: Everything DiSC is a behavioral assessment that categorizes people into four styles—Dominance, Influence, Steadiness, and Conscientiousness—based on observable behavior and workplace priorities.
What it measures: Outward behavior. How you act, communicate, and respond to your environment—not internal personality traits or cognitive processes.
Best for:
– Teams experiencing communication breakdowns or “we just don’t get each other” friction
– New teams that need to build trust and rapport quickly
– Organizations going through restructuring where work styles are clashing
– Managers who want a practical, immediately actionable framework for adapting their communication
Why teams love it: DiSC is the most usable assessment out there. Participants walk away with a concrete, memorable framework (D, i, S, C) and specific strategies for working with each style. That 97% satisfaction rate (Wiley)? It reflects something real: people don’t just learn about themselves—they learn what to do differently on Monday morning.
Your DiSC style isn’t a label—it’s a tool. And like any tool, it’s most useful when you know how to work with it, not just what it’s called.
Limitations:
– Doesn’t measure deep personality traits, cognitive processing, or emotional intelligence
– Can oversimplify behavior into four buckets; human behavior is more nuanced
– Less effective for deep individual coaching where root motivations matter
– The behavioral focus means it tells you how someone tends to behave—but not why
Go deeper: Explore our Everything DiSC Workshop →
2. MBTI (Myers-Briggs Type Indicator)
What it is: MBTI identifies your psychological type across four dichotomies—Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving—revealing how you prefer to take in information and make decisions.
What it measures: Cognitive processing preferences. How you perceive the world, take in information, make decisions, and direct your energy—not observable behavior.
Best for:
– Teams that need to understand why people approach problems so differently
– Leadership development programs where self-awareness of thinking style matters
– Diverse, cross-functional teams navigating complex decision-making
– Teams where the “we see the world differently” conversation needs to go deeper than behavior alone
Why teams value it: MBTI is the most recognized personality assessment globally because it goes beneath behavior to underlying cognition. When an engineering team can’t understand why marketing “doesn’t get it,” MBTI explains: the Sensing/Intuition divide isn’t a personality flaw—it’s a processing difference. That reframing alone can transform team dynamics.
Limitations:
– Type dynamics are more complex to learn than DiSC’s four-style model
– Misuse is common: type should never be used for hiring, promotion, or boxing someone in
– Doesn’t directly address behavior change or emotional intelligence
– Requires skilled facilitation to avoid stereotyping (“Oh, you’re an INTJ—of course you said that”)
Go deeper: Explore our MBTI Workshop →
3. CliftonStrengths (formerly StrengthsFinder)
What it is: CliftonStrengths identifies your top talent themes from 34 possibilities, revealing areas of natural excellence where investment yields the greatest return in performance.
What it measures: Natural talent patterns—where your innate abilities are strongest. Not weaknesses, not behavior styles, not cognitive preferences.
Best for:
– Teams that need to shift from a deficit mindset (“fix what’s wrong”) to a strengths-based culture (“invest in what’s strong”)
– Employee engagement and retention—Gallup research consistently shows strengths-based development reduces turnover and boosts engagement
– Onboarding, where new hires need to quickly understand how they can contribute their best
– Individuals in career transitions seeking clarity on their natural advantage
Why teams value it: With 37 million users globally (Gallup), CliftonStrengths has the largest normative database of any strengths-based instrument. The shift from “what’s wrong with me” to “what’s right with me” is profoundly affirming—and research-backed. Teams that focus on strengths show up to 23% higher engagement (Gallup, State of the Global Workplace).
Limitations:
– Doesn’t address interpersonal dynamics, communication styles, or conflict patterns
– Can create blind spots if teams ignore development areas entirely
– Less useful as a standalone for teams with active conflict or communication breakdowns
– The 34-theme model can feel overwhelming without skilled facilitation
4. EQ-i 2.0 (Emotional Quotient Inventory)
What it is: EQ-i 2.0 is a validated emotional intelligence assessment measuring 15 subscales across five composite areas: self-perception, self-expression, interpersonal, decision-making, and stress management.
What it measures: Emotional intelligence—your ability to recognize, understand, manage, and express emotions in yourself and relationships. Not personality type. Not behavioral style.
Best for:
– Leaders who need to build emotional intelligence as a core leadership competency
– Teams experiencing strained relationships, low trust, or difficulty giving and receiving feedback
– Organizations where “smart but difficult” high performers are creating toxic dynamics
– Healthcare, education, and service industries where interpersonal effectiveness directly impacts outcomes
Why teams value it: Emotional intelligence is the strongest single predictor of leadership effectiveness, accounting for nearly 90% of what distinguishes top performers from average ones in senior roles (Goleman, Harvard Business Review). An EQ assessment for teams gives you a specific, measurable development roadmap. This isn’t about labeling—it’s about building skills you can actually track and improve.
