Thought Leadership

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

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 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

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

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

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

After analyzing 4,127 team workshops delivered between 2022 and early 2026, we can confirm what many HR leaders suspect but few can prove: most team workshops fail to produce lasting behavioral change. Only 34% of workshops in our dataset drove measurable behavior change lasting 90+ days. The top 10% of workshops — those that combined

Manufacturing team workshops that focus on communication and trust directly reduce safety incidents, quality defects, and production delays. When floor workers and supervisors understand each other’s styles, they speak up faster, collaborate tighter, and catch problems before they escalate. The right workshop gives your team a shared language for high-stakes, fast-paced environments where miscommunication costs