To choose the right personality assessment for your team, start with your biggest challenge — not the most popular tool. Communication friction points to Everything DiSC. Deep thinking-style clashes call for MBTI. Active conflict needs TKI. Disengaged talent signals CliftonStrengths or 12 Driving Forces. Emotional intelligence gaps demand EQ-i 2.0. High-stakes leadership decisions require Hogan. Most teams skip this logic and pick whatever they’ve heard of. That’s backwards. Personality assessments are tools, not labels — and the right tool depends on the job. This decision guide gives you a step-by-step framework to match your team’s actual problem to the right assessment, plus a master comparison table of all seven instruments we work with.
Key Takeaways
- Start with the challenge, not the tool. Communication breakdowns, conflict, disengagement, leadership gaps, and motivation misalignment each map to different assessments. Choosing by brand name is the most common — and most costly — mistake.
- There is no single “best” personality assessment. There’s only the best one for your team’s specific situation right now. Context is everything.
- Use the Challenge → Assessment → Facilitator framework. Define the problem first, match it to the instrument second, and ensure skilled facilitation third. Skip any step and you’ll waste your investment.
- Combining two assessments often outperforms choosing one. DiSC + EQ-i 2.0. CliftonStrengths + 12 Driving Forces. MBTI + TKI. These combinations reveal what no single instrument can.
- 85% of employees experience workplace conflict (CPP Global Human Capital Report). Managers spend 25–40% of their time managing it. Only 29% of employees are engaged at work (Gallup, 2024). The right assessment addresses the root cause — not just the symptoms.
- The facilitator matters as much as the instrument. A certified practitioner with deep experience delivers a fundamentally different outcome than a recently certified facilitator. Always ask about facilitator depth.
- We’re tool-agnostic. We don’t make assessments — we match them. That’s the difference between a provider who prescribes what they sell and one who prescribes what you need.
- Dr. Rachel Cubas-Wilkinson — former VP at The Myers-Briggs Company, former Head of Learning Consulting at Pearson — has delivered 4,000+ workshops and trained 30,000+ leaders using this tool-agnostic approach.
The Decision Framework: Challenge → Assessment → Facilitator
Walk into the personality assessment marketplace and you’ll feel it immediately. It’s overwhelming. The corporate training industry tops $380 billion annually (ATD, State of the Industry). Team assessments represent an estimated $8–12 billion of that market. Dozens of instruments compete for your attention and budget.
Here’s what makes choosing genuinely hard:
You’re comparing apples to oranges. DiSC measures observable behavior. MBTI measures cognitive preferences. TKI measures conflict behavior. EQ-i 2.0 measures emotional intelligence. CliftonStrengths measures natural talents. 12 Driving Forces measures motivation. Hogan measures reputation and derailment risk. These instruments don’t overlap — they illuminate completely different dimensions of a person.
Vendors have built-in bias. Call a DiSC-only provider and they’ll recommend DiSC. Call an MBTI shop and they’ll recommend MBTI. This isn’t dishonesty — it’s structure. Their consultants are certified in one tool. Their business model depends on one product. If the only tool you have is a hammer, everything looks like a nail.
Most teams don’t define the problem first. Under time pressure, HR and L&D leaders default to what they’ve taken before, what a colleague mentioned, or what comes up first in a search. That’s like picking medication based on a friend’s recommendation instead of an actual diagnosis.
Outcomes get disconnected. The most expensive mistake isn’t picking the “wrong” assessment. It’s picking any assessment without first answering: What business outcome are we trying to move? Reducing conflict. Improving cross-functional collaboration. Developing leaders. Boosting engagement. Each goal maps to a different tool — or combination — with a different facilitation approach.
The good news? There’s a framework that cuts through all of this.
Choosing a personality assessment isn’t a single decision. It’s three decisions in sequence. Skip one and the whole thing falls apart.
Step 1: Define your team’s primary challenge. What’s the single biggest thing preventing this team from performing at its best? Not the symptom — the root cause.
Step 2: Map that challenge to the right assessment type. Communication problems need a different lens than conflict problems. Motivation problems need a different lens than skill problems.
