Business Personality Tests—Are They the Best Tool for Teams?

Business personality tests have become a staple of the modern workplace, with organizations turning to corporate personality tests as a tool for hiring, team-building, and leadership development. 

As a result, personality assessments have become a $2 billion industry, with nearly 60% of employees reporting that they have taken them as part of the hiring process. 

The thinking goes that if you understand employees’ personalities, you can place them in the right roles, improve collaboration, and boost overall job performance and productivity. But do they truly deliver on these promises?

The Problem With Workplace Personality Assessments

Does knowing that a team member is an INTJ, a Type 3 Achiever or talented in Woo help them to collaborate more effectively in a high-stakes business environment? Does it give them the tools to make better strategic decisions or navigate workplace challenges? 

The answer is often no. While these tests can be useful for facilitating self-awareness but lack the practical application necessary to improve workplace performance.

Traditional personality tests for business also have a habit of reinforcing static thinking. Labeling employees as a certain type can lead to self-limiting beliefs. People may feel boxed into certain behaviors rather than encouraged to expand their skills. In contrast, business success depends on employees’ ability to stretch their thinking and adapt to different situations.

The reality is that personality tests don’t actually tell you much about how people think, solve problems, or adapt to challenges at work. They don’t help employees develop the cognitive flexibility required for today’s fast-paced business environment. If the goal is to build teams that can innovate, make sound decisions, and respond effectively to change, then personality tests alone fall short.

The Most Popular Business Personality Tests on the Market

With so many personality test companies on the market now, narrowing down the right assessment for your needs can be challenging. While each personality test offers valuable insights, these tools’ effectiveness in the workplace depends on scientific validity, predictive accuracy, and practical application. To get the best results, choose a tool that aligns with your goals—whether for personal development, team-building, or leadership training.

The HBDI

While not technically a personality test, the HBDI® is often used for similar purposes. The Herrmann Brain Dominance Instrument® (HBDI®) reveals how individuals and teams prefer to think, process information, and make decisions. At the heart of the HBDI® is the Whole Brain® Thinking model—a proven framework that helps individuals and teams understand and leverage different thinking preferences—analytical, structured, relational, and creative—to improve problem-solving, collaboration, and decision-making. Many organizations even combine the HBDI® with personality tests for a more well-rounded picture of their workforce.

Myers-Briggs Type Indicator (MBTI)

The MBTI categorizes individuals into 16 personality types based on their preferences in four key areas: energy source (introversion vs. extraversion), information processing (sensing vs. intuition), decision-making (thinking vs. feeling), and approach to structure (judging vs. perceiving). The MBTI is widely used for leadership development and team-building, but its scientific reliability is often questioned. Employees frequently receive different results upon retaking the test, and it lacks predictive validity in determining workplace performance or adaptability. (More on the difference between MBTI and the HBDI®.)

Big Five Personality Traits (OCEAN Model)

The Big Five model is one of the most research-backed personality assessments, evaluating individuals based on openness, conscientiousness, extraversion, agreeableness, and neuroticism. The model provides a solid foundation for understanding personality traits, but its broad nature makes it less practical for workplace applications such as collaboration, leadership, or decision-making. While organizations use it to assess strengths and work styles, it does not offer specific guidance on improving workplace performance.

DiSC Personality Test

The DiSC assessment categorizes individuals into four behavioral styles: dominance, influence, steadiness, and compliance. DiSC is commonly used for communication training and conflict resolution, helping teams understand different work styles and improve collaboration. However, it focuses primarily on behavior rather than deeper cognitive processes, making it less effective for fostering problem-solving, innovation, or strategic decision-making. (More on the difference between DiSC and the HBDI®.)

CliftonStrengths (StrengthsFinder)

The CliftonStrengths test identifies an individual’s top strengths out of 34 possible traits, helping employees leverage their natural talents. This assessment is widely used for personal and professional development, emphasizing self-awareness and optimizing workplace roles. However, the CliftonStrengths assessment does not provide a structured framework for adapting to different thinking styles or improving team dynamics, limiting its application in leadership and strategic decision-making. (More on the difference between CliftonStrengths and the HBDI®.)

Enneagram

The Enneagram assigns individuals one of nine personality types based on their core motivations and fears. This assessment is often used for self-development and personal insight, helping individuals understand their emotional responses and behavior patterns. While popular for professional growth, it lacks strong empirical support and is less applicable in structured workplace settings where measurable performance and team collaboration are key priorities.

Personality Tests vs. the HBDI®: What's the Difference?

What the HBDI® Can Do That Personality Tests Can’t

Traditional corporate personality tests categorize individuals into fixed traits, offering limited insight into how they think and process information. While these assessments can provide self-awareness, they often fail to help teams navigate real-world business challenges in the work environment. 

