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Leading teams is like trying to build blindfolded – you can feel the pieces moving, but without clear insight, you're working in the dark. Understanding ourselves and our people is often the most challenging yet crucial aspect of leadership. While we can master technical skills through practice and study, the human element – with all its complexities, emotions, and unique perspectives requires different tools altogether.
Twenty-five years ago, my journey into these human dynamics began when my Vistage coach introduced me to the DISC assessment, followed closely by exploring Myers-Briggs with a mentor. What struck me most was the consistency – my MBTI type has remained ENTP through multiple assessments across a quarter century, and my StrengthsFinder results have shown similar stability. This reliability isn't just coincidence; it's what psyshometricians call high test-retest reliability, a crucial marker of assessment quality. (Russell’s 14 page paper - HPI, FIRO-B, and TKI are reliable and valid assessments)
Let's explore some key leadership assessment tools and their specific applications:
Myers-Briggs Type Indicator (MBTI) Purpose: Identifies personality preferences across four dimensions, helping people understand their natural tendencies in processing information, making decisions, and interacting with others. Pros: Widely recognized, easy to understand, extensive research base Cons: Can lead to "boxing" people into types, sometimes oversimplified Best for: Individual development, team communication improvement. Sample MBTI
Hogan Personality Inventory (HPI) Purpose: Measures normal personality traits and predicts job performance Pros: Strong predictive validity for workplace performance, comprehensive reporting, robust scientific foundation Cons: Requires significant training to administer, more expensive than some alternatives Best for: Talent acquisition, Executive coaching, leadership development, succession planning. Sample: HPI Overview , HPI Insights
Workplace Big 5 Purpose: Measures five fundamental personality dimensions in work contexts Pros: Research-based, stable measurements, strong validity Cons: Can be complex to interpret, requires skilled facilitation Best for: Talent acquisition, Leadership development, team composition, career planning. Sample: Big 5 Individual Trait , Group Insights, Leadership Competency
Thomas-Kilmann Conflict Mode Instrument (TKI) Purpose: Assesses how people typically handle conflict through five modes Pros: Practical application, easy to understand, non-judgmental framework Cons: Limited scope, focuses solely on conflict handling Best for: Team development, conflict management training. Sample: TKI Individual, TKI Team
FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior) Purpose: Measures interpersonal needs and behaviors in three areas: inclusion, control, and affection Pros: Reveals underlying motivations, helpful for relationship building Cons: Can be manipulated, requires careful interpretation Best for: Emerging leaders, management development, team dynamics. Sample: FIRO-B for Organizations
Birkman Method Purpose: Assesses personality, social perception, and occupational interests Pros: Comprehensive view of behavior and needs, excellent for team dynamics Cons: Complex interpretation, requires certified consultant Best for: Team workshops, career development, organizational planning. Sample: Russell Verhey’s Birkman (Bonus), Individual Basic, Basic Group Report
360-Degree Feedback Purpose: Gathers multi-source feedback on leadership behaviors Pros: Provides comprehensive feedback, identifies blind spots Cons: Can be time-consuming, requires careful administration Best for: Leadership development, coaching intensives, performance improvement. Sample: CCL Benchmark 360, Korn Ferry 360, Birkman 360, Hogan 360, Advance Custom
Team Primary
StrengthsFinder (Gallup CliftonStrengths) Purpose: Identifies an individual's top 5 talents from 34 themes, emphasizing natural strengths rather than fixing weaknesses Pros: Research-backed, positive approach, practical for team composition Cons: May overlook development needs, requires coaching for best results. Best for: Career development, team role alignment, leveraging natural talents Sample: Clifton’s 34 Strengths
Choosing Your Tools
Like any craftsperson, leaders need to select the right tool for the job. Consider these questions when selecting an assessment:
What specific insight are you seeking?
What's the context – individual development, team building, or organizational change?
Who will interpret the results? (Some tools require certified facilitators)
What's your budget and timeline?
How will you apply the insights gained?
Remember that these tools are only as effective as the facilitator interpreting them. A skilled practitioner can help you derive meaningful insights and create actionable development plans.
Next Steps
Whether you're looking to enhance your leadership capabilities, improve team dynamics, or develop your organization, consider starting with one of these proven tools. For those new to leadership assessments, MBTI or Strength Finders provide accessible entry points. For deeper insights, especially in executive coaching contexts, the Hogan or Birkman assessments offer comprehensive perspectives.
The key is to match the tool to your specific needs and ensure you have qualified support in interpreting and applying the results. Consider consulting with experienced facilitators who can guide you in selecting and utilizing the right assessment for your situation.
Remember, these tools aren't about putting people in boxes – they're about opening doors to greater self-awareness, improved communication, and enhanced leadership effectiveness. The right tool, in the right hands, can unlock new potentials in your leadership journey.
Stats: Assessments, 1-1 and Team Debrief, as of 2024
MBTI - 250+
Hogan - 25+
Big 5 - 300+
FIRO - 200+
TKI - 100+
Birkman - 500+ 1-1, Teams, & Workshops
360 - 500+ 1-1s
Strengths - 100+ 1-1, Teams, & Workshops