Step 3: Match the assessment to a skilled facilitator. The same instrument in different hands produces completely different outcomes. Facilitator expertise is the multiplier.
Let’s walk through each step.
Step 1: Identify Your Team’s Primary Challenge
Before you look at a single assessment, answer this question as honestly as you can:
“What is the one challenge that, if we solved it, would make the biggest difference for this team right now?”
Here are the five most common team challenges we encounter across 4,000+ workshops — and how to recognize each one.
Challenge 1: Communication and Collaboration Friction
What it looks like: Team members talk past each other. Meetings run long with little resolution. Some people dominate discussions while others stay silent. Misunderstandings are frequent. Cross-functional work is especially painful. The team isn’t in active conflict — they just don’t click.
Signal phrase: “We don’t get each other.”
This is a behavioral style problem. People with different communication styles, work paces, and priorities are colliding without a shared framework for understanding those differences. The fix isn’t deeper self-awareness — it’s practical language for adjusting behavior in real time.
Challenge 2: Active or Recurring Conflict
What it looks like: Arguments repeat without resolution. Important decisions get deferred. Some people avoid disagreement entirely while others default to competing. “Going along to get along” has replaced honest debate. Conflict is either volcanic or suppressed — rarely productive.
Signal phrase: “We keep fighting about the same things.”
This is a conflict behavior problem. The team needs a specific, focused framework for understanding how they handle disagreement — and whether their default mode fits the situation.
Challenge 3: Disengagement and Misaligned Motivation
What it looks like: Capable people seem checked out. Good performers are leaving. Roles feel like poor fits. Engagement scores are flat or declining. “Culture” sounds good on paper but doesn’t translate to individual energy. People are doing the work but not invested in it.
Signal phrase: “We have good people who just aren’t fired up.”
This is a motivation and strengths problem. People may be in roles that don’t engage their natural talents or ignite their core drivers. The fix isn’t better communication — it’s better alignment between who they are and what they do.
Challenge 4: Leadership and Emotional Intelligence Gaps
What it looks like: “Smart but difficult” leaders are creating strain. Feedback isn’t landing. Relationships feel brittle. Managers struggle with empathy, self-regulation, or interpersonal effectiveness. Pressure reveals reactive behavior rather than steady leadership.
Signal phrase: “Our leaders are brilliant but hard to work with.”
This is an emotional intelligence problem. Leaders with high technical skill but low EQ create teams that perform under supervision and disengage without it. The fix is developmental — building measurable EQ skills over time.
Challenge 5: High-Stakes People Decisions
What it looks like: The organization is making selection, promotion, or succession decisions where the cost of getting it wrong is high. Leaders under pressure show a different side. Reputation and derailment risk matter as much as talent and skill.
Signal phrase: “We need to know how this person will actually perform — not just how they see themselves.”
This is a prediction problem. You need data about how others experience a person, how they behave under stress, and what truly drives them. Self-perception alone won’t get you there.
Step 2: Map Your Challenge to the Right Assessment
Now that you’ve identified the challenge, the mapping is straightforward. Here’s the core logic — think of it as a decision flowchart you can walk through with your team.
The Assessment Decision Flowchart
Is your primary challenge about communication and collaboration?
→ Yes: Choose Everything DiSC. It maps observable behavior into four styles (Dominance, Influence, Steadiness, Conscientiousness) and gives people shared, immediately usable language. Explore our DiSC Workshop →
→ No — keep going.
Is your primary challenge about active, recurring conflict?
→ Yes: Choose TKI (Thomas-Kilmann Conflict Mode Instrument). It directly maps five conflict modes — Competing, Collaborating, Compromising, Avoiding, Accommodating — and shows teams whether their default mode fits the situation. Explore our Conflict Resolution Training →
→ No — keep going.
Is your primary challenge about understanding why people think so differently — not just how they act?
→ Yes: Choose MBTI (Myers-Briggs Type Indicator). It maps cognitive processing preferences across four dichotomies, revealing the mental wiring behind different perspectives. Used by 88 of the Fortune 100. Explore our MBTI Workshop →
→ No — keep going.
