Thought Leadership

Research, benchmarks, and expert insights

otw featured 5446

How Leaders Use Personality Assessments to Build Stronger Teams

Leaders use personality assessments to build stronger teams by translating behavioral data into three practical actions: assembling complementary style combinations rather than homogeneous groups, adapting their communication to match each team member’s preferred style, and predicting where style mismatches will create friction before it happens. When you know that your D-style director will push for

How Leaders Use Personality Assessments to Build Stronger Teams Read More »

otw featured 5436

What Should a Leadership Workshop Include? (Agenda Template)

A leadership development workshop should include six core elements: clear outcomes tied to business goals, a behavioral assessment to baseline each participant, interactive exercises that build real skills, real workplace scenarios drawn from your team’s actual challenges, facilitated discussion that connects insight to action, and follow-up accountability that extends past the session. Skip any one

What Should a Leadership Workshop Include? (Agenda Template) Read More »

ot blog 52

Why We’re Assessment-Agnostic: A Former Myers-Briggs VP Explains

We’re assessment-agnostic because no single personality test solves every team problem. Dr. Rachel Cubas-Wilkinson—former VP at The Myers-Briggs Company and former Head of Learning Consulting at Pearson—knows this from the inside. She watched organizations get MBTI when they needed conflict resolution tools. She saw assessments prescribed by sales quotas, not team needs. That’s why OptimizeTeamwork

Why We’re Assessment-Agnostic: A Former Myers-Briggs VP Explains Read More »

ot blog 51

The Assessment Decision Framework: How We Choose the Right Tool

Choosing the right assessment for your team shouldn’t feel like guesswork. After running more than 4,000 workshops, we built a decision framework that matches your team’s actual problem to the right assessment tool—and then pairs it with the workshop format that drives real change. Dr. Rachel, our lead consultant and former VP at The Myers-Briggs

The Assessment Decision Framework: How We Choose the Right Tool Read More »

ot blog 50

Virtual Team Workshops: Best Practices from 500+ Remote Sessions

The best virtual team workshop practices come down to five principles: cap sessions at 90 minutes, use breakout rooms for personality-specific exercises, deploy live polling every 10 minutes, assign pre-work so workshop time equals discussion time, and invest in a skilled facilitator who reads virtual room energy. These aren’t theories. They’re hard-won lessons from delivering

Virtual Team Workshops: Best Practices from 500+ Remote Sessions Read More »

ot blog 49

Personality Assessment ROI for Teams: What 4,000 Workshops Taught Us

Post Type: Research Report | Pillar: Original Research & OT Thought Leadership After running 4,000 personality assessment workshops across industries, we can answer the ROI question with hard numbers. Teams that complete personality assessments see a 23% productivity gain, a 31% drop in turnover, and a 44% reduction in conflict incidents within six months. The

Personality Assessment ROI for Teams: What 4,000 Workshops Taught Us Read More »

ot blog 48

The Most Common DiSC Styles: Global Data from Workshop Participants

The most common DiSC style worldwide is S (Steadiness), representing approximately 33–35% of all workshop participants. The i (Influence) style follows at roughly 28%, then D (Dominance) at about 19%, and C (Conscientiousness) at roughly 18%. These figures come from aggregated global assessment data across thousands of workshop participants and align with findings from Wiley/Inscape’s

The Most Common DiSC Styles: Global Data from Workshop Participants Read More »

ot blog 47

Do DiSC Results Change Over Time? Data from 30,000+ Leaders

Yes, DiSC results can shift — but not as much as people think. Our analysis of over 30,000 leaders reassessed across multiple timeframes shows that roughly 85% maintain the same basic DiSC style (same dot placement on the circle) when retested. What does change are priorities, adaptations, and stress responses. People don’t swap from a

Do DiSC Results Change Over Time? Data from 30,000+ Leaders Read More »