WHAT’S THE BEST PSYCHOMETRIC TEST TO TRANSFORM YOUR LEADERSHIP? (The answer may surprise you.)

Leslie Rohonczy, IMC™, PCC, Executive Coach, Leadership Expert, Speaker, Author

As an Executive Coach, I often use psychometric testing to enhance leadership development as part of my 1:1 coaching programs for leaders. Some clients bring past assessment results, while others take advantage of the two that I offer. Last week, one of my clients asked me: “What’s your take on the best psychometric test for leadership?” After years of coaching, and seeing firsthand which assessments create real impact, I have an answer that might surprise you.

Psychometric testing is a billion-dollar industry, promising insights into personality, communication styles, decision-making preferences, and leadership potential. Rather than ‘putting you in a box’, they reveal the box you’re already sitting in, looking at the world. All of these tests offer you more information about the lens you look through to make sense of yourself, and your relationship to others and the world around you. And while each test approaches this from a different angle, they all offer the potential to provide powerful insights, and personalized recommendations for development. But with so many options out there, it can be hard to choose the one best suited to developing your leadership, career, or team cohesion.

Curious to know which one I think is the best? First, let’s look at ten of the most widely used psychometric assessments.

THE TOP 10 CONTENDERS

1. Insights Discovery

Identifies: Leadership style, self-awareness, and communication preferences.

How it’s used: Based on Jungian psychology, Insights Discovery categorizes individuals into four colour energies: Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue – offering a simple, yet powerful, framework for understanding behavior. Leaders and teams use it to adapt their communication styles, enhance collaboration, and build stronger workplace relationships. The model’s accessibility makes it a favorite for leadership coaching and team dynamics.

Benefit: Easy to grasp and apply for immediate team impact.

Limitation: The four colour model can feel simplistic compared to deeper personality models (however I think its simplicity is also a key strength).

2. MBTI (Myers-Briggs Type Indicator)

Identifies: Personality preferences, decision-making styles, and work dynamics.

How it’s used: MBTI categorizes individuals into 16 personality types based on four dichotomies (Introvert/Extrovert, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving). Organizations and leaders use it to understand cognitive diversity, improve team interactions, and tailor leadership approaches. Its value comes from exploring how preferences shape leadership tendencies and identifying areas for growth.

Benefit: Provides insight into how people perceive the world and make decisions.

Limitation: Often misused as a rigid label rather than a developmental tool.

3. DISC Personality Assessment

Identifies: Behavioral tendencies in communication and conflict resolution.

How it’s used: DISC categorizes behavior into four types – Dominance, Influence, Steadiness, and Conscientiousness. Leaders leverage it to understand their natural communication style and adjust for different workplace dynamics. It’s particularly useful in high-pressure leadership roles, sales, and conflict resolution.

Benefit: Straightforward and practical for improving workplace communication.

Limitation: Lacks depth in assessing motivation and underlying personality traits.

4. SuccessFinder

Identifies: Leadership strengths, career fit, and team performance insights.

How it’s used: SuccessFinder provides highly detailed behavioral data to help leaders align their strengths with career aspirations and leadership effectiveness. It’s widely used in executive development, helping leaders optimize decision-making, productivity, and long-term career strategies.

Benefit: Data-driven with strong predictive accuracy for leadership success.

Limitation: Less commonly known, requiring coaching guidance to help clients interpret results effectively.

5. Enneagram

Identifies: Core motivations, fears, and emotional intelligence.

How it’s used: The Enneagram maps individuals into nine personality types, each with distinct worldviews and coping mechanisms. Leaders use it for deep self-reflection, personal growth, and emotional intelligence development. It’s particularly effective for those looking to strengthen empathy and resilience.

Benefit: Encourages profound self-awareness and emotional growth.

Limitation: Requires significant reflection and coaching support to apply effectively.

6. Hogan Personality Inventory

Identifies: Leadership potential, derailers, and risk factors.

How it’s used: The Hogan suite assesses personality traits related to leadership success and risk factors under stress. Organizations use it for executive coaching, talent selection, and succession planning. It’s one of the most research-backed tools for identifying both strengths and possible career-limiting behaviors.

Benefit: Helps leaders recognize and mitigate potential blind spots.

Limitation: Can feel confrontational to participants if not framed as a developmental tool.

7. EQ-i 2.0 (Emotional Intelligence)

Identifies: Self-regulation, interpersonal effectiveness, and leadership resilience.

How it’s used: Emotional intelligence is a critical leadership asset. The EQ-i 2.0 measures self-awareness, self-regulation, motivation, empathy, and social skills. Leaders use it to enhance workplace relationships, manage stress, and develop high-performance teams.

Benefit: Strong correlation between EQ and leadership effectiveness.

Limitation: Requires ongoing practice to translate insights into real behavior change.

8. Gallup CliftonStrengths (formerly StrengthsFinder)

Identifies: Core strengths and leadership potential.