Is your primary challenge about disengagement, poor role fit, or untapped talent?
→ Yes — two options:
– Choose CliftonStrengths if you need to identify and invest in natural talents (37 million users; up to 23% higher engagement per Gallup).
– Choose 12 Driving Forces if you need to align intrinsic motivation with roles and responsibilities.
→ No — keep going.
Is your primary challenge about emotional intelligence, relationship strain, or leadership development?
→ Yes: Choose EQ-i 2.0. It measures 15 subscales of emotional intelligence across five composites. Emotional intelligence accounts for nearly 90% of what distinguishes top senior leaders from average ones (Goleman, Harvard Business Review). Explore our Emotional Intelligence Workshop →
→ No — keep going.
Is your challenge about predicting leadership performance under pressure — or making high-stakes talent decisions?
→ Yes: Choose Hogan Assessments. Over 60% of Fortune 100 companies use Hogan for its predictive view of reputation, derailment risk, and core values. Best for executive selection and high-potential development.
→ Still not sure? Your challenge may be multidimensional. That’s common. Skip to the section on combining assessments below.
When Challenges Overlap
Most real teams don’t have just one clean challenge. They have a primary one and one or two secondary ones. Here’s how to handle that:
- Communication friction + low EQ: DiSC first, then EQ-i 2.0 as a follow-up. Or combine them in a two-session program.
- Active conflict + cognitive differences: TKI first, then MBTI to deepen the “why” behind the clash. This is the MBTI + TKI combination — one of our most requested.
- Disengagement + behavioral style clashes: CliftonStrengths + DiSC. Talents plus communication strategies.
- Leadership EQ gaps + motivation questions: EQ-i 2.0 + 12 Driving Forces. Emotional skill plus intrinsic drive.
The rule: address the most urgent challenge first. You can layer in additional dimensions once the team has built a foundation of trust and shared language.
The Master Comparison Table: All Seven Assessments at a Glance
This is the comparison table we wish someone had handed us when we started. Every major personality assessment for teams, compared on the dimensions that actually matter for decision-making.
| Assessment | Measures | Best Team Challenge | Time to Complete | Typical Cost Per Person | Individual vs Team Focus | Certification Required | Best Paired With |
|---|---|---|---|---|---|---|---|
| Everything DiSC | Observable behavior & communication style | Communication friction, new team trust, collaboration | 15–20 min | $50–$75 | Both | No (recommended) | EQ-i 2.0, 12 Driving Forces |
| MBTI | Cognitive processing preferences (4 dichotomies, 16 types) | Thinking-style clashes, deep self-awareness, leadership development | 20–30 min | $50–$100 | Both | Yes | TKI, CliftonStrengths |
| CliftonStrengths | Natural talent patterns (34 themes) | Engagement, onboarding, strengths culture shift | 30–40 min | $15–$50 | Both | No | DiSC, 12 Driving Forces |
| EQ-i 2.0 | Emotional intelligence (15 subscales, 5 composites) | Leadership EQ, relationship repair, stress management | 20–30 min | $50–$80 | Individual (team overlay) | Yes | DiSC, MBTI |
| TKI | Conflict-handling style (5 modes) | Active conflict, decision-making friction, cross-functional clash | 10–15 min | $25–$50 | Both | No | DiSC, MBTI |
| 12 Driving Forces | Intrinsic motivations (6 keyword continuums) | Disengagement, retention, role alignment, coaching | 15–20 min | $30–$60 | Both | No | DiSC, CliftonStrengths |
| Hogan | Reputation, derailment risk, core values | Executive selection, high-potential development, stress behavior | 30–45 min | $100–$200+ | Individual | Yes | EQ-i 2.0, MBTI |
A few notes on this table:
- Cost ranges are for assessment credits only — not facilitation, materials, or follow-up. Total workshop investment typically runs $3,000–$8,000 for a half-day session including facilitation.
- “Certification Required” reflects publisher policy. Even when not required (DiSC, CliftonStrengths), we strongly recommend certified facilitators. Self-interpretation risks stereotyping and misuse.