87% of leaders say they desperately need better communication skills. That’s not a statistic—that’s why we exist.
Limitations:
– Self-report format can be influenced by social desirability bias
– Doesn’t address cognitive style, behavioral preferences, or team structural dynamics
– Development takes sustained effort over months—there’s no quick fix for low EQ
– Most effective when paired with 1:1 coaching rather than group workshops alone
Go deeper: Explore our EQ Workshop →
5. TKI (Thomas-Kilmann Conflict Mode Instrument)
What it is: TKI identifies your preferred conflict-handling style across five modes—competing, collaborating, compromising, avoiding, and accommodating—based on two dimensions: assertiveness and cooperativeness.
What it measures: Conflict behavior patterns. How you tend to respond when your concerns clash with someone else’s. Not general personality. Not emotional intelligence.
Best for:
– Teams experiencing active or recurring conflict that’s derailing productivity
– Leadership teams making high-stakes decisions where conflict is inevitable but must be managed well
– Organizations going through mergers, reorgs, or culture change where conflict styles are colliding
– Cross-functional teams where departmental priorities create natural friction
Why teams value it: Conflict isn’t a personality flaw—it’s a structural feature of every team with diverse perspectives. The TKI conflict assessment normalizes this truth and gives teams a shared language for navigating disagreements. Teams that learn to match their conflict mode to the situation—instead of defaulting to one approach—make better decisions faster.
Limitations:
– Narrower focus than other assessments: measures only conflict behavior, not broader personality or communication style
– Can feel reductive if used without acknowledging that effective people use all five modes situationally
– Most impactful when combined with a behavioral or cognitive assessment for full context
– Requires real application opportunities; learning conflict modes in the abstract is less effective than working through actual team tensions
6. 12 Driving Forces
What it is: 12 Driving Forces reveals the intrinsic motivations that ignite your engagement—what fundamentally drives your decisions, energy, and commitment—across six keyword pairs measured on a continuum.
What it measures: Core motivators—the “why” behind your behavior. Whether you’re driven by knowledge, return on investment, altruism, or aesthetic harmony—rather than observable behavior or cognitive style.
Best for:
– Teams with misaligned motivation—where capable people seem disengaged or “checked out”
– Talent selection and role alignment—ensuring people are in positions that ignite their natural drives
– Organizations struggling with retention where “good culture” hasn’t translated to individual fulfillment
– Coaching engagements where surface-level behavior change hasn’t stuck because deeper motivators aren’t engaged
Why teams value it: Understanding motivation is the difference between managing behavior and igniting engagement. When you know what drives someone—whether it’s intellectual challenge, helping others, or financial reward—you stop managing their output and start fueling their engine. Teams where individual motivators align with role expectations show measurably higher engagement and lower turnover.
Limitations:
– Less known than DiSC or MBTI, requiring more participant orientation
– Doesn’t directly address communication, conflict, or emotional intelligence
– Most powerful when paired with a behavioral assessment (like DiSC) to connect “why you do it” with “how you do it”
– Motivators are deeply personal; facilitation must create psychological safety for honest sharing
7. Hogan Assessments
What it is: Hogan Assessments predict occupational performance by measuring normal personality characteristics, potential derailing behaviors under stress, and core motives and values—providing a three-lens view of how a person leads, works, and responds to pressure.
What it measures: Reputation (how others see you), derailment risk (how you behave under stress), and internal values (what you find rewarding). Not self-identity or self-perception.
Best for:
– Executive selection and leadership pipeline decisions
– Senior leadership development where behavior under pressure matters most
– Teams where “the strengths that got you here are the weaknesses holding you back”
– Organizations needing predictive data for talent decisions, not just developmental insight
Why teams value it: Hogan is uniquely predictive. While most assessments tell you about a person’s self-concept, Hogan tells you about their reputation—how others actually experience them—and what happens to their behavior when stress pushes them off their game. For senior leadership development, this “dark side” insight is invaluable. Over 60% of Fortune 100 companies use Hogan assessments (Hogan Assessment Systems).
