Management Personality Tests: Do They Develop Stronger Leaders?

Organizations have long relied on management personality tests to assess leadership potential, improve team dynamics, and develop future leaders. 

The thinking is that these assessments can help companies go beyond resumes and past experience, offering deeper insight into a leader’s decision-making style, communication approach, and interpersonal strengths.

However, traditional management personality assessments may not be up to the job as leadership roles become more complex—requiring adaptability, collaboration, and strategic thinking. Management roles today demand cognitive agility—the ability to shift perspectives, approach challenges from multiple angles, and lead effectively across different work environments.

This has led many organizations to explore more dynamic approaches to leadership development, such as Whole Brain® Thinking.

Let’s explore the different ways companies use personality test results to build stronger managers, their benefits and limitations, and how the Herrmann Brain Dominance Instrument® (HBDI®) can better equip managers for today’s challenges.

Why Organizations Use Personality Tests for Leadership Development

Strong leadership development programs don’t come together by chance. Companies often turn to personality assessments as a scalable way to identify potential, enhance skills, and ensure the right people are in the right roles.

Identifying High-Potential Leaders

Not every future leader is easy to spot. Personality assessments can uncover rising stars by evaluating their decision-making styles, adaptability, and interpersonal strengths—qualities that may not be immediately evident from their current role.

For example, a Hogan Personality Inventory might reveal that a technically skilled employee also has high ambition and strong learning agility—both key traits for leadership. With this insight, the company can place them in a leadership development program rather than overlooking their potential.

Enhancing Leadership Effectiveness

Strong leadership isn’t just about making the right decisions—it’s about how and when those decisions are made, and how they impact the team. Leadership assessments help managers recognize their strengths and weaknesses, allowing them to adjust their approach for better communication, collaboration, and execution.

For instance, a DiSC personality test might reveal that a new manager has a dominant, results-driven leadership style but struggles with active listening. With this knowledge of their DiSC profile, the company can provide targeted coaching to improve their ability to engage and motivate their team members.

Developing Targeted Leadership Skills

Great managers don’t all have the same personality traits or skill sets. Personality tests help organizations create customized development plans that align with individual leadership styles and business needs.

For example, the Predictive Index (PI) Behavioral Assessment might show that a high-potential leader is naturally dominant and extraverted but struggles with risk assessment. With this insight, the company can design training programs that enhance their ability to evaluate complex situations before making quick decisions.

Matching Leaders to the Right Roles

The best leadership placements happen when strengths and job demands are aligned. Personality assessments help companies ensure the right fit, reducing turnover and improving long-term leadership success.

A Big Five Personality Test might indicate that a finance leader scores high in conscientiousness but low in openness to change. This suggests they would excel in risk management or compliance but might struggle in a fast-paced, innovation-driven role. Similarly, a product marketer with high extraversion and openness but lower conscientiousness might thrive in creative strategy but need coaching in execution and long-term planning.

4 Examples of How Companies Are Using Personality Tests for Management

The most successful organizations don’t just use personality tests to assess leaders in manager and leader development programs — they apply them strategically in real-world work situations.

Develop Data-Driven Succession Plans

When promoting leaders, relying on gut instinct alone can lead to misaligned placements and missed opportunities. Personality assessments provide objective insights into leadership styles, helping organizations make informed succession decisions.

For example, an organization evaluating two candidates for a director role might find that one excels in structured, logical thinking while the other thrives in team-building and emotional intelligence. Using personality assessments, the company can develop both candidates by targeting their weaker areas, ensuring they are prepared for complex leadership roles.

Customize Leadership Training

One-size-fits-all leadership training doesn’t work. Some leaders thrive in data-driven workshops, while others learn best through hands-on collaboration. Personality assessments help tailor leadership programs to how individuals learn best.

For instance, a CliftonStrengths assessment might show that a leader with strong Analytical and Deliberative strengths learns best through structured frameworks, while a Communication-driven leader may excel in interactive, peer-based training. Instead of forcing all managers into the same program, companies can personalize training to maximize impact.

Resolve Leadership Conflicts and Strengthening Teams

Even high-performing leadership teams can experience conflict due to different work styles. A structured, process-driven leader might struggle to collaborate with a spontaneous, risk-taking innovator. Personality assessments can help teams understand and appreciate different work styles instead of seeing them as obstacles.

For example, a Myers-Briggs Type Indicator (MBTI) test might reveal that one executive prefers logical, step-by-step decision-making, while another relies on intuition and quick action. By recognizing these differences, leaders can learn to leverage each other’s strengths instead of clashing over opposing styles.

Manage Leadership Conflicts and Team Dynamics

Even the best leadership teams can experience friction from clashing work styles. A structured, process-driven leader, for example, might struggle to collaborate with a spontaneous, risk-taking innovator. A Myers Briggs Type Indicator (MBTI) test might show that one leader prefers logical, step-by-step decision-making, while another relies on gut instinct and quick action.

Instead of seeing these approaches as opposing forces, teams can learn to leverage both styles for better decision-making and to enhance communication.

3 Limitations of Personality Tests for Leadership Assessment

While business personality tests provide valuable insights, they are not a standalone solution for leadership development. Companies should be aware of their limitations and ensure they consider them within the context of broader development strategies.

Labels Don’t Define Leadership

Traditional personality tests tend to categorize leaders into fixed styles, assuming that a strategic thinker is always focused on long-term planning or that a relationship-driven leader always places people over data.

In reality, effective leaders must flex their thinking. Whole Brain® Thinking helps managers develop skills outside their natural comfort zones so they can adapt to different business challenges.

Leadership Styles Must Adapt to Different Situations

A personality assessment can reveal how a leader thinks under normal conditions, but it doesn’t always predict how they will perform under pressure.

A manager who scores high in structured decision-making in stable environments may struggle when faced with crisis management. Whole Brain® Thinking helps leaders expand their cognitive flexibility to handle uncertainty, rapid change, and diverse challenges.

Personality Tests Don’t Measure Personal Growth Over Time

Most personality tests offer a static snapshot rather than tracking ongoing development. A leader’s skills and thinking abilities evolve as they gain experience, but traditional assessments fail to capture this growth.

Whole Brain® Thinking provides a dynamic framework that encourages leaders to continuously develop their cognitive agility, helping them build on strengths and address gaps over time.

A More Effective Alternative: Whole Brain® Thinking for Leadership Development

Leadership isn’t about fitting into a predefined mold—it’s about growth, adaptability, and thinking in new ways.

Personality tests can highlight a leader’s strengths, but real development happens when managers learn to flex their thinking, bridge cognitive gaps, and lead effectively in any situation. Whole Brain® Thinking goes beyond personality labels, equipping leaders with the tools to continuously evolve, navigate complexity, and drive innovation.

Instead of relying on static assessments, invest in leadership strategies that grow with your business. Whole Brain® Thinking helps leaders build cognitive agility, lead with confidence, and create stronger, more adaptable teams.

Develop Stronger Managers with Whole Brain® Thinking