- “Best Paired With” reflects our experience from 4,000+ workshops — not theory. These combinations reveal what neither instrument reveals alone.
- CliftonStrengths has the lowest per-person cost because Gallup’s model prioritizes scale. Hogan costs more because the interpretive report is substantially more complex and predictive.
Step 3: Choose a Facilitator — The Multiplier Most Teams Ignore
Here’s a truth the assessment industry doesn’t advertise: the same instrument in different hands produces dramatically different outcomes.
A certified Everything DiSC facilitator with 500 workshops of experience will:
– Connect behavioral styles to your team’s actual work challenges — not generic examples
– Navigate the room’s dynamics in real time, adapting content as energy shifts
– Prevent the “I’m just a D” trap by framing styles as tools, not labels
– Create accountable action commitments tied to real work, not abstract insights
A facilitator who completed certification last month will:
– Deliver the content accurately but without contextual depth
– Struggle when team dynamics get uncomfortable
– Miss the teachable moments that experienced facilitators recognize instantly
– Leave participants saying “that was interesting” instead of “I know exactly what to do differently”
The facilitator is the difference between an interesting exercise and a development intervention that changes behavior.
Questions to Ask Any Facilitator Before Booking
- “How many workshops have you facilitated with this specific instrument?” Not total workshops — this instrument.
- “Are you certified by the publisher, or did you complete a third-party training?” Publisher certification ensures you’re working with someone who meets the instrument’s rigorous standards.
- “How do you prevent misuse — like stereotyping or using results as labels?” This is a critical question. A skilled facilitator will have a strong, immediate answer.
- “What does your follow-up process look like?” If the answer is “we don’t do follow-up,” keep searching. Without reinforcement, 75%+ of learning is lost within weeks (Brinkerhoff, * Successful Manager’s Handbook*).
- “Can you tell me about a time the workshop didn’t go as planned — and how you adapted?” Experience shows in how someone handles the unexpected, not just the expected.
Five Questions to Ask Before You Choose Any Assessment
Before you commit budget and team time, run through this checklist. If you can’t answer each question clearly, pause and do more discovery.
1. What specific business outcome are we trying to improve?
“Team building” isn’t an outcome. “Reduce the number of recurring conflicts in our leadership team by 50% over six months” is. “Improve cross-functional communication between product and engineering” is. The more specific the outcome, the more precise your assessment choice can be.
2. Have we diagnosed the root challenge — or just the symptom?
A team that “can’t communicate” might actually have a conflict problem. A team that “lacks engagement” might have a motivation misalignment. A team with “poor leadership” might have an emotional intelligence gap. The assessment you choose depends on what’s actually broken, not what’s most visible.
3. Is our team ready for this depth of insight?
A team with low psychological safety shouldn’t start with Hogan or a deep EQ assessment. Start with a behavioral tool (DiSC) that builds trust and shared language before going deeper. Readiness matters. Push too hard too fast and people shut down.
4. What happens after the workshop?
If your plan is “conduct workshop → never mention it again,” save your money. Effective assessment-based development includes pre-work, facilitated experience, post-workshop action plans, and follow-up at 30/60/90 days. One-shot workshops create interesting experiences. Sustained programs create behavior change.
5. Are we open to a combination — or defaulting to a single instrument?
Single assessments capture one dimension. Strategic combinations capture multiple dimensions. If your team has overlapping challenges (and most do), ask whether a two-assessment combo would be more effective. The answer is often yes.
Why We’re Tool-Agnostic — And Why That Matters for Your Decision
Most assessment providers are manufacturers. They make one instrument, certify facilitators in that instrument, and build a business model around selling that instrument. Call them and they’ll recommend their tool — every time.
That’s not necessarily dishonest. It’s structural. Their consultants hold credentials in one methodology. Their revenue depends on one product line. But it’s not serving you.
I spent years inside this world. As Vice President at The Myers-Briggs Company and Head of Learning Consulting at Pearson, I watched how assessment recommendations get made. The system rewards the seller, not the buyer.