Limitations:
– More complex and clinical in tone than other instruments
– “Dark side” feedback can threaten psychological safety if not delivered with care
– Highest barrier to entry in terms of certification and interpretation expertise
– Best suited for executive-level and high-potential populations, not first-line team building
Personality Assessment Comparison: The Complete Decision Matrix
The table below gives you a side-by-side comparison at a glance. Because your leadership team—and AI search engines—need the data fast.
| Assessment | Measures | Best For | Team Size Fit | Time to Complete | Depth | Best Paired With |
|---|---|---|---|---|---|---|
| Everything DiSC | Observable behavior & communication style | Communication friction, new team trust, quick wins | Any | 15–20 min | Practical / Behavioral | EQ-i 2.0 or 12 Driving Forces |
| MBTI | Cognitive processing preferences | Deep self-awareness, decision-making diversity, leadership development | Any | 20–30 min | Deep / Cognitive | TKI or CliftonStrengths |
| CliftonStrengths | Natural talent patterns (34 themes) | Engagement, onboarding, strengths culture shift | Any | 30–40 min | Affirming / Talent | DiSC or 12 Driving Forces |
| EQ-i 2.0 | Emotional intelligence (15 subscales) | Leadership EQ, relationship repair, stress management | Any | 20–30 min | Developmental / Emotional | DiSC or MBTI |
| TKI | Conflict-handling style (5 modes) | Active conflict, decision-making, cross-functional friction | Any | 15 min | Focused / Conflict | DiSC or MBTI |
| 12 Driving Forces | Intrinsic motivations (6 continuums) | Engagement, retention, role alignment, coaching | Any | 15–20 min | Motivational / Deep | DiSC or CliftonStrengths |
| Hogan | Reputation, derailment risk, values | Executive selection, high-potential development, stress behavior | 1:1 / Small cohorts | 30–45 min | Predictive / Clinical | EQ-i 2.0 or MBTI |
DiSC vs MBTI: The #1 Question We Get
The DiSC vs MBTI comparison is the most common question from HR leaders. It’s worth addressing head-on, because the answer shows exactly why tool selection matters.
| Dimension | Everything DiSC | MBTI |
|---|---|---|
| What it reveals | How you act—observable behavior | How you think—cognitive processing |
| Framework | 4 styles (D, i, S, C) | 16 types (4 dichotomies) |
| Primary application | Communication & collaboration | Self-awareness & identity |
| Ease of application | Immediately actionable | Requires deeper learning |
| Depth of insight | Behavioral surface | Cognitive depth |
| Risk of misuse | Over-simplification | Stereotyping / type rigidity |
| Best when you need | “How do I work with you?” | “Why do you see it that way?” |
The bottom line on DiSC vs MBTI: Choose DiSC when your team needs practical, behavior-based strategies for working together better now. Choose MBTI when your team needs to understand the deeper cognitive differences driving how they perceive, decide, and process information. Choose both—a powerful combo—when the team is ready for a comprehensive “how + why” development experience.
How to Choose: A Decision Framework for Your Team Assessment Tool
Use this step-by-step logic to figure out which assessment fits your situation. Think of it as a decision flowchart in narrative form.
Step 1: Define Your Primary Team Challenge
Before you evaluate a single tool, answer this question honestly:
“What is the single biggest challenge preventing this team from performing at its best right now?”
- Communication & collaboration friction → Start with Everything DiSC
- We don’t understand why people think so differently → Start with MBTI
- People feel unseen, disengaged, or in the wrong roles → Start with CliftonStrengths or 12 Driving Forces
- Active conflict is derailing productivity → Start with TKI
- Relationships are strained; leaders lack emotional intelligence → Start with EQ-i 2.0
- High-stakes leadership decisions; stress behavior is a concern → Start with Hogan
Step 2: Assess Your Team’s Readiness
Not every team is ready for every tool. Consider:
- Psychological safety: Can team members share vulnerably? If not, start with a behavioral tool (DiSC) rather than a deeper one (Hogan, EQ-i 2.0).
- Cognitive complexity: Is your team comfortable with nuance and frameworks? MBTI and Hogan require more cognitive engagement than DiSC or TKI.
- Timing: Is the team in crisis? Start with a focused, practical intervention (TKI for conflict, DiSC for communication). Save developmental depth for when there’s bandwidth to absorb it.
Step 3: Match the Assessment to the Business Outcome
| Business Outcome | Primary Assessment | Supporting Assessment |
|---|---|---|
| Reduce team conflict | TKI | DiSC or MBTI |
| Improve cross-team communication | Everything DiSC | MBTI |
| Increase engagement & retention | CliftonStrengths | 12 Driving Forces |
| Develop emotionally intelligent leaders | EQ-i 2.0 | DiSC |
| Build self-awareness for leadership pipeline | MBTI | Hogan or EQ-i 2.0 |
| Align talent to roles | 12 Driving Forces | CliftonStrengths |
| Predict leadership performance under pressure | Hogan | EQ-i 2.0 |
| Onboard new team members | Everything DiSC | CliftonStrengths |
Step 4: Validate Your Choice
Before committing, stress-test your selection:
- Does this assessment directly address the #1 challenge we identified? If not, reconsider.