How it’s used: CliftonStrengths identifies an individual’s top talents from a list of 34 strengths. Leaders use it to maximize their potential, align with career paths, and build high-performing teams by focusing on strengths rather than weaknesses.

Benefit: Encourages a strengths-based leadership approach.

Limitation: Doesn’t address potential blind spots or growth areas.

9. Thomas-Kilmann Conflict Mode Instrument (TKI)

Identifies: Conflict-handling styles and negotiation strategies.

How it’s used: The TKI assesses five conflict-handling styles: Competing, Collaborating, Compromising, Avoiding, and Accommodating. Leaders and teams use it to navigate conflict more effectively, improving decision-making and negotiation tactics.

Benefit: Helps teams constructively manage conflict.

Limitation: Focuses on conflict behavior rather than deeper leadership traits.

10. FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior)

Identifies: Interpersonal needs, leadership compatibility, and team dynamics.

How it’s used: FIRO-B assesses interpersonal needs in three key areas: Inclusion, Control, and Affection. Leaders use it to improve workplace relationships, enhance leadership compatibility, and align their management approach with team expectations.

Benefit: Strengthens understanding of team dynamics and leadership interactions.

Limitation: Less well-known, requiring interpretation for effective use.

SO, WHICH ONE IS THE BEST?

Here’s my take: The best psychometric test is the one you commit to using.

There are abundant and valuable insights and a-has to be had from any well-designed, personalized psychometric test, no matter which instrument is used. But the real value is not inherently in the results themselves. It comes from the reflection, discussion, and application of those results. Pay attention to any resistance you feel when reading your report. Is it truly inaccurate, or does it reveal a blind spot or limiting belief? Often, discomfort or resistance to certain insights arises from something we don’t like about ourselves, a blind spot we’re unaware of, area of growth we haven’t yet explored, or a perceived weakness that we want to protect from being seen by others. But the areas that challenge us most often hold the greatest growth potential – if we’re willing to reflect, practice, and experiment.

Many of my clients are surprised by the accuracy of their assessments. Even the skeptics have joked that it feels like someone must’ve been watching them for weeks. But no matter how precise the results seem, they’re just the starting point. A test won’t transform you – but what you do with it will.

CHOOSE THE RIGHT TOOL FOR YOUR GROWTH

Different tools will resonate with different people and serve different purposes. A skilled coach can help you assess your development needs and recommend the appropriate instrument that will have the greatest impact on your development investment.

If you’re ready to go beyond the assessment and start applying new insights and awareness, let’s talk. I help leaders and teams translate their results into real-world impact.

Which psychometric tool has been most useful for you? Drop a comment below – I’d love to hear your experiences!

YOUR BRAIN IS WIRED FOR ANXIETY: 6 Simple Questions to Stop the Spiral

Leslie Rohonczy, IMC™, PCC, Executive Coach, Leadership Expert, Speaker, Author

If you’ve been feeling overwhelmed lately (and let’s be honest – who isn’t these days), you’re not alone. The world feels like a pressure cooker on the verge of exploding, and even the strongest among us are feeling the heat. Unprecedented levels of uncertainty, political upheaval, economic instability, and global tensions can make even the most resilient leaders feel anxious. But here’s the thing: anxiety thrives in ambiguity. When everything feels out of control, our minds spin stories of worst-case scenarios, feeding a cycle of stress that can feel impossible to escape.

The good news? You don’t have to tackle everything at once. Research shows that our brains can only process a limited amount of information at a time. This is known as cognitive load. When we try to manage everything at once, decision fatigue sets in, making it harder to think clearly or take effective action. By focusing on just one thing at a time, we can reduce mental overwhelm and make it easier to regain control. Instead, you can break it down into something much more manageable; just one thing at a time.

This exercise, which I call the One Thing Practice is like a mental reset button, giving you a chance to pause, assess, and shift your mindset before stress takes the wheel. By answering six simple questions, you’ll create a sense of clarity and control, even in turbulent times. Let’s walk through them together.

1. Name the thing I’m anxious about.

When stress hits, our minds tend to generalize: “Everything is a mess.” “Nothing is going right.” “The world is falling apart.”

But what exactly is causing your anxiety? Naming it is the first step in reclaiming control. Instead of saying, “I’m stressed about the state of the world,” get specific: “I’m worried that the financial downturn will impact my job security.” Or “I’m anxious about how a new policy change will affect my business.”

Once you’ve named it, you’ll notice that your stress becomes something you can begin to examine and explore, rather than experiencing it as an overwhelming cloud of fear.

2. Name one thing I can do to prepare for it.

Now that you’ve identified the source of your anxiety, it’s time to shift into action. What’s one small, concrete step you can take to feel more prepared?

If you’re worried about job security, can you update your resume? Strengthen your network? If economic uncertainty is affecting your business, can you revisit your budget or explore ways to diversify revenue streams?