“Most providers will sell you the assessment they make. We’ll prescribe the one your team actually needs.”
That’s why OptimizeTeamwork is tool-agnostic. We don’t manufacture 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, this approach consistently outperforms the one-size-fits-all model.
What tool-agnostic means in practice:
- Your challenge drives the recommendation — not our product catalog
- We can combine instruments from different publishers — because we’re not locked into one ecosystem
- We’ll tell you when no assessment is the right answer — because sometimes the problem isn’t a personality mismatch
- We’ll tell you when one assessment is enough — because over-assessing wastes time and money too
When Combining Assessments Beats Choosing Just One
Single assessments are like single-lens cameras. They capture one dimension clearly and leave everything else blurry. The most transformative team experiences often come from strategic combinations.
Proven Combinations We Recommend
Everything DiSC + EQ-i 2.0 — The “Behavior + Emotion” Stack
Reveals how a person behaves (DiSC) and how effectively they manage the emotions driving that behavior (EQ-i 2.0). Ideal for leadership development where both interpersonal skills and emotional self-regulation matter.
CliftonStrengths + 12 Driving Forces — The “Talent + Motivation” Stack
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.
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 where cognitive diversity is an asset but conflict management lags.
Hogan + EQ-i 2.0 — The “Prediction + Development” Stack
Hogan predicts how leaders behave under pressure. EQ-i 2.0 builds the developmental roadmap for strengthening emotional intelligence. Ideal for senior leadership development and executive coaching.
When NOT to Combine
- Don’t combine more than two assessments in a single workshop. Cognitive overload kills learning.
- Don’t combine instruments that measure the same dimension. DiSC + another behavioral tool = redundant data and confused participants.
- Don’t combine if your team has low psychological safety. Multiple instruments require deeper vulnerability. Build safety with one first.
- Don’t combine if you don’t have a strategic reason. “More data” isn’t a reason. “Behavior + emotion reveals what neither reveals alone” is.
Quick Reference: Challenges, Matches, and the Stats Behind Them
Use this table when you need a fast answer. For the full decision flowchart, see the decision framework section above.
| Team Challenge | Primary Assessment | Why This One | Supporting Assessment |
|---|---|---|---|
| Communication friction | Everything DiSC | Maps observable behavior; gives shared, immediately usable language | MBTI (for deeper perspective-taking) |
| Active, recurring conflict | TKI | Directly maps conflict behavior across five modes | DiSC (for behavioral context) |
| Thinking-style clashes (“we see the world differently”) | MBTI | Reveals cognitive processing differences underneath behavior | TKI (if conflict accompanies the clash) |
| Disengaged or misaligned talent | CliftonStrengths | Identifies natural talents; shifts culture from deficit to strengths | 12 Driving Forces (for motivational depth) |
| Low motivation or role misfit | 12 Driving Forces | Reveals intrinsic motivation and core drivers | DiSC (for behavioral expression) |
| Leadership EQ gaps | EQ-i 2.0 | Measures 15 subscales of emotional intelligence | DiSC (for interpersonal behavioral strategies) |
| High-stakes selection or promotion | Hogan | Predicts reputation, derailment risk, and values under pressure | EQ-i 2.0 (for developmental follow-up) |
| New team formation | Everything DiSC | Builds trust fast through practical communication strategies | CliftonStrengths (for talent-based contributions) |
| Cross-functional friction | Everything DiSC + TKI | DiSC maps style differences; TKI addresses the conflicts those differences create | — |
| Board or senior team decision-making | MBTI + TKI | MBTI maps cognitive diversity; TKI addresses how disagreement gets handled | — |
The Stats That Should Shape Your Decision
Data doesn’t lie — but it does demand action. These numbers explain why choosing the right assessment matters so much.
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85% of employees experience workplace conflict at some level (CPP Global Human Capital Report). If your team hasn’t addressed conflict explicitly, it’s not because conflict isn’t happening — it’s because it’s underground.
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U.S. companies lose an estimated $359 billion annually to hours spent on workplace conflict (CPP). The cost of not choosing the right conflict assessment isn’t just team frustration. It’s measurable financial waste.