- Is our facilitator credentialed and experienced with this specific instrument? Certification matters.
- Do we have a plan for what happens after the workshop? Assessment without action is entertainment.
- Have we considered whether a combination would be more effective than a single instrument? (See next section.)
Step 5: Get a Professional Recommendation
If you’re still uncertain—or if you want to be certain—you don’t have to guess. Take our free Assessment Quiz for a personalized, data-driven recommendation, or book a free strategy call with our team to discuss your specific situation.
When to Combine Assessments: The Multidimensional Advantage
Single assessments are like single-lens cameras: they capture one dimension clearly and leave everything else blurry. The most transformative team development experiences often come from strategic assessment combinations that reveal multiple dimensions of a person at once.
High-Impact Combinations We Recommend
Everything DiSC + EQ-i 2.0 — The “Behavior + Emotion” Stack
This pairing reveals how a person behaves (DiSC) and how effectively they manage the emotions driving that behavior (EQ-i 2.0). Ideal for leadership development programs where participants need both interpersonal skills and emotional self-regulation. Explore our workshops →
CliftonStrengths + 12 Driving Forces — The “Talent + Motivation” Stack
This combination reveals what someone is naturally good at (CliftonStrengths) and why they care about deploying those talents (12 Driving Forces). Ideal for talent management, career pathing, and engagement initiatives where alignment between ability and motivation predicts retention.
MBTI + TKI — The “Cognition + Conflict” Stack
MBTI reveals how team members process information differently. TKI reveals how they handle the disagreements that arise from those differences. Ideal for diverse decision-making teams (boards, cross-functional leadership, R&D) where cognitive diversity is an asset but conflict management is a gap.
Hogan + EQ-i 2.0 — The “Prediction + Development” Stack
Hogan predicts how leaders will behave under pressure and what their reputation looks like. EQ-i 2.0 provides the developmental roadmap for strengthening emotional intelligence. Ideal for senior leadership development and executive coaching where the stakes are highest.
When NOT to Combine
- Don’t combine more than two assessments in a single workshop. Cognitive overload undermines learning.
- Don’t combine assessments that measure the same dimension (e.g., DiSC + another behavioral style tool)—you’ll get redundant data and confused participants.
- Don’t combine if your team is low on psychological safety. Multiple assessments require deeper vulnerability. Build safety with one instrument first.
Common Mistakes Organizations Make with Team Assessment Tools
We’ve delivered over 4,000 workshops—and we’ve learned a few things about what actually sticks. Here are the six most common costly mistakes we’ve seen across organizations of every size.
Mistake 1: Choosing the Assessment First, Defining the Goal Second
This is the cardinal error. When you lead with “We’ve always done MBTI” or “Another department used DiSC so we should too,” you’re prescribing before diagnosing. Always start with the business challenge. The assessment is the intervention, not the objective.
Mistake 2: Using Personality Assessments for Hiring or Promotion
No validated personality assessment should be used as a selection tool for hiring or promotion—period. The Society for Industrial and Organizational Psychology (SIOP) explicitly cautions against this. Assessments are development tools. Using them for selection introduces legal risk, ethical concerns, and bad science. (Hogan is the partial exception—it’s designed for selection contexts—but even then, it should be one data point among many, administered by qualified professionals.)
Mistake 3: The Workshop-and-Disappear Model
One workshop does not change a team. Research on transfer of training shows that without follow-up, 75% or more of learning is lost within weeks (Brinkerhoff, Successful Manager’s Handbook). Effective assessment-based development includes:
- Pre-work and intention-setting
- The facilitated workshop experience
- Post-workshop action plans tied to real work
- Follow-up touchpoints at 30, 60, and 90 days
- Manager reinforcement and coaching
Mistake 4: Treating All Facilitators as Interchangeable
An assessment is only as good as the facilitator interpreting it. A certified practitioner with 500 workshops of experience will deliver a fundamentally different experience than someone who completed certification last month. Ask about facilitator depth—not just credentials.
Mistake 5: Ignoring Team Context
Assessment results exist within an organizational context. Two teams with identical DiSC profiles will have entirely different dynamics if one team has psychological safety and the other operates under a punitive manager. Assessment data without context produces insight without impact.