That’s where the Herrmann Brain Dominance Instrument® (HBDI®) excels. Instead of labeling personality types, the HBDI® helps individuals and teams understand their thinking preferences—offering a dynamic, actionable framework for improving problem-solving, collaboration, and decision-making.

A Smarter Alternative to Workplace Personality Tests

Whole Brain® Thinking provides a more effective alternative to a personality test (corporate) by focusing on how people think rather than who they are. The HBDI® assesses thinking preferences across four key areas:

• Analytical (Blue) – Logical, data-driven thinking
• Practical (Green) – Structured, process-oriented thinking
• Relational (Red) – People-focused, emotionally intelligent thinking
• Experimental (Yellow) – Creative, big-picture thinking

By understanding these different cognitive approaches, teams become more adaptable, innovative, and productive. Unlike personality tests, which reinforce static traits, the HBDI® helps individuals flex their thinking styles to tackle different challenges effectively.

Why Thinking Preferences Matter More Than Personality Types

Many businesses rely on personality tests for team-building, but knowing whether someone is an introvert or extrovert doesn’t reveal how they make decisions or approach complex problems. 

Whole Brain® Thinking and the HBDI® help teams recognize and leverage cognitive strengths, leading to better problem-solving, innovation, and collaboration.

Leaders, in particular, benefit from the HBDI® because it encourages flexibility in leadership styles, helping them balance logical analysis (Blue), structured organization (Green), emotional intelligence (Red), and creative problem-solving (Yellow).

When to Use the HBDI® for Maximum Impact

The HBDI® is designed for situations where cognitive agility drives success. Common applications include:

• Form New Teams – Assign roles effectively and build a foundation for collaboration.
• Resolve Workplace Conflicts – Uncover differences in thinking styles to rebuild trust and improve communication.
• Onboard New Hires – Integrate new employees seamlessly by understanding their cognitive approach.
• Develop Leaders – Identify strengths and tailor growth plans to help employees reach their potential.
• Navigate Change – Adapt quickly to organizational shifts, mergers, or new leadership with confidence.
• Improve Self-Awareness – Gain insights into personal thinking patterns and leverage strengths more effectively.
• Facilitate Team Retreats – Enhance offsites and leadership programs by fostering deeper, more productive conversations.

Unlike personality tests that provide static labels, the HBDI® empowers individuals and teams to think, collaborate, and lead with greater flexibility—helping businesses solve real challenges and drive long-term success.

Beyond Personality: How the HBDI® Drives Real Workplace Success

Unlike traditional personality tests, the HBDI® provides actionable insights into how people think and solve problems. Organizations use it to enhance leadership, strengthen collaboration, and build more adaptive, high-performing teams. 

Enhancing Leadership and Decision-Making

Cognitive diversity plays a key role in leadership and decision-making. Leaders who understand their own thinking patterns, and those of their teams, are better equipped to make strategic decisions, navigate challenges, and drive innovation. By leveraging the strengths of different thinking styles, organizations can foster a culture that values diverse perspectives and creative problem-solving.

Improving Collaboration and Team Performance

Collaboration and team performance also benefit from an awareness of thinking preferences. When team members recognize the different ways their colleagues approach problems, they can improve communication, reduce misunderstandings, and work together more effectively. Unlike corporate personality assessments, which tend to reinforce fixed traits, the HBDI® encourages cognitive flexibility and continuous learning. These insights are especially useful for long-term team building and professional growth.

Building a More Adaptive Workplace

Organizations that embrace Whole Brain® Thinking develop more adaptable workplaces where employees feel valued for their unique contributions. By applying the insights gained from the HBDI®, businesses can enhance employee engagement, improve team dynamics, and create an environment that supports innovation and productivity. A company personality test that focuses on thinking preferences rather than personality traits contributes to a stronger and more flexible company culture.

The Future of Workplace Assessments: Why the HBDI® Is the Smarter Choice

While corporate personality tests can support self-discovery and professional development, they often fall short in real-world workplace dynamics. Traditional assessments assign individuals to fixed personality types, overlooking the flexibility and adaptability required to navigate complex business challenges.

The HBDI® offers a more practical, science-backed approach, focusing on how people think rather than just who they are. By improving communication, collaboration, and decision-making, it helps teams leverage cognitive diversity to solve problems more effectively.

By taking the HBDI® with your team, you can move beyond the limitations of personality-based assessments and build stronger, more adaptive organizations. 

Ready to see how the HBDI® can transform your team? Reach out to learn more about how cognitive diversity can drive better collaboration, innovation, and results today.