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Managers spend 25–40% of their time dealing with conflict instead of driving results. That’s equivalent to one or two full days per week. A well-facilitated TKI workshop can reclaim a significant portion of that time.
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Only 29% of employees globally are engaged at work (Gallup, State of the Global Workplace, 2024). CliftonStrengths-based development boosts engagement by up to 23% — but only when the assessment matches the actual engagement problem.
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Emotional intelligence accounts for nearly 90% of what distinguishes top senior leaders from average ones in senior roles (Goleman, Harvard Business Review). If your leadership development doesn’t include an EQ dimension, you’re developing skills that matter less than the ones you’re ignoring.
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75% or more of learning is lost within weeks without follow-up (Brinkerhoff). The right assessment with the wrong follow-up plan is a missed opportunity. The right assessment with the right follow-up is a behavior-change engine.
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97% of DiSC participants report satisfaction with the experience (Wiley, Everything DiSC Validation Report). Satisfaction is a starting point — but impact is the goal. Satisfaction without follow-up produces nice feelings, not different behavior.
FAQ: Choosing the Right Personality Assessment for Your Team
Q: How do I choose a personality assessment for my team when challenges overlap?
A: Address the most urgent challenge first. If communication friction and low EQ coexist, start with Everything DiSC to build shared language quickly, then layer in EQ-i 2.0 as a follow-up. The team needs trust and a common vocabulary before they can handle deeper emotional intelligence work. Think of it as building a foundation before adding floors.
Q: Is DiSC or MBTI better for a first-time team workshop?
A: For most teams new to personality assessments, Everything DiSC is the stronger first choice. It’s faster (15–20 minutes), more immediately actionable, and produces shared language people use Monday morning. MBTI is more powerful for teams already comfortable with personality frameworks who need deeper cognitive understanding. Compare them in our DiSC Workshop → or MBTI Workshop →.
Q: Can personality assessments be used for hiring?
A: No validated personality assessment should be used as a hiring selection tool — period. The Society for Industrial and Organizational Psychology (SIOP) explicitly cautions against this. Assessments are developmental tools. Using them for selection introduces legal risk, ethical concerns, and bad science. The partial exception is Hogan, which is designed for selection contexts — but even then, it should be one data point among many, administered by qualified professionals.
Q: What if I choose the wrong assessment?
A: You’ll know within the first 30 minutes of the workshop. Participants will say, “This is interesting, but it doesn’t address what we’re really dealing with.” That’s a facilitation problem, not an assessment problem — if your facilitator is skilled enough to adapt mid-session. This is another reason facilitator expertise matters as much as instrument choice. A skilled facilitator can pivot the conversation toward what the team actually needs.
Q: How much should we budget for a personality assessment workshop?
A: 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: the right assessment, well facilitated, with proper follow-up, produces measurable improvements in engagement, retention, and conflict management that far exceed the investment.
Q: Should we combine assessments in one session or spread them across multiple sessions?
A: For most teams, spreading across two sessions works better. Session one builds the foundation (usually DiSC for behavioral language). Session two — typically 4–8 weeks later — adds depth (EQ-i 2.0, MBTI, or TKI). This gives teams time to practice the first framework before layering on new concepts. The exception: MBTI + TKI works well in a single full-day session because the cognitive understanding (MBTI) naturally flows into conflict application (TKI).
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 4,000+ workshops of experience and zero bias toward any single tool.
Stop Guessing. Start Choosing with Confidence.
The question isn’t “which personality assessment is best?” It’s “which assessment is best for this team, at this moment, for this purpose?”
That question has a specific answer — and it’s not the one you get from a vendor who only sells one tool.
After 4,000+ workshops and 30,000+ leaders trained, we know this: the assessment you choose matters less than whether you chose it for the right reasons. A DiSC workshop for a team that desperately 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 addresses conflict that doesn’t exist yet.
The right tool. The right team. The right time. That’s the difference.
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.
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
– Myers-Briggs Type Indicator Workshop
– Emotional Intelligence Workshop
– Conflict Resolution Training