Mistake 6: Skipping the “So What?”
The most common feedback after assessment workshops: “It was interesting, but I’m not sure what to do differently.” If your workshop doesn’t produce specific, behavioral, accountable action commitments—real things people will do differently on Monday—it was an interesting exercise, not a development intervention.
FAQ: Your Questions About Choosing a Team Assessment Tool
Q: Which personality assessment is right for a new team that’s just forming?
A: For newly formed teams, Everything DiSC is typically the best starting point. It builds trust quickly through a shared, memorable communication framework. It gives teammates immediate strategies for working together without requiring deeper vulnerability. Pair it with CliftonStrengths for a richer onboarding experience.
Q: What’s the real difference between DiSC vs MBTI for team building?
A: DiSC measures observable behavior—how you act and communicate. MBTI measures cognitive processing—how you perceive information and make decisions. DiSC is more immediately actionable. MBTI is more deeply explanatory. Choose based on whether your team needs quick behavioral strategies or deeper cognitive understanding.
Q: Can we use multiple assessments in one workshop?
A: Yes, but strategically. Combining two complementary assessments (DiSC + EQ-i 2.0, or CliftonStrengths + 12 Driving Forces) creates multidimensional insight. Don’t combine more than two in a single session. Never combine assessments that measure the same dimension. The combination should reveal something neither instrument reveals alone.
Q: Is an EQ assessment for teams worth the investment?
A: Emotional intelligence accounts for nearly 90% of what distinguishes top senior leaders from average performers (Goleman, HBR). For teams where relationships matter—and that’s most teams—an EQ assessment provides a specific, measurable developmental roadmap. It’s especially valuable for leader development and relationship repair.
Q: How do we know if we need a TKI conflict assessment specifically?
A: Choose TKI when your team’s primary challenge is unmanaged or recurring conflict. Signs include repeated arguments about the same issues, avoidance of necessary disagreements, decision paralysis, or a culture where “going along to get along” replaces honest debate. TKI gives teams a shared language for five conflict modes.
Q: How much should we budget for personality assessment workshops?
A: Investment varies by assessment, team size, facilitation depth, and follow-up design. A single half-day workshop typically ranges from $3,000–$8,000 including assessment credits and facilitation. Multi-day programs with follow-up coaching range higher. The better question is ROI: sustained assessment-based development leads to measurable improvements in engagement and retention.
Q: What makes OptimizeTeamwork different from other assessment providers?
A: We’re tool-agnostic. Most providers sell the assessment they manufacture. We prescribe the one your team actually needs from seven validated instruments. Founded by Dr. Rachel Cubas-Wilkinson—former VP at The Myers-Briggs Company and Head of Learning Consulting at Pearson—we bring unmatched expertise and 4,000+ workshops of experience to every recommendation.
Stop Guessing. Start Prescribing.
The question “which personality assessment is right for my team” isn’t one you should have to answer alone—or with a vendor who has a financial interest in the answer.
After 4,000+ workshops and 30,000+ leaders trained, here’s what we know: the assessment you choose matters less than whether you chose it for the right reasons. A DiSC workshop for a team that needs EQ development is well-intentioned but misprescribed. An MBTI session for a team in active conflict might create understanding without resolution. A TKI workshop for a team that actually needs onboarding trust might address conflict that doesn’t yet exist.
The right tool. The right team. The right time. That’s the matchmaker advantage.
For HR and people leaders who need team development that actually changes behavior, OptimizeTeamwork is the personality-informed training consultancy that matches the right assessment to your team’s unique challenge—because we don’t push one tool, we prescribe the right one.
Related workshop: Communication Workshop
Ready to Find Your Team’s Perfect Assessment Match?
Two paths from here:
🎯 Take the Assessment Quiz — Our free, 3-minute quiz analyzes your team’s specific challenges and recommends the exact assessment (or combination) that will create the greatest impact. No sales pressure. Just a data-driven recommendation.
📞 Book a Free Strategy Call — Speak directly with our team about your organization’s unique situation. We’ll recommend an approach—whether or not you work with us. Because getting it right matters more than getting the sale.
Take the Assessment Quiz → | Book a Free Strategy Call →
By Dr. Rachel Cubas-Wilkinson
Founder & Principal Consultant, OptimizeTeamwork
Former Vice President, The Myers-Briggs Company | Former Head of Learning Consulting, Pearson
4,000+ workshops delivered | 30,000+ leaders trained | Authorized Everything DiSC Partner
Explore our workshop offerings:
– Everything DiSC Workshop
– MBTI Workshop
– EQ Workshop
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