The message here is that action reduces anxiety (though it doesn’t eliminate it entirely; some anxiety is natural.) Even the smallest step forward reminds you that you are not powerless.

3. Name one reason that it won’t be as bad as I fear.

Our brains are wired to anticipate worst-case scenarios, but reality is rarely as catastrophic as we imagine. Consider this: how many times have you worried about something that never actually happened?

Let’s say you’re worried about an upcoming presentation you have to make to the Board. Your brain is already crafting the script for a horror film: the lights come up, your mind goes blank, and the audience stares in awkward silence as you struggle to remember even one of your key messages. Harsh judgment is revealed on the faces of the Board members and your boss, as they roll their eyes and shake their heads in disappointment. Roll credits.

Your mind might be telling you: “I’ll freeze, forget everything, and embarrass myself.” But in reality, you’ve prepared, you’ve done this before, and even if you stumble, people are usually far more forgiving than we assume.

Challenge your fear with logic. Ask yourself: What’s another possible outcome that’s not worst-case?

4. Name one reason I know I can handle it.

This is where you tap into your resilience. You’ve faced challenges before. You have overcome obstacles. You have proof that you are capable, even when things get tough.

Think about a past situation where you faced uncertainty and made it through. Maybe you successfully navigated a career change, managed a crisis, or led your team through a tough period. You are stronger than you think. And you already have experience proving it.

If it helps to look at others’ experiences and approaches to resilience, think about some of the real Canadians whose examples shine a light on the path forward. Leaders like Arlene Dickinson, who built a multi-million-dollar marketing empire despite early financial struggles, proving that resilience and reinvention go hand in hand. Or Terry Fox, whose determination to run across Canada despite losing a leg to cancer inspired a global movement in cancer research. Or Clara Hughes, who transformed personal struggles with mental health into advocacy, using her platform to champion resilience and well-being. Just like them, you have faced challenges, adapted, grown stronger, and inspired others with your resilience. Your past experiences are proof that you can handle this too.

5. Name one upside to the situation.

Even in difficult times, there is always a silver lining—though sometimes you might need to squint to see it. Finding an upside doesn’t mean pretending everything is great, however. It’s about recognizing that even tough situations can lead to unexpected benefits. Maybe this challenge forces you to develop a new skill, strengthen relationships, or rethink outdated strategies that no longer serve you. What is one possible positive outcome of this situation?

A challenging economic climate might push you to be more innovative. A leadership struggle could highlight opportunities for growth. Even personal setbacks often lead to greater self-awareness and resilience.

This doesn’t mean dismissing the difficulty – it means acknowledging that opportunities often come disguised as obstacles. To help uncover the upside, ask yourself: What new skills or strengths might I develop as a result of this challenge? How might this experience shift my priorities for the better? What doors could this situation open that I wouldn’t have considered before? If I look back on this a year from now, what might I appreciate about what I learned or how I grew?

6. Name one thing I’m grateful for because of it.

Gratitude is one of the most powerful tools for shifting perspective, especially when stress tries to convince us that everything is negative. Instead of focusing on what’s lost or uncertain, gratitude helps us anchor to what remains steady and meaningful. It might be the support of a close friend, the lessons gained from a tough experience, or even the personal growth that comes from pushing through adversity. Even in stressful situations, there is something to be grateful for. This doesn’t mean ignoring or downplaying the difficulty of what you’re facing. Instead, it’s about finding balance—acknowledging the challenges while also recognizing the positives that exist alongside them. What is it?

Maybe this challenge is forcing you to slow down and focus on what truly matters. Maybe it’s revealing who your real support system is. Maybe it’s teaching you something invaluable about yourself and your ‘wiring’.

Speaking of wiring, did you know that gratitude rewires stress? When we consciously shift our focus to what we appreciate, we break the cycle of fear and reframe our experience.

Putting It All Together

This practice is simple, but don’t underestimate its power. In just a few minutes, you can shift from feeling overwhelmed to feeling focused and in control. The next time anxiety creeps in, pause and walk yourself through these six questions. Write them down. Reflect on your answers. Notice how your mindset changes.

One thought at a time. One step at a time. No need for superhero-level resilience, just a willingness to take the next right step. Practicing these six questions consistently helps build long-term resilience, training your brain to approach stress with clarity instead of panic. Over time, you’ll find that shifting your perspective becomes second nature, making you more adaptable and confident in the face of uncertainty. And with this new awareness, you stand at a new vantage point, from which you can take a step in any direction, toward more anchored choices. That’s all it takes to move forward.

If this practice resonates with you, I encourage you to share it with someone who might need it today. The world needs more calm, clear-headed leaders right now, and that can start with you.

Interested in more leadership and mindset strategies? Subscribe to my blog or reach out to explore executive coaching and leadership development opportunities tailored to your needs.